Articles by SHRM Staff
Creating a diverse and inclusive workplace is one of the most critical and challenging issues faced by HR professionals today. Most large Fortune 500 companies (for example Microsoft and Ernst and Young) have extensive diversity messages on their websites and dedicate tremendous time and effort to building a diverse team that more closely reflects the makeup of he world.
There’s a veritable goldmine of tips for intern etiquette out there, but on the employer side—not so much. In a perfect world, hiring managers treat interns with the same professionalism, consideration, and respect they use with full-time employees. We at InternMatch, however, know that this isn’t always the case. Plenty of students who use our services are seeking internships to offset less-than-ideal experiences; we spill the beans on their most common complaints.
1. Inflexibility with Scheduling
Hiring interns is an essential part of building a diverse and talented work force. By allowing you to try young talent before you buy, internships are a uniquely powerful tool for companies to discover new grad hires who fit their unique office culture and skill needs. Currently, converting interns into full-time hires has become the number one way in which new grads are hired, with close to 70 percent of interns being offered full-time roles!
Most of you know Alec Baldwin’s famous speech in Glengarry Glen Ross where he shares the golden rule of sales: “ABC: Always Be Closing.” Even more so than sales, recruiting is a job where you need to always be on. If you’re not constantly building a pipeline of candidates and promoting your brand, chances are that the top candidates you want to hire will slip through the cracks.
A changing workforce, global competition, advances in information technology, new knowledge, the 2008 global recession and demands for sustainable performance have forced corporate leaders to examine and re-evaluate how they manage and operate.
In response, they are utilizing new technologies, changing their organizations' structures, redesigning work, relocating workforces and improving work processes. These changes have significant implications for how their human capital should be managed and how their HR functions should operate.
LAS VEGAS—“The script of your life is not yet written. Life changes, and you change with it,” said Michael J. Fox, the Emmy Award-winning actor, author and advocate, during the June 29, 2011, closing keynote speech of the Society for Human Resource Management’s (SHRM) 63rd Annual Conference & Exposition.
There was a time when social media was cutting edge. Now it is mainstream. Case in point: Facebook has more than 500 million individual members worldwide.
As with all communication, social media presents business benefits and legal risks. This article discusses four ways social media and HR have become inextricably intertwined: hiring, harassment, off-duty disparagement and “friending” of colleagues.