Human Resources Today
It was almost six weeks since Anna had resigned her position with her former employer, but it was obvious that
strong feelings were still stirring inside her.
“I was thrown into the job with no training. I asked for some one-on-one time with my manager to go over the
project inside out, but he never had the time. I sensed he didn’t really know enough to be able to thoroughly
brief me, anyway.
Why you should listen when employees leave - View the PDF
I’m looking to hire an additional Recruiter for my team – business is brisk, we are growing, blah, blah, blah. We’ve been in business 31 years, profitable all 31 years. Part of that profitability is we don’t overpay for talent. That is a good way of saying, we’ve been very good at hiring entry level college kids and turning them into very good recruiters. Basically, I have some upfront investment into teaching them the trade and that investment pays off in the long run.
I hear that there are millions of people out of work. What I don’t see are people who actually want to work to get paid. I wrote a job description, qualifications, etc. and put it up on one of the Big Job Boards to see what I would get – see below: - View the PDF
The adoption of social media as a communication forum has greatly enabled organizations to reach end users and establish an online presence in our communities. However, maintaining a reputable presence is not an easy task in cyber space, especially due to employee participation in social media, which has attracted the attention of employers and governmental organizations.
On one hand, employers are concerned about how their employees’ comments may affect their reputation and morale at the workplace. On the other hand, governmental organizations — such as the National Labor Relations Board (NLRB) and the Federal Communications Commission (FCC) — and state legislatures have been paying close attention to identify possible violations of employee privacy and protected activity rights.
- View the PDF
If your company is struggling to find new talent, is it possible that your job descriptions could be to blame?
It’s a question worth asking, because your “now hiring” advertisements determine, in part, just who applies for your position. Craft your ads the right way and you’ll capture the attention of talented innovators.
Write a generic post, on the other hand, and you may as well head to the nearest corner and shout, “Who wants a job!”
If you’re looking for a little inspiration to up your hiring game, here are three examples of job descriptions that pack a punch. Remember, if you’re going to spend hours of your time asking strangers open-ended questions in the interview phase, you might as well stack the deck in your favor.
- View the PDF
I got this in a message from a former employee: “When I worked for you, I thought I was Superman.” It was wonderful to get that message. But additionally, those 10 words sum up for me, in a pretty profound way, what I believe being a good leader is about. He continued…
“I have occasionally reflected on why that was. Not sure I know all the answers, but the things I do know are that the
environment was real, the energy was high and the junk was low.”
I used to wonder why I was so lucky to have such remarkable, talented, experienced people want to work for me. I
realized that a big part of it boiled down to these three (3) things...
- View the PDF
A medical child support order is a judgment, decree, or order (including an approval of a property settlement) that: Is made pursuant to State domestic relations law (including a community property law) or certain other State laws relating to medical child support (see Q1-8); and Provides for child (more)