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HR Feels the Pain of Regulatory Pressure

Have you complained lately of headaches? Dizziness? Migraines?  Pain the neck? Pain in the ---?  It could be due in part to the whirlwind of regulatory activity adding pressure to your already congested business pathways.  
Prescription?  Take a deep breath. Then join me as we walk through a few highlights and try to create some semblance of order in this actual or perceived chaos. Proceeding in alphabetical order by topic...ready?
Background Checks - On March 10th the U.S. EEOC and Federal Trade Commission (FTC) published their first joint guidance on employers' use of background information....

The analytics takeover won't always be pretty

Seems like it has been some time since I dropped a solid 8 Man Rotation contribution here on the blog, so to remedy that, please first take a look at this recent piece on, 'Fears that stats trump hoops acumen', a look at the tensions that are building inside NBA front offices and among team executives.
In case you didn't click over and read the piece, the gist is this: With the increased importance and weight that a new generation of NBA team owners...

#Nextchat: Assessing Candidates for True Grit

I have a few thoughts on the standard practices employers use to gauge the quality of their applicants. Many require college degrees or “equivalent experience” for entry-level positions, which I think is preposterous. Quite the contrary, I’m of the opinion that college degrees are dime-a-dozen these days – and a poor indicator of candidate potential. 
In a TedTalk by psychologist Angela Lee Duckworth, she poses the question, “What if doing well in school – and in life – depends on much more than your ability to...

Patience Pays Off In the Hiring Process

If you have been reading this blog for any amount of time you know that I believe that many effective people processes begin in the recruitment process. On-boarding, orientation, ingraining culture, establishing relationships and leadership and retention strategies all start in the hiring process.
So it’s important to get it right.
Through my 15 years of recruiting I have watched one issue be the driving force behind poor hiring decisions. It isn’t lack of talent. It isn’t unqualified hiring managers. It isn’t even the fact that...

Leadership and Aretha Franklin

This is the last in a series of four blogs on leadership and influence. 

In order for a leader to have influence, he or she must be respected by his or her subordinates.  Of course, to get respect, you need to deliver it. 

Respectful leaders are more likely to be followed. Those who are not are more likely to be sued. 
Books could be written on what is—and what is not—respectful behavior.  For purposes of this blog, a check list will have to do!
Behaviors that Will Increase your Influence (by increasing...

Stop Whining and Hustle

Last week I was complaining to Lynn about booking three events on consecutive days that will require me to travel to Florida, Las Vegas and then back to Florida. March Madness has me a little travel weary and I shot her a quick note:
“Lynn, hit the pause button. We need to discuss Florida to Vegas and back. That is aggressive.”
She responded appropriately:
“Seriously, Ryan? Stop whining and hustle!!”
I started laughing and of course, we are now committed to delivering those three...

How Recruiters Can Create Great Candidate Engagement Strategies

The recruiting and hiring process is now one that doesn’t stop when a candidate is offered a job or began when they apply. It’s a fluid process that’s undefined, hard to track and even harder to understand how, why and what job seekers are drawn to when they finally apply. Recruiters must create opportunities for candidate conversation, curiosity and research long before a job opening becomes available where they fit the bill. Mainly because good candidates aren’t looking for one and done job opportunities. They don’t want just a paycheck....

#Nextchat: The Aging Workforce

The U.S. workforce – like that of many countries around the world – is aging.  HR professionals and other business leaders are understandably growing increasingly concerned with how they will replace these exiting workers, especially those with high in-demand skills and education.

U.S. Census data shows that over the previous decade, the number of U.S. residents aged 55 to 64 grew considerably from approximately 22 million to 29 million.  It projects that the number of people in this age group will increase to almost 40 million in 2014 and to 42 million in 2024.