Hopefully, by now, I convinced you through my previous articles that (1) trust is the foundation for your organization’s success while distrust will lead to its demise, and (2) that you, the HR professional, are ideally positioned to build trust in the organization, and nobody else is better suited for the job than you. That leaves one question unanswered. How? How do you build trust in the organization?
As increasing numbers of companies are requiring employees to return to the office for 3-5 days per week this fall, they’re running into the buzzsaw of what one of my clients called the “Four Horsemen of the Required Return to Office” - challenges with resistance, attrition, quiet quitting, and diversity.
“You gain strength, courage and confidence by every experience in which you really stop to look fear in the face. You are able to say to yourself, ‘I have lived through this horror. I can take the next thing that comes along.’ … You must do the thing you think you cannot do.”
- Eleanor Roosevelt
As the economy added 263,000 jobs in November and unemployment was at 3.7%, it became clear that hiring defied expectations of a slowdown. There is still a demand for experienced candidates, so how do we find skilled workers in this quest for talent? A successful recruiting strategy starts with acknowledging that you won’t solve your current hiring challenges by applying the solutions of the past. Most companies compete for the same narrow set of candidates, but you can gain an edge by hunting for talent where others are not.
What are the less common sources of talent?
The American Immigration Lawyers Association (AILA) recently reached out to
the DOL's Office of Foreign Labor Certification (OFLC) with questions about
long PERM prevailing wage determination and PERM application filing
These delays have been a problem for a while as both are taking 8+ months in
many cases. In fact, a prevailing wage determination can take 11+ months in
some cases. This has resulted in PERM cases taking 20+ months from beginning
to end and individuals running out of H-1B or L-1 time.
The term “quiet quitting” emerged in March 2022, and refers to doing the bare minimal tasks of your job description well enough that you don’t get fired. The concept quickly went viral on TikTok. Yet it only started to gain traction as an issue of concern among business leaders when government data on productivity released in August 2022 showed a sharp and unexpected drop in Q1 and Q2 of 2022.
How can we work with managers to ensure they are part of creating a healthy and inclusive work environment that promotes diversity? Let’s look at why managers, above all others, are in a pivotal role to make DEI work—and explore the pre-emptive actions you can take to position managers as an asset rather than a detractor.
Companies are eager to hire— according to the U.S. Department of Labor there are more than 10 million job openings across the country. But there may still be a lengthy wait time between a first interview and a job offer. Studies show that on average, most companies don’t make that final job offer until 24 days after the initial interview.
Instead of just stressing about whether they got the job, candidates can use any of a variety of positive ways to keep their names on the minds of hiring managers and other decision makers. Here are five ways to follow up after a job interview.
A poll by NBC News and Generation Lab revealed that around half of college students wouldn’t room with someone with differing political beliefs than theirs. In addition, even more students said they wouldn’t date someone who voted for a different candidate than they did. Alongside these statistics were others that revealed, perhaps unsurprisingly, record lows of trust in public institutions.
With a triple pandemic of COVID, flu, and RSV hitting the US hard this winter with an explosion of cases, business executives need to take the lead on promoting the newly-updated boosters. Doing so will help reduce the number of sick days taken by their workers, minimize COVID outbreaks and superspreader events in their companies, reduce employee fears about returning to the office, and position executives as trustworthy participants in stakeholder capitalism.
A relationship with failure is something most of us spend our lives striving to avoid. We’re prone to highlighting our best moments, whether on social media or in a job interview.
Traditionally, pay and benefits have been top selling points when attracting job candidates. However, the last few years have altered the recruitment and retention landscape dramatically. Is pay still a major factor for workers?
Open enrollment—HR’s most wonderful time of the year! OK, maybe not for everyone.
HR is well-positioned to create effective change within organizations. Instituting initiatives so that employees aren’t reaching a level of “need” before their employer realizes it can help avoid running the risk of too little, too late.
The saying “nothing is permanent” not only applies to life in general, but also to things many people think are truly permanent – like lawful permanent residency status, commonly called “green card” status. Unfortunately, it often surprises some (and usually under less-than-ideal circumstances) that the permanent resident status that they thought they could never lose and worked so hard to obtain can, in fact, be lost either through their actions, or in many cases, inactions.