Millennials and work ethic. While the debate rages on between the generations one thing remains certain. This generation, set to be the most educated in history, is moving into the workforce and even as we study how they work, why they work, and the best way to make use of their considerable skills, we need to learn what all this means to those recruiting and hiring them. Recruiters, hiring managers and HR pros take note, these are the statistics and what they mean when hiring millennials.
Why are we so captivated by the Olympic drama? Because, it’s the ultimate reality TV, and I believe we enjoy witnessing greatness in action. We get to watch athletes at their peak, breaking records, going beyond normal human limits, and defying the odds.
Employers expect health care costs to rise an average of 7 percent next year, forcing organizations to employ a variety of cost- control measures that largely focus on asking workers to pay more, according to a new survey by the National Business Group on Health.
If you feel overwhelmed you may need to rethink how you use your time. Here are seven ways you may be wasting time without even realizing it.
Resumes are the currency of recruiting. Job sites, recruiters, and hiring managers all require them and use them to screen both prospects and candidates in or out.
Because at least early on, resumes are the sole determinant as to whether a candidate moves forward or not in the hiring process, it’s important to understand their strengths and weaknesses. essential part of the candidate assessment process. The premise of this article is that if you are going to continue to rely so heavily on resumes, everyone involved needs to be aware of each and every one of the many weaknesses and problems associated with using them.
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Every day is a battle for productivity when you’re a small business owner or consultant. And, if we’re being honest, productivity can be especially hard to hold on to during these warm summer months when BBQs and beach daydreams wreak havoc on our day.
Performance within groups typically does not just happen.
For a group to really perform well, it needs practice. The group needs to understand the best way to organize itself for performance.
This concept is commonly understood by sports teams and the military. They clearly see the need to give groups opportunities to practice. Boot Camp for the military and pre-season workouts for sports teams are the norm.
It’s interesting to note in business that there is far less interest or appreciation of group development and the need for practice. Team practice, for the most part, is not factored into the business or corporate world. We form groups in business and march them into the corporate battle zone expecting them to perform and when they fail we are surprised.
Following the Supreme Court’s split decision last month regarding Arizona’s 2010 immigration law known as S.B. 1070, three principles are clear:
- The federal government’s role in setting immigration policy supersedes the efforts of all states in this area;
- Despite the decision, certain state immigration laws requiring employers to enroll in E-Verify will remain in operation until the federal government says otherwise; and,
- The stage is set for a comprehensive reform of existing immigration law by the federal government sometime in 2013 regardless of who is elected as the country’s next president.
Nothing, in my opinion.
However, from the ridiculous overabundance of articles, comments, and recruiting conference content that trashes job boards as if they are the worst source of hire, I am obviously in the clear minority.
I continue to see and hear well respected thought leaders in the staffing industry make claims that the value of the job boards is waning and that the quality of candidates on the job boards is low, and it hasn’t slowed down.
Because there is such a strong belief that job boards somehow only offer low quality candidates, I am taking the time to offer a different point of view, as well as leverage statistics to prove that the job boards have the same percentage of “A” players as LinkedIn or any other source of hire.
There’s a famous story from the early days of the space race.
President John F. Kennedy was visiting NASA headquarters for the first time, in 1961. While touring the facility, he introduced himself to a janitor who was mopping the floor and asked him what he did at NASA. The janitor replied, “I’m helping put a man on the moon!”
Let’s face it. The economy is still a mess and people aren’t finding jobs fast enough.
Given this fact, there are a lot of people looking to place the blame for these developments. And has been the case for the last several years, many are focusing on employment screening and background checks. I won’t say that all who oppose background check are flat out wrong in every instance, but all too frequently they rely on myths, misconceptions and urban legends to support their arguments.
Here is my list of the most commonly held misconceptions about employment background checks:
Small business owners understandably may be reluctant to use non-compete agreements for many reasons. The desire to divert precious resources to paying an attorney to prepare a contract is hardly appealing. Similarly, businesses may feel that such agreements are unnecessary because they have few employees. But as Ben Franklin once wisely advised, an ounce of prevention is worth a pound of cure.
Have you ever wondered why many “managers” do not get the most out of their employees? The answer is simpler than you think.
As a leader in an organization, your utmost responsibility is to provide your employees with a working environment that positively charged with motivation. Yet most managers do not particularly recognize this simple duty. Many managers tend to be promoted to a supervisory role due to their technical competence rather than people-management skills. As such, managers’ influence on the workforce is not always positive. The solution to this is in a few good words— literally speaking!
