Just like a dog, a hire can be bad for a multitude of reasons, including the hirer (trainer), the hired (dog), everyone's expectations (in both cases some praise and/or a treat), and the environment (workplace/home).
HR Dive is here to help (with the bad hire*):
"Sooner or later, even the most seasoned HR professionals will admit it: they've made a ...read more
Interviewer: So where do you see yourself in five years?
Applicant: I'd say my biggest weakness is listening.
Maybe the questions you ask haven't changed (and maybe not the answers you get either), but the process of hiring – ZipRecruiter, downloads, videos, Indeed, resume filters – has.
The read more
Well, maybe he didn't necessarily write the job description, more like he personalized it.
And a personalized job description should make for a more engaged employee, n'est-ce pas?
Vivek Patel from SAP shares in the Harvard Business Review something that all of us know, whether HR specialist or not: employees are engaged by engaging jobs. And the best way to ...read more
This blog is courtesy of the Iowa Association of Business and Industry (ABI) and can be found on their website here.
Recently, ABI named workforce issues its number one legislative priority for the 2018 session and reported many of its members have difficulty fi...read more
This blog is an excerpt from our book Wages and Hours – An Employer's Guide by Jill S. Kirila, Meghan E. Hill and Shennan Harris at Squire Patton Boggs. For more information, go to the Products tab above and click on "Federal" to subscribe.
Under the Fair Labor Standards Act (FLSA), “wages” paid to an employee a...read more
Do new hires have to be a culture club fit? Patty McCord, former chief talent officer of Netflix doesn't think so. READ THIS deep dive (3500+ words) from Patty, SHRM and Harvard Business Review.
In Patty's words: "The process requires:<... read more
Needless to say, a company can’t operate (let alone succeed) if the employees aren’t showing up to work. But how do you ensure that your workforce will consistently report for duty? One good step is having a clear attendance policy. Communicating clearly about what are acceptable reasons to miss work, how these requests should be made, and what does not qualify as an excusable ab...read more
This blog is an excerpt from our book Hiring, Firing and Discipline for Employers, authored by Frank Day, Robbin Hutton and Jessica Asbridge at Ford Harrison LLP. For more state specific information, go to the Products tab above and subscribe to the Human Resources Manual for your state.
The employment interview is the most used and often the ...read more
Not all employers provide employees with vacation time, but for those who do it is wise to have a clear, well-enforced policy in place to prevent confusion and help employees understand what steps need to be followed in order to use their time off. If employers decide to provide time off they need to make sure to do so in a uniform manner and apply the same regulations to each employee. Writ...read more
Finding new employees can be stressful. Sure, an applicant will say they are a hardworking overachiever, but are they being honest? That's where reference checks come in. For most positions, it is beneficial for an employer to request and contact previous employers to check on perspective employees as it can protect the employer in any future negligent hiring claims. But what is the righ...read more
While there may be no state or federal law requiring an employer to have a handbook, there are a number or reasons why they are in an employer’s best interest.
As an HR professional you are no stranger to paperwork. It seems that for every employment action – applying, interviewing, hiring, disciplining, on and on – there is a specific form that needs to be filled out. Making sure you complete the paperwork properly is only half the battle though. Once you finish completing a form, you are faced with a whole new issue: what to do with i...read more