Morning Advantage: Catching You at Your Ethically Weakest

Most corporate compliance and ethics programs comprise less than five hours of employee training per year, notes Abbott Martin in a Corporate Executive Board blog. While some might find that number disturbing, hours spent on training may well be a red herring. The key to effective compliance, Martin says, is more about the right timing than it is the right amounts of time.

Ethical breaches are at their highest during organizational changes that have a material impact on an employee's role or compensation (promotions, reorganizations, and so on). More than 80% of employees experience one such event each year, and those who experience two or more observe twice as much misconduct as other employees, according to research. Specific types of change are particularly noteworthy: employees experiencing a corporate layoff observe 3x as much bribery and 4x as much insider trading as unaffected employees. A single hour spent with employees during a key career moment, when both the risk of misconduct and receptivity to training is heightened, can have a much bigger impact on behavior than cyclical training.

RECESSION-WATCH

US Consumer Sentiment Suggets Economic Resilience (Oxford Analytica)

While consumers remain cautious, sentiment is not nearly as bad as it was a year ago in the immediate aftermath of the debt ceiling fiasco in Congress, reports Oxford Analytica. Political uncertainty is likely to restrain spending, though there could be an up-tick following very weak sales in the late spring and early summer. There is no significant risk of recession through year-end.

SEEKING A PEOPLE PERSON

Why Traditional Job Descriptions Don’t Attract Top Talent (Chief Executive)

You've got a plum executive opening just waiting to filled by the right candidate. So why is the field of candidates so weak? It might be the job description, most of which have two critical failures, notes Brad Remillard. First, they focus on minimums: minimum years of experience, minimum education and, thus, encourage the least qualified candidates. Second, they fail to focus on what defines success. Instead of simply listing responsibilities, focus on tangible factors: "Develop a plan of action to improve deliveries by 85% in first 30 days. Implement vendor qualifications program that ensures zero defects in 6 months." These concrete, actionable, items give job seekers something specific to react to and can help guide the hiring process.

BONUS BITS:

Getting Through the Door Actually Wasn't the Hardest Part

25 Toughest Companies for Job Interviewees (Fortune)
Who Cares If Samsung Copied Apple? (HBR.org)
Facebook Stock: The Biggest Ponzi Scheme in History? (Christian Science Monitor)

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