The available candidate pool is tight. It is taking months to fill positions.
Yet, hiring managers and recruiters are still holding on to outdated stereotypes
and biases that keep them from hiring good people. Here is a list of biases we
need to get over so we can build our teams with the strongest members possible:
1. Age: This should never be a factor in an employment decision, although in
reality, I know that older candidates are passed over frequently. Why is
this? Do we think theyMost managers have that one employee who is just a nightmare! Yes. This is true.
They may dread seeing them in the hallway or may not look forward to one-on-one
meetings with them. If the manager hired them, they constantly question how they
missed the warning signs during the interview process. If they inherited them
from another team, they wonder how in the world they are still employed.
I thought it was only fair to cover both sides and follow up on my previous
article: How to Be the Worst MYou are diligently working long hours, crushing deadlines, and receiving
excellent feedback from colleagues at all levels of the organization. Maybe you
have taken on more responsibilities and/or joined a cross-functional team that
is beyond your scope.
Most of us believe we deserve and are worth much more money than we are actually
paid. Sometimes this is true; other times, not so much. If you are planning to
ask for a raise, here are some guidelines:
1. Be prepared to list specific accompliIf you are a manager, you likely have a specific style that you gravitate
toward. However, the best managers know how to use a variety of styles based on
situations and the individual employee.
Generally, there are six different management styles:
1. Autocratic: This style is directive. The manager tells employees what to do
and they fear consequences for not following specific directions. Employees
are not allowed to think freely and managers don’t seek feedback. This style
is efYes. You can!
When we think of career development, we usually think in terms of vertical or
upward movement. This could include a new title, a bigger paycheck/bonus, a
higher level of responsibility, a team to manage, etc. However, in smaller
companies, this option may not be available because there are much fewer upward
opportunities overall. You may be waiting years for someone to either leave the
company or retire. There is also a much greater internal pool of potential
candidates as your coTransparency in business means honesty and openness; the quality of being easily
seen through. So many organizations claim to have an “open door” policy. But,
how many actually demonstrate this value?
Take a moment to think about the best companies you have worked for. I bet that
the best companies had an open and honest leadership culture. You felt like you
truly could speak frankly about your ideas, gripes, and what the leadership team
needed to do to make the workplace better.
This organizaTwo men were recently arrested at a Starbucks coffee shop in Philadelphia for
trespassing after they did not purchase anything. They were waiting for a friend
and one asked to use the restroom. The store manager asked them to leave and
they refused so she called 911.
How many times have you hung out at a coffee shop all day to work and use the
free wi-fi? Did you use the restroom while you were there? Were you asked to
leave? Probably not.
This extremely unfortunate event shows how much more fOrganizations need to improve their hiring processes. The job market shifts over
the years, but currently we are in a candidate’s market. This means that
companies are struggling to find top talent and candidates are getting multiple
Due to this reality, everyone who is involved in the hire process needs to do a
better job to make fast decisions and streamline the process.
Let’s start with the application process. Why are some companies still requiring
candidates to not only uploadCrying in the workplace - sobbing, shaking, hyperventilating. Why do tears make
people so uncomfortable?
Due to the nature of my role, I witness people (men, women, managers) crying
quite frequently. It doesn't bother me in the slightest. I offer a tissue,
listen sympathetically, and provide resources and/or solutions. I do my best to
make the person feel comfortable.
However, so many people don't know how to cope when someone starts crying. It
may be in a private 1:1 meeting behind closed dooI am an HR professional who has worked in the Human Resources field in different
roles for over eighteen years. I have been an HR Generalist, Senior HR
Generalist, and HR Manager in the manufacturing, contract manufacturing,
machining, and non-profit health care industries. I have practiced all HR
functions including talent acquisition, performance management, training,
coaching, management, employee relations, benefits, and compensation.
Whenever there is an interesting article about job searcI’ve worked with both excellent and horrible managers throughout my career.
Being the site HR Representative for many years has given me the advantage of
understanding what employees are looking for in a manager, and it really isn’t
that difficult to be a well-respected, desired manager. Here are the top things
to do to be considered the worst manager ever with incredibly high turnover in
1. Do not make time for your employees. Do not schedule one on one or team
meetings. We all give feedback to others in the workplace. The feedback may be directed
toward your manager, a team member, a direct report, or anyone else you work
with on a regular basis. It is important to follow certain guidelines in order
for the feedback to resonate:
1.Timely: The feedback should be as close to the observed situation, event, or
behavior as possible, preferably within 24 hours. If this is not possible, then
within one week would be the longest I would wait. If the time lapse is too