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HR Insights: Vol 5, Issue 8

Tackling the Skills Gap with Apprenticeships vs. Internships

While apprenticeships are not as common in the U.S. as they are in Europe, these programs are growing in popularity because of the clear career path for workers and benefits for employers. In June of 2017, President Trump signed an executive order in an effort to expand apprenticeship programs across the country. Trump said that his executive order would empower companies, unions, industry groups, and federal agencies to “create apprenticeships for millions of our citizens.”

According to the U.S. Department of Labor, more than 206,000 individuals nationwide entered the apprenticeship system last year. Typically, these programs are used as a strategy by employers to find and hire skilled workers.

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HR Insights: Vol 5, Issue 7

Standardizing Your Team's Candidate Phone Screens

The initial phone screen isn’t just a formality to confirm your candidate isn’t a total weirdo. Executed properly, this conversation is an opportunity to identify non-starters and, most importantly, to understand if this person truly is who their profile says they are. Your team of recruiters is going to be conducting these constantly and–in the interest of candidate experience and consistent assessment–it’s important to standardize these calls. Luckily, I happen to sit back to back with Entelo's senior business recruiter, Amina “Value-Add” Moinuddin, and learned that there are a host of questions you can ask candidates no matter what role you’re filling.

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HR Insights: Vol 5, Issue 6

Why an Age Diverse Workplace is Important

Everyone’s talking about workplace diversity today, and for good reason: when you expand the range of perspectives, experiences, and characteristics of your team, you also extend your reach toward innovation and overall excellence. But gender and ethnicity dominate many of the discussions about diversity–and companies need to start talking more about an age diverse workplace as well.

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HR Insights: Vol 5, Issue 5

Achieving Mindful Leadership

Mindfulness is defined as “the intentional, accepting, and non-judgmental focus of one’s attention on the emotions, thoughts, and sensations occurring in the present moment.”

When we practice mindfulness, our thoughts tune into what we’re sensing in the immediate moment rather than rehashing the past or imagining the future. Being mindful simply means being fully connected to the reality of what is, and accepting this reality even if we don’t like it.

When we’re mindful, we’re fully connected to ourselves and to other people, and this connection allows us to lead ourselves and others to shared certainty rather than individual confusion.

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HR Insights: Vol 5, Issue 4

Gaining an Edge with Diversity in the Workplace

The makeup of America is evolving, and so is the way we work. Shifting demographic and immigration patterns have changed the composition of the U.S. population to include a much wider range of ethnicities, cultures, genders, ages, and abilities. In order to keep pace with changing market demands dictated by a diversified consumer base, employers must adopt business practices that acknowledge the value of workers from blended backgrounds when serving the needs of customers with the same interests and experiences.

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HR Insights: Vol 5, Issue 3

Keeping Employees Motivated

Keeping employees motivated at work is truly a constant battle for managers. In fact, a recent Gallup survey found that only 13% of employees worldwide are engaged at work on a regular basis. Distractions are the common enemy of us all; and, the all too familiar issue of failure to prioritize is no small beast and it frequently runs rampant in many companies.

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HR Insights: Vol 5, Issue 2

Feedback is the Key to Growth

A toxic culture can disrupt business, result in low engagement and high turnover, and ultimately damage your company’s reputation. However, culture can be influenced and new norms can be internalized to help companies bounce back. Even if a company is not suffering from the effects of a negative culture, creating a strong purpose and values from the beginning helps to institutionalize the right kinds of behaviors.

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HR Insights: Vol 5, Issue 1

Virtual Reality: The Latest Recruiting Tool

When applying for a job, there's a difference between visualizing yourself at a company and physically seeing yourself at that company–even if you're thousands of miles away. Thanks to virtual reality technology, the latter is becoming a possibility for candidates.

Innovative companies across the globe are turning to VR to not only show off their office spaces, but also to test potential employees' skills. Products like the Oculus Rift and Samsung Gear VR allow candidates to see a 360-degree, 3D view of a space, immersing them in the day-to-day experience of a role. And VR doesn't seem to be slowing down: Deloitte Global predicts that the industry will have had its first billion dollar year in 2016, with about $700 million coming from hardware sales and around $300 million coming from content sales.

Here's a look at how four major companies are using virtual reality during their recruitment processes.

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HR Insights: Vol 4, Issue 12

Artificial Intelligence Won't Replace Recruiters

Similar to how technology has created efficiencies in operations, marketing, and sales departments, human resources is being transformed by emerging Artificial Intelligence (AI) technology.

AI is getting a lot of attention in recruiting, specifically due to the huge potential to automate some of the low-value, high-volume recruiting tasks that continue to monopolize time and attention. But the question remains: Will AI actually replace recruiters one day?

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HR Insights: Vol 4, Issue 11

The You, Me and We of Career Development

I have a tendency to stockpile magazines so I can read during flights. This time of year is conference season, which tends to be my busiest with a lot of travel from September through the end of the year.

Well, this year I have even more travel than usual. During a recent flight, I was reading some old issues of Training Magazine on my way to Austin for the Great Place to Work’s Small and Medium Business Conference and it occurred to me that today’s career development efforts can be summarized into three areas of responsibility.

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