
Imagine that you have one opening you’re trying to fill, and 16 eager applicants aged 17 to 22 — all with more than adequate skills for the job — awaiting their second interview.
Before the interviews begin, you discover that among those candidates are five recovering addicts, two pregnant unwed teens, three who are on probation, eight high school dropouts, four who have earned only a G.E.D., and one who’s recovering from a traumatic brain injury.
And those issues are just the ones listed on the background checks of the young people you are about to meet. There are many that aren’t listed, to be sure. Read more…































“I would factor into it that it sounds like you have to pull up roots and move to Vegas to . . . ”
— Ryan Johnson on Why Hasn’t Zappos Offer to Pay Employees to Leave Caught on Yet?, 3 hours ago
“"Want something done? Then give it to a busy person". That's a strategy deserving to be in this . . . ”
— walkingman717 on Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit, 3 hours ago
“Carol, It is refreshing to see many of the greats in OD mentioned in relation to development ie. Lewin, Schein etc. . . . ”
— Scott Span on It’s Not Easy, But Here’s Where HR Can Add Value to the Business, 5 hours ago
“Eric, solid points! I wanted to add a comment focused on your readers who use recruiters: DO YOUR HOMEWORK. . . . ”
— Fred Elmore on Why the Candidate You Hired Isn’t the Employee Who Actually Showed Up, 7 hours ago
“Thank you Reese. Very re-assuring information. Yes we have found this the case as well dis-engagement of your employees is . . . ”
— tai aguirre on The Trick In Getting Buy-In From Employee Engagement Skeptics, 7 hours ago