Sat.Apr 18, 2015 - Fri.Apr 24, 2015

How To Build a Successful Mentoring Program

HR Bartender

Organizations are facing some unique challenges when it comes to talent. The Boomer generation is planning to leave the workforce (or at least transition to part-time or semi-retirement).

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The Link Between Employer Branding and Employee Engagement

ClearCompany HRM

Employers have lots of concepts to juggle. Time-to-fill, return on investment, employer branding, turnover, engagement. Sometimes these concepts bleed together, and sifting through them for the right plan of action can be difficult.

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How Apple Watch Will Change the Way We Work

Cornerstone On Demand

With the official (online) release of Apple Watch only one day away, the internet is rife with predictions about whether the smart watch will succeed or fail — and how it will affect our lives in the process.

Changing The World – The Forefront of Reinventing HR

Ultimate Software

A colleague recently asked me what I wanted to do in my job, and I answered that “I want to change the world”. We laughed, but then I told him I was completely serious.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Human Resources Shouldn’t Be a “Go-To” Function

HR Bartender

Sometimes it’s easy to think that our own profession is the only one under the microscope. I know when it comes to human resources, I’ve seen more than my fair share of the “I Hate HR” type articles.

More Trending

How to Help Introverts Thrive in the Workplace

Cornerstone On Demand

It's no secret that our culture tends to prize outgoing, social individuals—both in and out of the workplace—more than the quiet and thoughtful types.

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16 Stories to Energize Your Leadership

The People Equation

Feeling burned out as a leader? It’s a common feeling: work life is hectic and leaders feel especially “squeezed.” This constant pressure can suck every last bit of energy from you and the people you lead, with unfortunate results.

Networking Meetings Shouldn’t Be “All Take and No Give”

HR Bartender

(Editor’s Note: Today’s post is an excerpt from my book, “ Essential Meeting Blueprints for Managers.” The book is available on Amazon in hard copy and Kindle , in the iTunes store, and directly from the publisher.”. Networking meetings are about giving.

Why Your Company Needs a Mobile Recruitment Blog Right Now

ClearCompany HRM

Whether it’s through social media, regular internet routines or mobile usage, we are constantly barraged with an overabundance of information. That means, the easier it is to digest this information, the more likely we are to absorb it. It is no longer delusions of grandeur for organizations to want their websites to be mobile-friendly, it is a requirement to maintain candidate attraction and potentially increase their current employees’ engagement. Last year, mobile usage increased 23%.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

What the Talent Lifecycle Looks Like in a World “Beyond Employment”

Cornerstone On Demand

Have you heard phrases like “non-employment work arrangements," “ freelance talent platforms " and “labor market intermediaries"?

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My New Kindle Book is Live!

UpstartHR

Running is a passion of mine. So is HR. So why not marry my love for the two in written form? Well, that problem is solved. :-) I recently put together this collection of stories about running, business, and life.

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Quick Shots for #Business and #HR Pros – Spring Reading Edition

HR Bartender

Several of my friends have recently released books (or books coming out soon), so I wanted to dedicate this month’s Quick Shots to the great reading that’s available. I’ve been a fan of Cathy Fyock for years. Her book, “America’s Workforce is Coming of Age” is one of my faves.

10 Must Follow* Tips For New College Grads From an HR Guy

Something Different

1. There is an asterisk in the title because, really, what the heck do I know? -_- A few days ago I received the following writing prompt from Joe Amodei at TheLadders (follow them on Twitter here ): Well, we’d love for you to create a post where you discuss what your top tips are for a 22 year old about to enter the workforce and post it on your blog. Our goal is for you to make this an organic and inspiring piece for anyone who could be in that scary situation of starting his or her career. These tips don’t have to be directly related to a certain job. It could even be as simple as remembering there are more important things in life than work. …Okay. So advice for 22 year olds just starting out their professional careers. I can do that (I think). Here goes … but keep in mind that this is mostly practical advice geared towards how to obtain maximum career success based on my own individual (and often meandering) experience and anecdotes: 1. Don’t worry too much about your first salary – instead, focus on the type of work you’re going to be doing. Unless you got your degree in an in demand STEM field or are starting with a top-paying employer (e.g. Google, GE, BCG etc.), chances are your first salary isn’t going to be very high. And even if you fall into one of those buckets (or are an unusually good negotiator and/or fortunate), what qualifies as a “high” salary to you now is likely negligible in the grand scheme of things. As a new college grad you should regularly be seeing big (in some cases double digit) percentage increases in salary annually early in your career if you are getting frequent advancement opportunities. Pay flattens out as you get deeper into your 30s, but as a 22 year-old don’t worry about the difference between making, say, $38k and $52k out of the gate. That difference will turn out to be negligible latter in your career (even factoring in time value of money) if you land jobs that teach you rare and valuable skills. Incomes well in excess of six figures are in your grasp as you enter your 30s (and earlier, for some), but you have to develop a scarce skill set that adds a lot of value. And you probably aren’t going to learn (most of) this skill set in school. You will learn it on the job. So when taking that first job ask yourself “How does this make me better?” not “How much does this pay me?” Taking the former approach will pay off over time. 2. Get lots of different experiences. Don’t stay in any one role for too long (which is not necessarily the same as not staying with one company). Don’t stay in any one role for two long. This doesn’t mean that you need to constantly jump employers… but if you aren’t getting regular opportunities to advance into bigger (or at least different) job assignments during your first 4-5 years in the workforce then you need to move on. One of the worst spaces to be in early in your career is to look up and see that you are 28 and have been in the same transactional Customer Service role that you were in when you were a 21-22 college graduate. Don’t be that guy/gal. Get new experiences as much as you can when you’re young. 3. The greatest predictor of what you will accomplish in the future is how you spend your time now. So use it wisely. …So you graduated college. You get to relax on the weekends from now on, right? Wrong! College is where you learn how to learn, but your post-grad career is where you learn how to apply that skill towards your career and continued education. If you aren’t continually finding ways to advance your skill set during your off time – e.g. in the form of research briefs, MOOCs, trade associations, networking, professional designations/certificates etc. – then you are doing things wrong. You create separation from your peers by how you spend your time when you’re not at work. Everyone puts in a minimum of 35-40 hours during the week… that’s table stakes in today’s employment marketplace. What are you doing when you’re off the clock, though? You always need to keep getting better, which means that you should never stop learning or looking for an edge. 4. Sleep. Do as I say, not as I do… …But seriously, sleep. The improved level of performance you will have on 7-9 hours sleep (how much you need varies by person) compared against what you can produce on less makes getting a good night’s rest common sense. 5. Early in your career, try not to quit your job if you don’t have something else lined up first. This is one of the worst mistakes I see 20 somethings make. They decide that their job isn’t challenging them enough / their skill set is underutilized / whatever and so they quit their jobs without something else lined up. But doing this (i) wrecks your resume, (ii) kills your negotiating leverage when you get your next role because you lose walk-away power, (iii) undermines your employability with the very real percentage of employers that don’t consider unemployed people and (iv) is a bad habit to get into when the going gets tough. If your job sucks then just suck it up and slog through every day until you find a new (better) gig that you can transition into. 6. If you are in your 20s and the first 5+ years of your career you’re only seeing 3-4% year over year pay increases then it is time for a change. I said in point #1 that you shouldn’t worry about comp for your first job – and you shouldn’t… but that’s because as a 20 something you should be seeing regular healthy pay increases if you are (i) with a company where you are getting regular advancement opportunities and (ii) learning rare and valuable skills. To be fair, most employers aren’t equipped to give top performing employees the sorts of wage increases they could find on the open market externally simply because comp structures haven’t caught up to the changed world of work yet… but that shouldn’t be true for you if you’re a 25 year-old that is just hitting your stride. If you are consistently a top performer in your 20s and all you’re seeing are 3-4% increases year over year then it’s time to move on. 7. Deliver on the work that you say you will deliver on. When you are first figuring out how to work it can be hard to do this well because it is easy to over-promise due to unrealistic expectations, but over the long run the best way to grow your professional brand internally is by consistently delivering on the work you’re expected (and volunteer) to do at a high level. 8. Treat everyone in your workplace with respect. No one likes to work with a jerk, so don’t be one. In fact, go a step further and treat everyone as well as you can all the time. This doesn’t mean being a wet blanket (more on that below) but it does mean being kind. This will pay dividends over time. 9. Don’t be afraid to speak up and stand your ground. You have to hold people accountable. 20 somethings often struggle with holding people accountable and standing up to co-workers/customers/bosses/whoever that are abusive or otherwise don’t respect their boundaries. Don’t be afraid to have an opinion, though, and if someone is treating you unfairly or otherwise walking over you don’t be afraid to push back. People will respect you more when you can do this, and furthermore being able to stand your ground and push back are table stakes skills of being a good people manager (which is often a typical step up on many career ladders). 10. Sleep. I said this already. I know. But I am saying it again. It’s that important. Get your 7-9 hours. …With that said, don’t just take my career advice. There are lots of other things beyond those mentioned above to consider if you want a fulfilling career. For example, if you want advice on work-life and all that jazz, check out these awesome posts from other former-college grads turned professionals providing advice on how to make the best of the start of your career. As always, let me know what I got wrong (and right) in the comments section below. Best, Rory. Job Interviewing Personal Development career advice hr human resources new college grads

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

Why the Future of HR Looks Bright for New Grads

Cornerstone On Demand

You're about to graduate and the panicky “How am I going to support myself?" " sensation has likely kicked in. Your fantasy job might center on a cool start-up, or maybe you see yourself at an iconic corporation.

A Day in the Life of a Human Resources Manager

UpstartHR

I have been thinking a lot lately as I cross the six year threshold of blogging about human resources management. I started this as a tool for the entry level HR pros , but now I also teach about some fairly advanced concepts. One of the things I don’t do enough of is sharing about the community. There are more than 20,000 monthly readers on this site and about 5,000 email subscribers (the numbers still boggle my mind!). Who are these people? What do they do? Let’s find out.

Some of The Humans Behind WorkHuman 2015

WorkHuman

When we set out to build WorkHuman we knew we were taking on a massive challenge. We wanted to transform a simple (if awesome) annual user event into a world-class conference on culture, organizational psychology and employee experience and would be relevant for people all over the business.

Quote of the Week: “Life is not so much about beginnings and endings…

Something Different

…as it is about going on and on and on. It is about muddling through the middle.” ” – Anna Quindlen. <www.post-gazette.com> <www.post-gazette.com> For this week’s quote we can thank American author, journalist, and opinion columnist Anna Quindlen.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Is Your Google Calendar the Next Data Frontier?

Cornerstone On Demand

How much time do you spend every day sending and answering emails and calendar invites? While these tasks may seem minute and often mindless, they consume vast amounts of time and energy— 13 hours per week, according to research firm McKinsey & Co.

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Job Simulations = Better Hires and Better Training

UpstartHR

Recently I had the pleasure of joining Trish McFarlane for an HCMx Radio podcast episode where we talked about how to use simulations in your recruiting and training initiatives. We start with a bit of my background–if you’re new here that might be interesting for you. Then we leap into some of the work we’re doing at Brandon Hall Group.

How Do I Gain Trust as a Leader?

ATD Human Capital

This excerpt from Leaders Don’t Command explains the power of trust-building and emotional intelligence in leadership. Click here to read full version

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Successful Hiring and the Role of Employee Personality Tests

Something Different

The following is a guest post from Garrett Bonistalli at Learning House: Online quizzes and personality tests may be entertaining from time to time, but they’re widely used by employers, and could strongly indicate a prospect’s success at a job.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

Trends in Work Environments: Finding the Balance to WorkHuman

RecognizeThis!

by Traci Pesch. Recognize This! Benefits for some can be perceived as detractors by others. Finding the balance to serve all is key. As part of my work, I get involved with many different customers across a wide variety of industries, located around the world.

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CHART ART: This Picture Says If You Want a Good Raise, Get Another Job.

The HR Capitalist

Take a look at this one: The analysis that I have on this one is pretty simple. Look at the chart and you can only come to one conclusion - broadly, there is no such thing as "pay for performance". For supervisors or normal worker alike.

Spring Cleaning for Leadership – 21 Essays on Self, Culture and Teamwork

The People Equation

This time of year often brings out the cleaning fanatic in us, so Karin Hurt of the Let’s Grow Leaders blog asked for blog posts about “spring cleaning” for her April Frontline Leadership Festival.

A Few Thoughts on Mission Focused Work

Something Different

<www.rockwallisd.com> 1. I will get to the idea behind my post title in moment. Stick with me, please. …So lately I am really enjoying the Department of Labor Blog. 1 It is sneaky entertaining, marrying my all-time favorite HR topic (comp) with a recent love (labor and employment law).

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Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.