Practical HR Tips, News & Advice. Updated Daily.
A recent survey from job site Glassdoor finds that today’s workers expect companies to take a stance on political and social issues. But in a country divided, is this likely to have a positive impact on the entire employee population?
They said what? About our company?
Forget recruiting a purple squirrel. What happens when you find, hire, and train a lovely Labrador, only to discover she isn’t cut out for the job?
Technical skills are now required for a wide range of positions. Even many jobs that were once known as “blue collar” have been dubbed “new collar,” because the skills requirements have changed.
While it’s helpful to ask a job candidate to elaborate on his or her skills and attributes, and to share past challenges as well as successes, there is one question that will provide special insight—and you want to make sure you ask it.
Using the hashtag “MeToo,” women have spoken out on social media about their experiences with sexual harassment and assault. The issue is far more pervasive than many people (men) realized—and the workplace is often the scene of such behavior.
A movie mogul acknowledges sexual harassment, attempts to shrug it off, and is ousted from the company that bears his name. The behavior is not new – indeed, it is as old as Hollywood itself – but the swift reaction to it is.
Is it acceptable to reject a candidate because of his or her appearance?
Not that long ago, corporate alumni figured prominently in a company’s recruitment strategy. In recent years, however, this talent pool has fallen off the radar somewhat, and employers may be losing out on what these candidates have to offer.
Being a user of your company’s products or services isn’t a prerequisite for employee engagement, but it doesn’t hurt.