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It takes two to tango, but only one to tangle things up. Here’s my list of the top 10 mistakes hiring managers make during the candidate courtship: Damaged goods? 
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Scoop.it!
This year, while you were busy eating Cronuts, feuding with Sinead O’Connor or prancercising, these 13 memorable workplace stories were happening.
James Schreier's insight:
Some very important and just some very interesting stories...
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By Mark J. Neuberger As we approach the start of a New Year, many people will make New Year’s resolutions and promise themselves to do better in 2014.
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The heated debate over how to assess employee performance was highlighted recently by two back to back articles on BusinessWeek.com.
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If you want to get better at golf, you need to practice. You can’t just go to the course, play one round, wait six months to play again and hope to be any better.
James Schreier's insight:
Brief but good points, particularly about training and practice. I've been honored to teach solid, performance-based, interviewing techniques to 100's of managers. It not only gives them new skills -- but fundamentally changes their attitudes as they realize this is a skill they can learn and practice successfully.
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An extraordinarily dimwitted New York business owner will have to shell out at least $250,000 for hurling the n-word at his employee during a reported “four-minute rant.”
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Think of performance feedback like traffic signals and signs. They are indicators that keep you moving, tell you when to stop and guide you in the right direction.
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If you hear someone today screaming, “Hooray for the unemployment rate!” please don’t punch them in the face. They mean well.
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The classified section of the Sunday New York Times used to be more than twenty or thirty pages long. Now it's down to one. Part of this is due to the lack of new jobs in the post-industrial economy, but...
James Schreier's insight:
I'd like to think this is just funny -- but the reality of it is that it is really sad.
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First of two parts Booz & Company just released a very interesting culture study. Here's the bottom line: Everyone knows culture is important, culture is not being effectively managed, …
James Schreier's insight:
Lots of good points/questions here. One thing I am sure of from multiple experiences assessing culture is that you have to measure it before you can change it. Diagnosis is critical.
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Don't get me started on forced ranking -- lovingly referred to as
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I look for management and hiring wisdom wherever I can find it, and sometimes, I find it in the The New York Times' Corner Office column. Although the advice can, on occasion, be silly or …
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I had a client recently that was undecided about a candidate after the fourth (4th) round interview. They were thinking that maybe a fifth round would make the difference. I told them that …
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The downside of the personalized job search “chemistry game.”
James Schreier's insight:
Almost everything in this article is frightening.
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By Val Matta, vice president of business development at CareerShift
James Schreier's insight:
Improved retention strategies remains a key issue.
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A do-it-yourself guide to building a strengths-based performance management system.
James Schreier's insight:
This says it all!
Charney Coaching & Consulting's curator insight,
December 17, 2013 1:47 PM
Too often we try to "fix" weakness, rather than recognizing that a rising tide raises all ships....
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The point is, nine times out of 10, hiring managers never really get what they need out of an interview, because they never actually ask the most important question.
James Schreier's insight:
One of the primary "rules" for items that I post is selectivity based on unique perspectives, looking for some topics for the "outliers," the controversial. I don't like posting article that I disagree with... But in this case, I can't help but point out what I think are the serious flaws in this article. First of all, the author confuses B and B+ players with C players. He's suffering the national problem of grade inflation. A company that hired a lot of B and B+ players would likely be very successful. Pick a sport -- a team is fortunate to have one all star (an A) --if they have 2 or 3 - Wow! Hopefully they have a lot of B/B+ players great -- but they also have a lot of workhorse C players who get the job done every day and have long careers -- but never get selected to Pro Bowls, All Star Games, etc. Organizations can make serious errors by "waiting for A's" and then losing the B/B+'s. Second, the one question the author suggests violates a fundamental guideline for good interviewing -- Don't ask leading questions!! A, B, C, D, and even "F" players are going to answer "Are you willing to work nights and weekends...? with an easy "YES!!" Doesn't mean they will actually do it and certainly doesn't mean they will do it effectively. There is a much better question to be asked -- it's the foundation of "performance-based" interviewing.
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A South Florida Walmart employee is under arrest after shooting up a co-worker’s car hours after police said he grew disgruntled from learning the fellow worker had been selected as the store’s Employee of the Month.
James Schreier's curator insight,
December 15, 2013 2:46 PM
I'm rarely a fan of the "typical" Employee of the Month programs but I don't know the details of how the program works at WalMart -- but this is still a very unexpected result. I have to wonder if WalMart (managers) had any clues about the employee's behavior prior to this event. Not impossible but seems like a strange initial reaction to an award that does not have any monetary component. Then again...
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What do you do with an employee who’s just not interested in learning?
James Schreier's insight:
Yes!
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Five years after the start of the worst six months for the U.S. labor market since the Great Depression, we learned Friday that 203,000 new jobs were created in November and the unemployment rate dropped to 7%.
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At companies across the United States, executives are facing a possible talent shortage as individuals with valuable technical experience and skills near retirement age.
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Four specific aspects of corporate recruitment practices are infuriating graduates and damaging employer brands, claims a new study.
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For the most part, exit interviews are useless. The information you gain will do nothing to help you retain that person (or anyone else) because people who are leaving have no reason to …
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“What do you do?” asked my airport shuttle driver (I’ll call him Ben). “I work for an HR software company,” I answered. He nodded. “HR, huh?
James Schreier's insight:
Great story with interesting perspectives.
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Employee performance is not HR’s responsibility. We should be able to agree that the management of employee performance is a day-to-day responsibility of managers and supervisors. …
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Speaks for itself...very clearly.