Job Market Monitor
HR
Recruiting – Are you biased?
Are you biased? Consider these sobering stats and see if any hold true for you: Pedigree: For a 2016 study of law firm hiring bias, a male’s résumé that subtly signaled privilege–sailing and classical music as hobbies–received nearly four times as many callbacks as ones that didn’t. Source: American Sociological Review Gender: In one study, … Continue reading
10 of the worst problems with the well-established Recruiting and Selection process
10 of the worst problems with the well-established Recruiting and Selection process used at nearly every medium-sized and large organization: 1. Job openings are designed based on the Essential Requirements needed for the job (many of which are untested, arbitrary and not even close to Essential) rather than on the work itself. This happens because … Continue reading
Tips for Staying Actively Engaged at Work
Everybody needs a mental break once in a while—time that they can spend relaxing and recharging. But when one mental break turns into consistent disengagement, it can spell trouble for your career. Learn what causes disengagement and how you can combat it with this great resource from Company Folders. Chosen excerpts by Job Market Monitor. Read the … Continue reading
Awesome Workplace Incentives Companies Are Offering
Most job seekers aspire to higher salaries, but there’s more to job hunting than looking for more money. You’ll also want to look for great workplace incentives that improve your quality of life. This top ten countdown of employee perks will show you the craziest workplace perks that real companies are offering—and why they matter. … Continue reading
Calling in Sick – The craziest excuses
While calling in sick, when you are feeling just fine, is not a new phenomenon in the office, slightly less workers say they have done it over the last 12 months, according to a new CareerBuilder survey. Slightly more than a third of workers (35 percent) said they have called in to work sick when … Continue reading
HR – Leadership and talent management capabilities have a strong correlation with financial performance
Unlike other disciplines, such as corporate finance, leadership and talent management is a relatively undeveloped field in the application of data- and evidence-based approaches to value creation. Most companies do not address the most fundamental questions around leadership and talent development, despite huge expenditures—$40 billion annually by some estimates. Still, some companies get it right. … Continue reading
Cyberbullying in the Workplace – What HR can do
Experts say there is no one approach to ending or preventing cyberbullying. The most promising strategies generally fall into four major categories: Changes to the organization and its culture. Strategies to help strengthen individual managers and leaders. Support services for the targets of bullying. Accountability measures to coach, counsel and discipline bullies. “HR is usually the first point … Continue reading
Talent Recruiters Skills – The critical ones
Finding top recruiters is harder today than it was just two years ago, according to three talent leaders who spoke during a panel discussion May 3 at the Human Capital Institute’s Strategic Talent Acquisition Conference. But knowing what attributes to look for in new recruiter hires and what competencies to develop in existing staff can … Continue reading
Talent-Driven Recruitment – If you want to attract and hire a great person, you need to offer a great job
Performance-based Hiring boils down to common sense and these four recruiting rules: *If you want to attract and hire a great person, you need to offer a great job. That’s why recruitment advertising should emphasize what the person will be doing, not the skills needed to do it. There’s not a single top-talent person in … Continue reading
Productivity and Smart Simplicity – Unleashing the power of talent
If companies successfully marry new digital approaches with what we call “smart simplicity,” they can unleash the latent power of their technology and their people. Smart simplicity is built on the premise that companies are most productive when they harness the intelligence of their employees. Many of today’s most successful digital natives, such as Netflix … Continue reading
Ageism – Some Boomers bad behaviors
Baby boomers can’t pin all the blame on ageism and hostile millennials. They also have to realize that they contribute to the problem by making it difficult for younger managers to want to work with them. The onus is on baby boomers to demonstrate their relevance in companies that skew increasingly youthful. And doing so … Continue reading
Innovation – Individual employees do not get the resources
While executive and management ranks clearly have the right tools at their disposal — encouragement, time, and resources — to do great work, individual employees seldom feel they do. “My supervisors do not seem receptive to new ideas and implementation,” one employee told us. Added another: “No matter what you do, [my boss] says it’s … Continue reading
The Talent War – Why good employees quit
The nine worst things that managers do that send good people packing. 1. They Overwork People 2. They Don’t Recognize Contributions and Reward Good Work 3. They Don’t Care about Their Employees 4. They Don’t Honor Their Commitments 5. They Hire and Promote the Wrong People 6. They Don’t Let People Pursue Their Passions 7. … Continue reading
Sleep – Almost half of business leaders believe that lack has little impact on leadership performance, but 43 percent say they do not get enough
Sleep (mis)management, at one level, is obviously an individual issue, part of a larger energy-management challenge that also includes other forms of mental relaxation, such as mindfulness and meditation, as well as nutrition and physical activity. But in an increasingly hyperconnected world, in which many companies now expect their employees to be on call and … Continue reading
Is Workplace Coaching Effective ? – A case study
The ability of organizations to attract, develop and retain an adequate supply of labour with appropriate capabilities is critical to their survival and prosperity. For ABC manufacturing, workplace coaching formed an important part of this risk strategy in that it helped them to develop an internal labour market (ILM). The coaching literature offers little insight … Continue reading
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