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Isn't it time to move on from the debate whether HR is strategic enough?: HR Magazine 
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City officials in this San Francisco suburb passed an ordinance this past week prohibiting city contractors from ever inquiring about many job applicants' criminal histories.
James Schreier's insight:
A perfect example of a very important issue that needs to be carefully explored -- what are the implications, positive and negative, for legislation like this? I guarantee that parties on both sides of this issue don't understand the long-term implications!!
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Filner is facing allegations of unwanted advances from at least eight women, including his former communications director, Irene McCormack Jackson, who filed a lawsuit July 22 against the mayor and the city.
James Schreier's insight:
What a twist! And not unexpected. As an HR professional who's conducted (and promoted the importance of) sexual harassment training this is a fascinating story -- the "you didn't train me" defense!!!
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As CEO of a marketing company, I have the opportunity to work with clients large and small to implement LinkedIn-based, employee-first social media programs. Over the past three years, I've …
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Second of two parts Here are some action steps to consider if you have decided to provide more information and feedback to your job applicants. They are broken down into two categories and …
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Every Monday morning, I have a meeting with my recruiting team. It’s a great way to kick off the week. We share what we are working on, we talk about problems we are having on specific …
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Here's the premise: 1. Most of the best people who want to work are working. 2. You would prefer to hire someone who is working. 3. You (or the hiring manager) only conduct face-to-face …
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Back in the late 90s, my company conducted a number of audits of the hiring processes for some mid-size companies that wanted to become more Internet savvy. We used this image (prepared in 1998) as a
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Using a Personality Test? It seems counter intuitive. Some people claim personality has everything to do with job performance. Others know every piece of serious research shows personality …
James Schreier's insight:
Personality assessment CAN be used effectively as part of a selection strategy -- but as Dr. Williams correctly asserts they never accurately predict future performance. So particularly when organizations use them as an initial screening device, they are likely to be eliminating as many potential outstanding performers as they might be eliminating potential poor performers -- a bad way to play the numbers game. Use assessments but learn how to use them -- when -- and correctly.
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A long time ago, in what feels like a galaxy far, far away, I was a young editor at a large daily metropolitan newspaper working as a
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Two of the most direct, measurable people metrics affected by strategic, social employee recognition are employee engagement and employee retention. Nearly all organizations I consult with …
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Seven out of 10 workers have checked out at work or are actively disengaged, according to a recent Gallup survey.
James Schreier's insight:
Frightening and evidence of several problems including a continuing problem with poor management skills.
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Are these simply pet peeves or hindrances to the growth of the profession? You decide. “HR is everyone’s business” Well, sure.
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Can you fill-in-the-blanks on these common workplace belief statements?It's not personal, it is just ________.The purpose of business is to _____ _______.We need to hold people ___________.The only...
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The Liars Index® calculation for the first half of 2013 ticked up only slightly this time, compared with the back half of 2012. The first half rate for 2013 came in at 14.81 percent, while the rate for later 2012 was 14.00 percent.
James Schreier's insight:
An important piece of information from a long time colleague.
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The University of Florida is offering a graduate program dedicated to social media -- but is a degree necessary?
James Schreier's insight:
This is a very significant issue. Needs to be explored for the possible implications, positive and negative for both the long and short term.
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First of two parts One of the most powerful unanswered questions in recruiting is “Why are ‘not hired’ applicants and rejected candidates not provided with feedback?
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A friend sent me this text the other day: Well, no news on my front. Can you believe this company? Early Friday, we agreed on a starting salary and a start date, and they had me complete a …
James Schreier's insight:
I've collected stories like this for years and surveyed thousands of college students and managers. Problem is still out there and we wonder why HR still struggles with its reputation.
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Exit interviews are about as effective as closing the barn door after the horses are out. The best time to learn how your valued employees feel about their jobs is before they decide to …
James Schreier's insight:
Absolutely! Love it! I have preached for years about the low value of exit interivews -- Always recommend it's more important to ask top performers why they stay?
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Radio silence is a wasted opportunity. How to explain to rejected job applicants why they didn’t make the cut.
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You might say that many in HR suffer from fear of abandonment. You monitor turnover rates. You create compensation plans to maximize employee retention. You do succession planning to ensure people have a pathway to develop within the organization. In other words, you pour a ton of effort and energy into ensuring people don’t leave.
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“If you ever answer someone important with “That’s Not My Job,” you will be RIGHT!
James Schreier's insight:
I believe I have encountered this issue with every clients I've worked with over several decades. The managers in my training programs consistently report on this issue. I also know of several great examples from managers/leaders I've met who knew how to solve this problem.
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By Dominic Bokich I feel like a pompous ass for writing this, but job applicants should treat Human Resource (HR) reps, hiring managers, and interviewers like hot models. Why?
James Schreier's insight:
Hard hitting at times but some excellent points!
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The number one reason not to hire someone who is competent is lack of motivation to do the actual work required.However, motivation to do the actual work isn’t easy to measure during the course
James Schreier's insight:
Great article -- as usual -- from Lou Adler. I agree with 99% of these words -- that 1% is for the impossibility of 110%
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Nothing excites organizations like another fad. The latest one happens to be a thing called “Big Data.”
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Unfortunately, this is likely to be debated forever!