About six weeks ago, we covered some of Chipotle’s HR trials and tribulations, including a class action lawsuit filed by 10,000 workers claiming wage theft and the NLRB attacking provisions of the Chipotle employee handbook. Turns out, that was only the tip of the HR iceberg.
Suppose that Helen is the HR manager of a large clothing company, and Adriana and Mirabel are two women applying for a position in Helen’s department. Both women moved to the area recently. Here is an excerpt from their interviews.
Helen: I see that you were president of your SHRM chapter a few years ago. What made you want to do that?
New research from the Society for Human Resource Management (SHRM) suggests that the U.S. labor market has cooled off a bit in 2016, but economic conditions and hiring rates remain quite favorable for job seekers.
The number of U.S. job openings recently reached 5.9 million—an all-time high. Yet with an unemployment rate of under 5 percent, the nation is already near what many economic experts consider "full employment." As we look to explain why jobs are so hard to fill, we can expect a fresh wave of concern from politicians and pundits. Questions and opinions abound: Has the U.S. run out of willing workers?
In business, the term care is generally applied to the business-client relationship. It has given rise to unwieldy terms like customer care associate for the people formerly known as sales agents.
High-character employees, however, care not only about their clients but about every relationship they have in and beyond the workplace. Their secret weapon is that they also care about, and for, themselves.
I’ve recently been conducting research related to bias in interviewing and hiring and in doing so uncovered some excellent and surprising information on how to build a greater awareness of ones bias in the hiring process. This research has also unintentionally helped me develop a more acute awareness of the role of bias and its influence not only in hiring but also beyond.
Accountable employees keep their promises, consider the consequences of their actions, take responsibility for their mistakes, and make amends for those mistakes.
The following questions may help you discern a job candidate’s level of accountability.
Describe a situation in which you took responsibility for a mistake you made. What were the consequences to you for doing so?
Usually, job descriptions are boring. Anyone who has ever written several job descriptions likely has experienced the feeling of their eyes glazing over while typing the words “responsibilities” and “qualifications” over and over (and over) again.
However, a job description does not have to adhere to this format. A job description can actually be fun to write for a hiring or HR manager.
My father once bought a life insurance policy from an agent who was warm, friendly, and had impeccable credentials.
He also embezzled thousands of dollars from my dad.
It can be difficult to evaluate a job candidate’s honesty, but it’s crucial to try, and the following questions may help.
Tell me about a time when you had to tell a direct report an unpleasant truth.
The world’s innovators are calling for reinvention and transformation of HR departments. Given that the majority of hiring responsibilities fall within HR, and it is—in most cases—the point of entry into a company, reinventing HR must start with transforming the way leaders think about and act when hiring.
iUrban Teen and the White House Celebration of My Brother’s Keeper Anniversary
“I'm so proud of iUrban Teen and other ‘career accelerators’ for underrepresented youth. We're guiding the next talent pipeline and developing great citizens. What an honor to be at the White House for the third time!" – Deena Pierott, iUrban Teen founder and White House Champion of Change for Technology Inclusion
The U.S. economy continues to add jobs, albeit at a slower rate in the past few months. Decreased demand is partially to blame and perhaps comes as no surprise, as some return to moderation was expected after the recent stretch of fast-paced job growth. Simply put, conditions have tightened as more people have found work and there are fewer openings in many employment sectors.
In case you missed this amazing chat filled with great tips and advice on the steps recruiters and hiring managers can take to find the right fit for their organizations, you can read all the tweets here:
Finding and hiring new workers for your organization is a time-consuming and complex undertaking. It is also one of the most important for an organization’s continued growth and survival. Unfortunately, sometimes the people we hire just don’t work out.