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The Human Resource Audit Employment laws and regulations are changing at the local, state and federal levels. Day to day operations keep many Human Resources departments so busy that they overlook updating & consistently implementing fundamental HR procedures and practices. 
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Recently hired employees often feel overloaded with information about their new company. It is critical to give them the tools needed to successfully navigate in their new role.
Ann Zaslow-Rethaber's insight:
Are you curious to learn the #1 thing that you can do, in order to drastically increase your new hire celebrating his 1 year employment anniversary?
How you integrate new hires into your organization can have significant consequences in terms of long range success rates.
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Employees perform delicate duties, manage valuable assets, and access sensitive information. It is imperative that employers build a comprehensive picture of exactly who they are considering hiring and the best way to do that, is to look at past performance.
Ann Zaslow-Rethaber's insight:
Taking time to conduct reference checks should be an integral part of the decision making process when vetting potential hires.
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It is probably the worst part of any manager’s job, but sometime during the course of any career in management, you are going to have to fire someone.
Ann Zaslow-Rethaber's insight:
No one should ever be surprised when they are terminated. By systematically following these simple rules, you can make this painful process as easy as possible.
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Negative feedback only works when it’s filled with positive intent.
Ann Zaslow-Rethaber's insight:
There is such wisdom in this statement.... 'Negative feedback only works when it’s filled with positive intent'. If you truly have someones best interest at heart, and are aiming to help them achieve a goal that they are genuinely invested in, that changes the dynamics and therefore the results in offering constructive criticism and feedback.
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When I first got into sales, I struggled with my cold outreach. Learn the one piece of sales prospecting advice that changed my career.
Ann Zaslow-Rethaber's insight:
We all intuitively know that sales is a numerically predictable endeavor. Once you get your delivery smooth, it is always a matter of numbers, and understanding your metric is the key to accurate forecasting. I thought this article offered some terrific tips in increasing the variables that can dictate if you starve or thrive in the wonderful world of sales. Becoming really good at reaching out to NEW potential clients via prospecting for new business is ultimately the key to success!
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“It may be hard for an egg to turn into a bird: it would be a jolly sight harder for it to learn to fly while remaining an egg. We are like eggs at present. And you cannot go on indefinitely being just an ordinary, decent egg. We must be hatched or go bad.”
Ann Zaslow-Rethaber's insight:
“It may be hard for an egg to turn into a bird: it would be a jolly sight harder for it to learn to fly while remaining an egg. We are like eggs at present. And you cannot go on indefinitely being just an ordinary, decent egg. We must be hatched or go bad.”
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Are bloggers thought leaders? Here are some tips on how you can become one. Provide great value, put awesome content out there on a regular basis, and help others with practical advice.
Ann Zaslow-Rethaber's insight:
Good SlideShare, offering solid suggestions on elevating your presence on social media, by becoming an expert in your area of expertise.
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When evaluating candidates for a critical fill position, the goal should be to hire someone that has excelled in a similar role, which required a comparable set of skills.
Ann Zaslow-Rethaber's insight:
It can often times be overwhelming when faced with multiple choices, to try to determine which candidate is the best match for not only the specific position, but also the company as a whole.
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Even as educators continue to debate the practicality and effectiveness of holistic college admissions processes, human resources experts agree that factoring in the work place environment and matching that culture to potential candidates is imperative to making long term successful hires in higher education recruiting practices.
Ann Zaslow-Rethaber's insight:
Study after study shows us that the vast majority of candidates that resign from new positions choose to leave not because of the job responsibilities in and of themselves, but because there is some type of disconnect between the personality of the employee to the overall work environment.Corporate Culture is in incredibly important factor in choosing candidates that not only have the required skill set, but who also will do well in your company's unique environment. Just like there are people that strongly prefer inside sales to outside sales, and those who prefer extremely structured work environments like IBM for instance as opposed to working in 'start-ups' there are many factors that come into play when making a good match. It is wise to be aware of those factors that make your company culture unique, and then actively screen for candidates that thrive in that type of environment.
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You don’t have to prove someone is lousy to encourage them to grow.
Ann Zaslow-Rethaber's insight:
'You don’t have to prove someone is lousy to encourage them to grow'. Brilliant suggestions on how to coach anyone on your team that is reluctant to honestly assess their areas of weakness and create a workable game plan for improvement.
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Answering interview questions is the one of the most difficult situations faced by a job seeker. Imagine the advantage if the candidate knows the question that the interviewer is going to ask him in advance of the interview. Different interviewers ask different types of questions and there is no perfect answer for every question but there is tremendous value in being able to prepare yourself for the strong probability that these questions will very likely be asked during your next interview.
Ann Zaslow-Rethaber's insight:
All human beings a creatures of habit, and hiring managers typically have a set group of questions that they ask during interviews. Being able to prepare in advance for those questions can put you miles ahead of the competition, by role playing this list of questions with someone and practicing your answers.
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“Top-performing companies focus on collective instead of individual.”
Ann Zaslow-Rethaber's insight:
Thought provoking article on exactly what contributes to the undeniable fact that employees of these 2 top tier organizations are consistently rated as being substantially more productive than other works forces. The answers may surprise you!
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Developing a Human Resource (HR) department within a newly formed company usually takes a lot of work. In addition, many existing HR departments may benefit from having ready access to some of these documents that help companies adhere to best practices in terms of hiring, terminations, etc.
Ann Zaslow-Rethaber's insight:
A comprehensive list of the most important HR forms and clearly outlined procedures for keeping your company in line with best practices. Making sure everyone on your team methodically follows outlined procedures will help keep your business flowing smoothly, and dramatically lower your exposure to liability.
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You aced your interview. You love the company. The hiring manager calls, and tells you the position’s salary. It’s a bit lower than you hoped and were expecting. What should you do?
Ann Zaslow-Rethaber's insight:
What is the best way to proceed if you receive an offer from a company that you want to join, but are hoping for more compensation? Read more to find out exactly how you can come away with the best offer possible, while maintaining a positive working relationship with your new manager.
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From
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Teams often struggle with how to get the most value from individual members’ expertise, to minimize conflict, to integrate their diverse expertise, and to leverage it during all phases of a project.
Ann Zaslow-Rethaber's insight:
Whether centralization (star structure) or decentralization (wheel structure) leads to better team performance has been a long-standing debate in team management. Most managers recognize the inherent challenges in each model. Perhaps intuitively, many seek a spot in between: neither strict hierarchy nor boundless flexibility. But is this really the best way to work? Research reveals an unexpected answer......
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Are you coachable quiz enables you to determine how coachable you are. Take our complimentary 15 statement coachability quiz.
Ann Zaslow-Rethaber's insight:
We talk so much about how to coach others, I thought it was important to take a look in the mirror....not a bad idea to ask yourself if YOU are coaching.
Here is a link to a 15 question quiz, to help you determine for yourself, if you are indeed, coachable.
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Employee turnover directly affects your bottom line. Learn how you can create an effective employee retention strategy.
Ann Zaslow-Rethaber's insight:
There are tremendous costs associated with high employee turn-over, and it is essential to understand WHY employees are choosing to leave their posts, in order to improve conditions. Exit Interviews are worth their weight in gold. It is amazing to me how many companies do not consistently conduct exit interviews on departing candidates, for their feedback is typically honest, insightful and ultimately invaluable in providing a snapshot into how you can create better retention rates in your workforce.
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The job-hunting process is all about a candidate’s ability to impress potential employers. In today’s economy, the buyer’s market predominates;
Ann Zaslow-Rethaber's insight:
By providing key pieces of information when crafting an employment ad, you can make sure to cast as broad of a net as possible, with the goal of attracting all potential candidates. By also including mandatory requirements, you can honor the job seekers time by not encouraging candidates that are not qualified to apply for the position, and this will then save HR countless hours in going through resumes that are not remotely qualified for the open position.
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With some things in life, like exceptional leadership traits, there are specific things that ALL great leaders have.
Ann Zaslow-Rethaber's insight:
Good article that defines the 7 important things that ALL great leaders do, on a daily basis.
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If you were asked to describe an elephant, you would probably conjure up a mental image of a wrinkly gray pachyderm. If you were asked to describe the ideal candidate, chances are you would visualize one of your star performers.
Ann Zaslow-Rethaber's insight:
By paying attention to specific traits of your top performers, and planning out interview questions that highlight those intrinsic motivators, it is indeed possible to replicate a treasured employee with future hires.
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Many times a company’s only knowledge of a job applicant comes from the information provided in a cover letter and resume. If the candidate pays attention to what the hiring manager is looking for, she then has the opportunity to highlight how their experience matches up to the position.
Ann Zaslow-Rethaber's insight:
Studying the job posting prior to interviewing is a terrific way to gain insight into specifically what the hiring manager is looking for. Regardless of how you learn of an opening, it is always smart to ask for a full, detailed job description prior to meeting with the hiring manager. Pay attention to what they are looking for, and presuming you indeed have that experience, make a point of highlighting that both in your resume as well as in your discussions. If you ask the right questions, you will get the answers you need.
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With demand for healthcare workers accelerating and showing no signs of slowing, hospitals, managed care and home health care providers, hospices,
Ann Zaslow-Rethaber's insight:
1st Quarter reports are showing that 2017 is continuing to be a hot market for healthcare talent, with demand far exceeding supply for top-tier experienced, healthcare professionals. Here are some common sense suggestions for increasing your talent pool of qualified candidates.
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You can't pick your family or the people that you work with. Over 70 percent of Americans are stressed about their jobs and the stress from dealing with other employees. It’s quite normal to be stressed about certain aspects of your job,” said author Davis K. Brimberg, a Los Angeles psychologist shared. Job stress is inevitable, and the key to handling this anxiety is to manage it, not obsess over it. Learning time management skills, defining your job responsibilities and setting boundaries with co-workers or bosses can go a long way to creating a healthier work environment , he added. Even if circumstances at work are ideal, dealing with all different personalities will cause issues. It may seem impossible, at times mentally exhausting and there may be periods of your day when you wish that you could move to another country. But everyone at some point in their career must deal with dysfunctional people. There is an endless list of negative ways that you could handle the situation, the positive ways are the most constructive, however. Here are 5 ways to deal with difficult people at work.
Ann Zaslow-Rethaber's insight:
Insightful article on navigating the waters when you love your job, but have to deal with a toxic co-worker. This article provides some logical, common sense ways to deal with difficult people in the workplace.
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We’re often told there are two types of people in the world – creative right-brainers and analytical left-brainers; communicators and
Ann Zaslow-Rethaber's insight:
When making a match, we always try to match both 'hard skills' such as number of years of experience, specific certifications, degrees, etc. as well as the all important 'soft skills' that are often times overlooked when hiring someone for a particular role. There are distinct characteristics and intrinsic motivators that will predisposition a person to either excel or fail in certain environments, and it is imperative when looking to make a long term match to consider both of these facets when evaluating potential candidates.
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In our increasingly litigious society, it is more imperative than ever to make sure that your company is in compliance with state and federal regulations, and to have a strong HR department that follows stringent procedures. Doing an annual "HR Audit" is a smart idea to make sure that you are doing everything you can to keep your company in the clear and on the right side of employment laws & regulations.