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A Little Respect

by Steve BrowneOn November 12, 2021 0 comments

It seems that almost every conversation these days is tenuous. People are hesitant to talk to each other about the most mundane subjects because they’re concerned about the potential reaction they’ll receive. This has led to people becoming more and more separated. The separation in turn leads to very slanted opinions and people dig their heels in on whatever is being bantered about.

We need to be able to have opinions and we need to be able to share them. We learn from each other and hear many perspectives when

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Diversity and Inclusion Is So Much More Than D&I

by Kris Erickson On November 10, 2021 0 comments

The last year and a half have not only exposed our weaknesses and susceptibility to a global health crisis but have highlighted the deep-rooted inequity and discrimination that persists, leading to the social unrest experienced around the world. Many organizations have scrambled to understand the complexity of diversity and inclusion leading them to investigate their current processes and procedures for hiring and managing talent.

For many organizations, this is uncharted territory. Diversity and inclusion have been around for quite a while, but they’ve served as a secondary focus for most...

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Vaccine Mandate Creates Virus Whiplash for HR

by John Dooney, SHRM-SCPOn November 9, 2021 0 comments

As an HR Knowledge Advisor, I have received many questions about the new federal vaccine mandate to combat the delta variant of the coronavirus. These questions often come with a frustrated tone of “virus whiplash” or a feeling of “here we go again” as the latest regulation deadline approaches. We all need to figure out and implement new policies once more. The stakes are higher on implementing this mandate. In the past, employers have implemented mask mandates, travel guidelines and work-from-home restrictions with agility, and employees were typically issued warnings when such...

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To Pay or Not to Pay For COVID-19 Tests: That Is The ETS Question

by Jonathan SegalOn November 8, 2021 0 comments

A major question prior to the publication of OSHA’s ETS was whether employers could require employees to pay for COVID-19 tests. We now know the answer: “maybe.”

The ETS states that it does not require an employer to pay for any costs associated with testing; however, employer payment for testing may be required by other laws, regulations, or collective bargaining agreements, or other collectively negotiated agreements. In other words, the ETS does not, by its plain words, preempt other laws on this specific issue.

Therefore, employers must pay for the testing where required by...

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Machine Learning Allows Employers to Leverage Skill Data in Ways We Never Dreamed

by Ben EubanksOn November 8, 2021 0 comments

In 2019, our team at Lighthouse Research & Advisory set out to determine if artificial intelligence (AI) is better than humans at some HR tasks. We know that automation can process some actions faster than a human, but what about finding insights in employee engagement data? Can a computer really do that better than we can?

In the experiment, we gathered 1,000 responses from workers across North America on workplace stressors, manager relationships, and more. We then shared that data with a few consulting firms for expert inputs and recommendations. The insights...

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10 Key Talent and Leadership Trends for 2022

by Jeanne MacDonald On November 4, 2021 0 comments

The Great Resignation is only going to amplify

The COVID-19 was the test case that no one wanted. For some time, companies have struggled with a shrinking talent pool, but the global pandemic accelerated this talent shortage to a degree no one could have predicted. A recent Korn Ferry survey shows 55% of professionals believe employee turnover will increase in 2022 and 31% say they would leave their job even if they didn’t have another one lined up. To crack a tight labor market, companies are increasing...

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The Art of Communication in the Virtual World is a Big Deal, and We’re Figuring Where to Start

by Geraldine Woloch-Addamine On November 3, 2021 0 comments

Key learning #1 - Picking the right tool is critical

When you try to use old ways in a new, changing environment, it’s like forcing a millennial to write an email for work updates instead of a quick Slack message or a time-saver shared Google doc or a project management tool. It doesn’t mean that a phone call shouldn't be a better way to connect for a one-on-one meeting or celebrate achievements. But not for reporting, such a tedious task. It’s much more efficient to post updates to a shared doc before the...

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18 Interview Questions HR Managers Always Ask Candidates in Job Interviews

by Brett FarmiloeOn November 3, 2021 0 comments

What one question do you ALWAYS ask candidates in a job interview?

To help other HR professionals ask the right questions, we asked HR, recruiting professionals, and business leaders this question for their insights. From learning candidate motivations to determining conflict resolution skills to identifying your organization’s challenges, there are several common questions you can plan for.

Here are 18 interview questions seasoned HR Managers always ask in an interview:

Learn About a Candidate’s Motivations
Provide Opportunities to Reflect
Determine Conflict Resolution Skills
Identify Organizational Challenges
Ask About Your Company

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Flip the Script on HR Skeptics

by Liz.PetersonOn November 2, 2021 0 comments

HR skeptics are still among us. When skeptics band together, they can push HR out of the strategic landscape and devalue HR’s input and proposals outright. So how do we flip the script when we feel unsupported and possibly insecure in our role?

Through trial and error. I fought through a web of skeptics at a prior employer. The previous HR director had enjoyed wielding power and demanding compliance. She kept her door closed except when you were summoned via the loudspeaker to “report to HR” to be berated, disciplined,...

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Encouraging Employees to Speak Up—Before They Give Up

by Erika Lance On November 1, 2021 0 comments

There’s a lot of chatter about the so-called “Great Resignation.” Over the past few months, organizations of all kinds—from SHRM to the federal government—have sounded warning alarms about the “tsunami” of departing employees.

Some workers are forthcoming with information and opinions but many aren’t. The quiet ones likely hold useful and unique perspectives of benefit to the organization if only managers could draw them out. They can be high-potentials. Clearly, in this environment of heightened unrest and resignation, managers have a clear mandate to proactively seek and act upon, input...

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