A few days ago, my eye was caught by an article titled, Why They Rejected the Best HR Candidate They’d Ever Interviewed — The Shocking Truth Revealed!
Well, naturally I wanted to know the shocking truth about why someone wouldn’t hire a phenomenal HR pro.
It turns out (spoiler alert) that this stellar candidate (‘Taylor”) blew his last interview when he showed a disdainful attitude toward “Wade,” a slow-moving, slow talking, unfashionably dressed, gray-hair vestige of the organizational old guard bearing an indeterminate job title. Read more…
I’ve noticed several articles recently about how job seekers with visible tattoos shouldn’t be discriminated against when it comes to hiring.
One article I read even said that the Civil Rights Act of 1964 should be expanded so that inked individuals are protected from workplace discrimination.
Huh? We inherit our race, gender and national origin at birth. The last time I checked, getting a tattoo is a choice.
Now before you go berserk and jump to the comments to rant about how you should be judged by your talent and skills, not your appearance, please humor me and let me explain. Read more…
A few days ago this thought came to me: “What is the worst advice I’ve ever given anyone?’
Usually in a case like this, the first thing you think of, is usually correct! In my case, I came up with a number of things right away, none of which really seemed like the worst advice, and more of me making fun of what other people think is “good” advice.
Here’s a sample: Read more…
“Seek opportunities to show you care. The smallest gestures often make the biggest difference.” — John Wooden, longtime UCLA men’s basketball coach
Despite what some people may think, being a manager is no walk in the park.
In fact, the combination of mental work, social interaction, project juggling, time management challenges, high pressure, responsibility, and variability makes it among the more demanding types of work any person can take on. The hours are terrible and the stress is inevitable. Read more…
I am meeting more people these days who want to work in HR and I usually ask them why – not because I don’t think it’s a good idea, but because HR’s role and it’s true potential for impact is misunderstood.
Usually the answers are admirable. like “I really like helping people,” or “I want to help businesses figure out how to treat staff better,” or something along those lines.
But most HR people will tell you that sometimes we don’t make people happy — and that’s not a bad thing. Read more…
Second of two parts
Did you miss Part 1? See How Short-Term Financial Decisions Can Destroy Workforce Productivity
One of the classic articles about workforce managements is entitled, On the folly of rewarding A, while hoping for B.
The author provides multiple examples illustrating how leaders often communicate one thing to employees while rewarding entirely different behaviors.
This article was published almost 40 years ago, but its message is just as relevant today. The negative corporate behaviors associated with inter-departmental conflict, administrative bureaucracy, and short-term thinking can be traced directly back to the financial structures used to reward employees. Read more…
Valve, the software giant responsible for hit video game franchises like Portal and Half-Life, has made headlines in the past for its “flat hierarchy,” which is a fancy way of saying Valve employees have no bosses, sit wherever they want, and decide salaries together.
Sound crazy? Valve isn’t alone.
Online retailer Zappos has promised to flatten their hierarchy by the end of 2014 with something they call a “Holacracy,” which is another fancy buzzword that means essentially the same thing: everyone manages themselves. W.L. Gore, an enterprise technology company, is infamous for its flat hierarchy and their democratic CEO election process. Read more…
Effective July 1, Indiana has a new rule on what information “criminal history providers” can report in employment background checks.
This latest version of Ind. Code § 24-4-18-6 makes a technical correction to the law and clears up a few things. Unlike previous versions of the statute, the new law allows reporting of non-conviction and pending records as long as the information is within the 7 year window required under the Fair Credit Reporting Act.
As it now reads, the law limits reporting of expunged records and sealed records — records that any compliant screening company wouldn’t give you anyway. It also prohibits reporting certain classes of felonies that have been reduced or converted to a misdemeanor, and creates a statutory cause of action for the intentional or “knowing” act of reporting an inaccurate record. Read more…
First of two parts
People often complain that HR is the source of many bad management practices. The finger typically points at HR leadership when a company has lousy hiring methods or does a poor job engaging and developing employees.
While HR leadership often bears responsibility for inferior workforce management, in many companies the real culprits are the policies and actions of the Finance department. This tends to be especially true in larger organizations.
It is hard to make significant, positive changes to the overall financial results of a large company in a short amount of time. Read more…
Try this logic on with me.
If anything that makes a person feel worthless or of less value is evil (and perhaps you aren’t as dramatic as I am, so you can just say “bad”). And if many of the policies written in your handbook assume employees are some combination of incompetent or idiotic (hence, less valuable or worthless). Then, your employee handbook and many of the policies within it are evil.
The logic is sound. If A=B and B=C, then A=C. Read more…