Next Blog

CHART OF THE DAY: Whose Labor Market is it Anyway?

There is a simple answer to that question, really. 

The candidates run the current labor market, at least for large, (and growing) swath of managerial, professional, and technical roles. 

Check out this week's Chart of the Day, a look at how recruiters see the labor market - candidate driven or employer driven,  courtesy of the MRI Network's latest recruiter sentiment study, (as always, some pithy commentary from me after the chart)

Wow - pretty simple and clear to see how at least this group of surveyed MRI Network...

SHRM YPAC: The Next Generation of Human Resource Professionals

Millennials, those born between 1981 and 2000, face many challenges as young professionals, including negative stereotypes and difficulty finding a job after graduation. They also are considered to be the most financially stressed age group.

However, young people are still looking for ways to get involved, develop skills and gain experience, with one-half of Millennials reporting that career advancement opportunities are very important to them. 

Organizations such as the Society for Human Resource Management (SHRM) have developed initiatives to engage this younger demographic. For example, SHRM established the Young Professionals Advisory Council (YPAC) to build...


Generation Now

We've all grown tired of generational stereotypes in the workplace. Baby Boomers are giving presentations on how to manage Millennials, Millennials are sick of being picked on, and Generation X has all but vanished. I recently read an article sighting the behavioral traits of Generation Z (now the Millennials have someone to pick on). It's all a stupid attempt to simplify human beings into manageable categories to limit our desire to transcend simplicity. People are not simple!

It cannot be ignored that we are on the crest of a major sea change in the working world. With this shift comes a...


#Nextchat: What’s Next for Diversity and Inclusion?

Diversity and Inclusion. We’ve seen it grow and thrive in our organizations to the point that it’s no longer an effort but an involuntary response. Promoting a diverse and inclusive workplace contributes to healthier cultures and increased achievement for organizations. It has evolved from understanding and embracing differences (intentions) to leveraging those differences to promote innovation (outcomes). A diverse workforce drives the success of our organizations.

So what’s next for Diversity and Inclusion, and how can we continue to drive it forward? What worked 10 -- even 5 -- years ago won’t necessarily work today. The United States...


NLRB General Counsel Announcement on Joint Employer Status for Franchisors Could Have Significant Implications

In a move that could have a dramatic impact on numerous businesses across the country, National Labor Relations Board General Counsel Richard Griffin announced on July 29, 2014, that his office intends to name a parent franchisor as a respondent in cases involving alleged unfair labor practices committed by franchisees, if the parties are unable to reach a settlement.  According to the General Counsel, the agency is investigating the various charges, and may name the franchisor company as a joint employer if a complaint is issued.  

This decision comes as the Board is reviewing amicus briefs filed in a separate...


Your Data System: Make Sure Your Data Bubble Doesn’t Burst

February 2000., an online pet supplies company, made its Initial Public Offering on the US stock market. Shares began trading at $11 but reached a high of $14. were on a roll. In the New Year they won numerous advertising awards for their website, and were ranked number one by USA Today’s AD Meter for their first national commercial. Just 9 months later was liquidated with a share price of $0.19.

The story of was part of a wider period popularly termed the dot com bubble, when the phrase “get large or get lost” was a...


Waiver of Attorney-Client Privilege Via Facebook

Breaches of confidentiality via Facebook and other social media are more common than most of us would like to think.  Employees post information about customers, clients, and patients on Facebook, in violation of internal company policies and privacy laws, such as HIPAA, for example.  I recently wrote about a plaintiff who could not collect a sizeable settlement payment because his daughter posted about the settlement on Facebook, which served to demonstrate that her father had breached the confidentiality provision in the settlement agreement. 

There’s another reason to be concerned about what employees say on social-networking sites—waiver of the attorney-client...


I Need a Bucket !!

Before you think this is a post about Monty Python’s The Meaning of Life, it really takes a different twist (even though I’m a devout Python fan !!)

There has been a recent trend in blog posts that came to life at work for me this week.  I first came across Susan David‘s fabulous post on Harvard Business Review on engagement and meeting employee’s needs. Secondly, I read one of my faves Paul Hebert on Symbolist and his take on finding out what employees want.  If you take nothing else from this post, make sure you connect with these...


10 Ways to Create a Sense of Ownership

“Act like you own the place,” is a silly slogan when people are treated like expendable cogs in machines.

Hypocritical leaders expect people to act like owners while being treated like employees. Everyone knows its sleazy manipulation.

Employees don’t take ownership when they are treated like employees.

Central concern:

Owners run the place.

Compliance is easier and simpler than dealing with people who feel a sense of ownership. Leaders who emphasize control want compliance.

Ownership declines where people feel controlled.

Where taking ownership prevails:

  1. Organizational mission feels right. Compelling mission drives organizations where taking ownership
  2. ...

How NOT to get hired if you are a candidate

I have worked in the talent acquisition world for many years.  I got started while working as a manager in the manufacturing world and then shifted my focus to the HR generalist side in the non profit and professional services space.  Over 8 years ago I moved to the Executive Search world where I work with candidates every week, if not every day. 

I have so many stories I could tell.  Most candidates have their heads “screwed on straight”, but there are times I meet with or talk with candidates...