Nearly 600 human resources professionals told EmployeeScreenIQ about how they use employment background checks to make hiring decisions and their candid feedback is detailed in the just-released, fifth annual survey of U.S. based employers.
The new report looks at how companies manage the process of employment screening, their practices concerning Fair Credit Reporting Act (FCRA), Equal Opportunity Employment Commission (EEOC) guidance, candidates’ self-disclosure of criminal records and how they address adverse findings.
In the past few years, the EmployeeScreenIQ Trends Survey has become a benchmark many employers use to evaluate their background screening policies and practices. This year’s survey provides a unique cross-section of opinions and insights from an assortment of organizations and is critical for HR professionals that want to learn about what their industry peers are doing. Read more…
Fast Company has a very cute article titled “Person With the Twitter Password,” and Other Brutally Honest Versions of Your Job Title.”
I smiled through “Brand Ambassador = Professional Conference Attendee,” and “Social Media Strategist = Person with the Twitter password.” I suppose that since I do not work in one of those professions, I could chuckle a bit, understanding the subtle poke at their work.
Then I came to “HR Director = Gossip Coordinator/Instigator.” Aw no; that’s hitting below the belt. That is the antithesis of everything that anyone in Human Resources hopes to be. Read more…
The other day, someone asked me about the last time my ethics had been tested at work and how I reacted.
I wasn’t sure how to respond. It’s a good question, and I wanted to answer it. Still, I hesitated to reveal too much about some of the less-than-honest bosses I’ve reported to in the last two decades.
These are bosses who lied, gossiped about their staff to other staff, broke confidences, fudged numbers to governmental agencies, botched payroll tax withholdings and covered it up, and willfully and recklessly turned a blind eye to leadership abuse — for starters. Read more…
The cost of turnover is estimated at 150 percent of an employee’s annual salary. But what if you could spend just $5,000 to find out which of your employees are engaged, and which ones are thinking of leaving?
That’s what Amazon is trying with its new “Pay to Quit” initiative, an unorthodox retention method borrowed from Zappos, another online retailer and Amazon subsidiary. Read more…
A recent global survey, Global View: Business Video Conferencing Usage and Trends, conducted by Redshift Research on behalf of Polycom, Inc., dives into recent shifts in the way HR is communicating and shaping business culture.
Data for the report was collected from 1,205 business decision makers in four regions and 12 countries. Major discoveries of the report included the ways Human Resource executives perceive and are using video and video conferencing technology.
The data suggests that a move towards video provides advantages for talent management, staffing, training, productivity and flexible work enablement. Read more…
The things you can always count on in life are: death, taxes, and a lousy HR leader in your organization.
I think I saw that on a t-shirt at SHRM National conference one year! The reality is, HR leaders are selected a little different from most leaders in our organization.
Most leadership is selected this way (right or wrong):
- Perform really, really well; and,
- Get promoted into a position of leadership, whether you can lead or not.
As attendees at the April HR Roundtable in Cincinnati began to gather for the monthly forum, you could tell they were excited about this month’s topic.
We were going to be discussing “Behavior at Work and HR’s Approach.” To get the ball rolling, Steve opened with the following questions:
- How do you define “behavior” in the workplace?
- Why do HR/Supervisors/Management struggle with behavior?
- How can we change our perspective and approach? Read more…
When you’re in a position of power — whether a manager or a parent — you say things and do things that have a huge impact on those with less power.
You can have a huge impact, for better or worse, without knowing it.
That’s because when you’re in a position of power and you have a negative effect on others, you are rarely let in on the secret. Read more…
Love at work. If you’re in HR and reading that statement, likely you shuddered, even just a little.
Usually, “love at work” means some kind of relationship gone wrong, necessitating a new policy about relationships in the workplace, etc.
But new research out of Wharton (and reported in Knowledge@Wharton) shows, rather, we should be encouraging love at work, particularly a form of love called “companionate love.” Read more…
Ripped from the pages of Inc. magazine’s recent article, 7 Habits of Remarkably Likeable Bosses, I give you … something slightly different:
The 7 Habits of Remarkably Likeable HR Managers!
Here they are:
- They are named “Kay.” Have you ever really not liked someone named, Kay!? Kay just seems like a friendly lady with at least three cats and grandchildren, a whole lot of grandchildren. Kay is helpful. Kay will give you a hug when you need it. Kay brings in really good comfort food with funny names like “Redneck Bunt Cake.” Read more…