Behavioral interviewing can be a powerful tool in the hiring process when used properly. Unfortunately behavioral interviewing is being used incorrectly every day. Whether it’s not having identified skills-needed, not evaluating properly, or not asking the right questions, the misuse of behavioral interviewing can effect your ability to place the right candidate in the right position.
Even if you are opting for a more relaxed dating policy within your organization, require that the two involved employees disclose their relationship. Have the involved parties sign a contract that states their relationship is mutually consensual, they are both free to end the relationship at any point in time without an impact on work, that they will not let the relationship effect their performance, and that they understand the company’s sexual harassment policy.
According to ERC’s 2016 Workplace Practices Survey, the biggest challenge organizations are facing today is the hiring and retention of talent. An organization’s ability to attract and retain top talent is strongly influenced by its culture.
Life is full of surprises, ones that sometimes lead to employees calling off work unexpectedly. Whether it is a last-minute cancellation by a childcare provider, a case of food poisoning, or another more “creative” reason, absenteeism is a pervasive and costly issues faced by organizations across the board. The four steps outlined below can serve as a basic guide on improving your absence management practices this year.
Negotiation is simply an exchange of information aimed at reaching an agreement. However, supervisors need to be conscientious when it comes to negotiating with their employees.
Additional Resource
The Ultimate Guide to Training Your Supervisors and Managers
Learn how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles.
Compensation data is an essential element in organizations’ efforts to competitively recruit and retain top talent. This data is used to ensure market competitiveness in employment offers, and provides a foundation for complete compensation strategy reviews. Be careful about the data you use for compensation decisions. It should come from credible compensation surveys.
Leadership teams have the ability to shape and drive their organization when they can be effective but with individuals coming from many different backgrounds and roles, challenges are bound to arise. Differing opinions lead to conflict, distrust amongst team members, ineffective communication techniques, lack of accountability, and destructive criticism. All potentially result in setting your team up for failure. In order to address these potential pitfalls, you need to identify them first. Here’s 5 common leadership pitfalls and how to avoid them:
Sexual harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964. The U.S. Equal Employment Opportunity Commission (EEOC) defines harassment as any “offensive conduct that may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance.”
Download this free printable Daylight Savings Time Change Poster to alert your staff of the impending time change on Sunday, November 6, 2016.
Do you not have enough time in your day? Well, you are not alone! Many HR professionals find themselves attempting to balance between the day-to-day, the interrupting figurative fires that need putting out, and the strategic organizational goals; sometimes even taking work home with them just to keep up.
Organizational change often takes place for the overall betterment of the organization but that doesn’t mean it comes without challenges. Change can be perceived negatively so it is important to skillfully manage these transitions. Here are a few tips for change management:
If you are like most employers in Northeast Ohio, as soon as the FLSA Final Rule was published back in May, your first step was to take a look at those employees on your payroll that make less than $47,476.
