March - 2016

Job Analysis

Job Analysis

Job descriptions are frequently used and can give a candidate a clear idea of what exactly they will be doing on the job. In order to get an accurate job description, you need to conduct a proper job analysis. Here are some useful tips to use to obtain the perfect job description: 1. Ask managers, supervisors, fellow employees, and the actual employee in that position what the duties of that specific job are. There can be problems when you only use one source for a job analys

Avoid Hiring Delays

Avoid Hiring Delays

Many businesses today have experience delays during the hiring process. Just when you think you have enough people, you end up with an empty position needing to be filled immediately. So, how can you avoid this delay and have people ready to work right when you need them? Here are a few useful tips for you: Know what type of recruiting works best for you company. Some recruiting possibilities are: a staffing agency, online sources such as Indeed, or current employee reference

The Salary History Question

The Salary History Question

There is a bill being passed (when is it scheduled to pass) around legislature in Massachusetts that would prohibit recruiters from asking potential candidates about their salary history. This bill is being proposed in order to increase pay equity. People who oppose this bill are saying that it will go against HR practices of dwindling down large applicant pools based on compensation and high pay. This will make the hiring process longer due to having to screen the large appl

New Anti-Discrimination Laws

New Anti-Discrimination Laws

Beginning early April 2016 there are new anti-discrimination laws in California. The Fair Employment Housing Act states that there shall be no harassment in the workplace based on race, gender, and other protected classes. The new provisions consist of the following: Businesses will be required to have a policy that combats discrimination, harassment, and retaliation. Businesses are only required to do so if they have five or more employees. Companies are required to disperse

Annual Versus Frequent Appraisals

Annual Versus Frequent Appraisals

Many high profile companies, including General Electric, are in the process of getting rid of annual performance appraisals all together. Many of these companies, including their HR departments, are under the impression that these annual performance evaluations create mistrust in the work place and don’t yield correct information. Many people think that using numerical scales for performance are more objective, but the problem with this is that it doesn’t’ highlight specific

NLRB Changes Influencing Unionization

NLRB Changes Influencing Unionization

Beginning April 14, 2015 the NLRB has issued a new rule that shortened the time of a representation election from 40 days to 20 days. This rule also states that employers must provide the NLRB and the petitioning union with email address and phone numbers of all employees that are looking to join the union. This rule is crucial to the impact of an increase in union membership because it gives employers less time to present their side to employees. Employees are then easily p

Surveillance On Employees

Surveillance On Employees

In our society, technology is advancing at a rapid pace. These advancements have stirred up a lot of controversy over electronic monitoring in the workplace, and exactly “how far is too far.” One emerging conflict is that if employee’s email, Internet, and other devices are being monitored for business, how can they be terminated for aspects of their email that are non-business related. Employers have made many termination decisions using electronic monitoring, including inn

Tips On Recruiting Candidates

Tips On Recruiting Candidates

In a recent survey, LinkedIn members were asked to identify what exactly made them switch their jobs. When asked this question, the seven million members had three common answers. The first was that it’s not all about money. What people really wanted was to see mobility in the company, so that they could grow and move up. Second, what matters to candidates is what others say about your company, or in other words your talent brand. We all know the companies that are well kno

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