HR Insights: Vol 9, Issue 1

Recruiters, Adopt an Infinite Mindset in 2020

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Recruiters, Adopt an Infinite Mindset in 2020
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A recruiter with an infinite mindset is playing to keep playing, focusing not only on filling roles.

According to author and TED speaker Simon Sinek, “a worthy rival inspires us to take on an attitude of improvement.” That’s part of what he calls the infinite mindset. This infinite mindset is what Sinek believes differentiates businesses that think ahead versus those that live in the past. “Business is a journey without a final destination,” he says. “The goal is not to win but keep playing.”

But the infinite mindset isn’t just about leadership and business. It can have a profound impact on talent acquisition, too. The recruiter with a finite mindset is playing to win, or simply filling open positions as needed. Meanwhile, a recruiter with an infinite mindset is playing to keep playing, focusing not only on filling roles but also on helping management meet its long-term goals.

Internet Job Postings Pose Legal Perils for Employers
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Human resources professionals should consider taking a few practical steps to address the risk.

Today, social media platforms, including Facebook and LinkedIn, allow employers to target their job listings based on various characteristics of the users they wish to reach. As a result, employers can theoretically identify better candidates while expending fewer resources. However, these ad platforms have drawn the ire of certain plaintiffs’ law firms and, more recently, the EEOC.

How to Keep Your Top Talent From Walking Out the Door
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Are poor performers taking up the bulk of your attention at the expense of time spent with your top performers?

How many millions of dollars have been spent by organizations trying to retain the best of the best? Is it working in your company? While benefits and perks go a long way to keeping you competitive, in the end, retention almost always boils down to employee engagement and that ALWAYS boils down to the individual’s immediate supervisor. I prefer the word “leader” to “supervisor” or “manager” but calling someone a leader doesn’t mean that she fills those shoes.
There have been entire books written about retention. I myself have devoted many blogs and live programs to the critically important roles that both good delegation and solid feedback play in keeping employees engaged and wanting to stay.

4 Ways to Build Workplace Diversity
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More than 50% of employees want their workplace to do more to increase diversity.

According to Glassdoor, 67% of job seekers consider workplace diversity an essential factor when considering employment opportunities. More than 50% of employees want their workplace to do more to increase diversity.
While diversity and inclusion are vital for recruiting top talent and employee retention, the data prove that it's also critical for innovation and business performance.

Here are four ways that mid-sized companies approach diversity and inclusion in their organizations.

1. Be transparent on critical fairness issues: Pariveda Solutions
Pariveda's Vice President of People, Tom Cunningham, advises companies to nail the essential building blocks of diversity and inclusion by starting with talent acquisition and transparency.

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