Practical HR Tips, News & Advice. Updated Daily.
In any company, there are certain activities that are core to the mission and purpose of the organization. There also are noncore or ancillary activities that are, essentially, in place to facilitate the smooth and efficient completion of the core functions.
While many employers like to test their candidates’ skills before extending an offer, one method for recruiting may be falling flat. That is, using observable behavior to determine which role the candidate would be perfect for.
The U.S. Department of Labor’s (DOL) revised test for determining whether interns are employees under the Fair Labor Standards Act (FLSA) just turned one, and the summer hiring season is fast approaching. Misclassification can be costly for employers. Let’s make sure you understand and are correctly applying the DOL’s revised test for unpaid internships.
In part 1 of this article, we noted that employers are often struggling to fill vacancies. Either there are too few applicants or too few that are truly qualified. We started listing some of the various reasons why job vacancies may go unfilled or take a long time to fill. In today’s Advisor, we’ll continue […]
Gone are the days when monitoring an employee’s performance was only about assessing the output or results they produced. Organizations today are increasingly focusing on the input side as well—how an employee does what he or she does, how much time is spend on what the job, and how much time is taken up by […]
DISC is one of the most valid and reliable instruments of its kind, originating back to Dr. Marston’s work in 1928. It is estimated that over 30 million DISC assessments are used or sold yearly across the globe. However, it is not enough to only understand or apply DISC theory for critical hiring, training, conflict resolution, and […]
When it comes to technology in the hiring process, not only are you creating a memorable candidate experience, you’re also able to keep track of what is and isn’t working regarding hiring top talent. However, if you aren’t using recruiting software/technology to track the outcomes of your hiring process, you aren’t alone.
There’s an old expression that says, “It’s lonely at the top.” If we picture a company’s management structure as a pyramid, with the seniority of the staff increasing as one moves up the pyramid, we can see how this makes sense.
Litigation—the process of resolving disputes in the judicial system—can be extremely costly and time-consuming. Even large companies often get financially strained during drawn-out court battles, which can take years to resolve and bring much unwanted publicity.
It’s common to think of interviews as one-sided. The interviewer—the one representing the company and making or influencing hiring decisions—asks a series of questions about the interviewee to gauge his or her level of knowledge, experience, and social and workplace skills, as well as his or her fit for the company and the position.