HR - Tracks

Kathy Bayert has an MBA from Northwestern’s Kellogg School and a résumé that includes stints at IBM and PricewaterhouseCoopers. In 2003 she put her career on hold to stay home with her two children.

A rubric for evaluating skilled-but-undermining employees.

Every day, you can find a lot of out-of-the-box tips, philosophy, and conventional wisdom when it comes to how you should handle job candidate interviews.

Overall some very good information on interviewing.   I don't agree with the "first and most important question" but it is a good question to use early in an interview.

Tried-and-true recruiting and interviewing tactics are great, as long as they keep on working. But would you know, really, if they weren’t?

Do you tell employees to refrain from discussing internal investigations? You might be violating the law, according to both the EEOC and the NLRB.

Action is routinely taken against job applicants and employees because of misrepresentations on their resumes.

FANTASTIC -- somebody (other than me) calling out organizations -- and HR Professionals -- for the unexplainable illogic of "taking action" against an employee or candidate for misrepresentations when the organization or HR does exactly the same thing about the job or the company or the benefits.  Doesn't "great benefits" clearly mean at least above the 51% percentile in comparison to other companies in the industry or community?

By Leigh Branham The greatest obstacle to discovery is not ignorance — it is the illusion of knowledge –Daniel Boorstin It was almost six weeks since Anna had resigned her position with her former employer, but it was obvious that …...

When something looks good on the surface, but completely without merit, it is called a joke. You might not have thought of this before, but many hiring tests fit that bill.

When an employer and applicant come to consensus an interview is really a conversation, the pressure is off and a real connection can begin.

In fact, a company that measures the quality of hiring decisions made by non-HR leaders may have a competitive advantage.

To say that the job interview is a pretty important part of the employee selection process is like saying that denial is a pretty big reason why Donald Trump wears that mangled fur he calls hair.

The questions here are (with one exception) the reason why interviewing remains such a horrible experience for candidates -- and a mess for employers.  HR remains clearly unprofessional when it asks incredibly poor questions like two of the ones suggested here.

Deceptively revealing?  More clearly BAD!

By training job candidates before hiring them, the financial services giant has slashed turnover — and aspiring agents get the chance to test-drive a new career while still in their old jobs.

“It is important for communities to educate our children for their future, not our past.” In a recent interview, Romain Dallemand, the superintendent of schools in Bibb County, Georgia,  talked about how he came into the job last year with a …...

By Eric B.Meyer Courts analyzing anti-discrimination statutes such as Title VII of the Civil Rights Act of 1964 and the Pennsylvania Human Relations Act mandate that employers educate employees about discrimination in the workplace and provide a way...

So many different reactions to this one:  YES!  About Time!  Congratulations HR!  And as the author states:  Read this one!!!

I've wrestled all day with posting this one because it deserves credit for some creativity but has some serious flaws.  Interesting that the comments have been mixed with several being very critical, including a lengthy comment from me.

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.

In the corporate world, HR leaders are frequently considered some of the most conservative and risk-averse.