It was announced this week that the University of Southern California had hired the University of Washington’s head football coach, and former USC assistant, Steve Sarkisian.
It has been an up-and-down season for USC, who fired head football coach Lane Kiffin after starting the season 3 -2. Kiffin was replaced by current assistant coach Ed Orgeron, who then took the team and went 6-2 the rest of the season after taking over for Kiffin.
The players wanted Orgeron to get the head coaching job. USC’s athletic director decided to go outside the program to find his next head coach, despite Orgeron’s success.
I know, I know; you thought you were coming here to read about HR stuff. Well you are – kind of! Read more…
Why do so many managers continue to accept mediocre, second-rate results?
Hundreds of research studies have quantified the difference between having an “A” player versus a “C” player in a job, any job. Every one of them concludes the difference in productivity and the impact on the bottom line is anywhere from 20 percent to over 1000 percent greater return when you compare the best, most productive employees to those who are average.
While I’ve never met anyone who disagrees with this data, most managers and organizations continue to keep “C” players on the payroll. This leads me to believe these managers: Read more…
Editor’s Note: The holiday season is here, and TLNT will celebrate by bringing back some classic holiday posts from years past. Look for them over the next two weeks.
Ever wonder what employers can be thankful for at Thanksgiving?
Spark Hire, which describes itself as an “online video resume and interviewing platform,” did. Given that the company is focused on resumes, interviews, and hiring, it took a look at ”the different types of candidates making employers thankful this Thanksgiving season” and compiled it all into this festive, Thanksgiving-themed informational graphic (see below).
It’s an interesting way to look at the various generational differences in the workforce, and will be as easy to read and digest as a serving of cranberry sauce. Read more…
Employers who background their job applicants on social media are more likely to discriminate against Muslims, an effect that is even more pronounced in conservative states and localities.
The study by Carnegie Mellon University researchers involved thousands of fictitious resumes and dummied-up Facebook profiles to portray candidates as either Muslim or Christian. A second part of the experiment involved candidates whose profiles indicated they were either straight or gay.
Muslim candidates, the researchers found, received far fewer interview invitations in states and locales considered conservative than did their otherwise identical Christian counterparts. No similar effect was noted in the comparison of gay and straight candidates. Read more…
Every November, we all sit down with friends and family to celebrate the ultimate sign of teamwork: the first Thanksgiving.
Back in 1621, a group of 53 Pilgrims and 90 Native Americans shared a harvest feast. Today, we celebrate this collaboration with tons of turkey, stuffing, and giant parade floats.
Thanksgiving is about more than delicious food. It’s really about being able to put aside differences and help others in need.
While the war for talent rages, it can feel like teamwork isn’t as important as beating your competition to the best people. Employers are regularly receiving 250 applicants or more for every corporate job posting, yet the skills gap continues to grow wider. Read more…
Recruiting is a hugely competitive process, and it’s what sets the tone for a new employee’s time at your company.
Few things send a stronger signal to applicants than your office space and the team that fills it. Use them correctly and learn how to recruit top talent with your space (in ways that require little extra effort) and you’ll find powerful assets in attracting and hiring top talent.
And, who knows, you just might find yourself having a better time conducting each interview. Read more…
We hear a lot about the potential candidate.
“Potential” candidates have traditionally been looked upon as job seekers but also as anyone not looking for a job who a recruiter might call and present a job to.
Those persons usually include the lower-hanging fruit easily observable on job boards and (today) on social media and semi-job board sites (like LinkedIn).
The “probable” candidate is the candidate who has been specifically chosen — who has been earmarked for a specific position. Read more…
The mobile craze has moved beyond entertainment and communication into the human resource function of attracting top talent.
Pressure is on companies to use mobile technology in new ways that improve efficiency and the bottom line. If not approached carefully, organizations can be left behind in the game of attracting top talent.
PeopleAnswers scientists studied more than 8 million people who applied for jobs online in many industries worldwide from January 2011 to March 2013. Read more…
Last week, Texas Attorney General Greg Abbott filed a legal action challenging the U.S. Equal Employment Opportunity Commission (EEOC) “enforcement guidance” that limits the use of criminal records during the hiring process.
Texas is a big state, with a big reputation, so it’s fitting that this case is a big deal. The suit hits hard, claiming that EEOC guidelines unlawfully limit the ability of employers – including the State of Texas and its agencies – from excluding convicted felons from employment.
The suit is the first direct challenge to the EEOC’s controversial criminal background enforcement guidance, which went into effect in April 2012. For those who follow EmployeeScreenIQ’s blog, the EEOC guidance on criminal background checks has been a frequent topic. Read more…