Posts tagged ‘Hiring’

Why HR Managers Must Manage Expectations

It was the sort of opportunity that most job hunters only hope for, and Jasmine R. wasn’t about to pass up the opportunity for a more prestigious position and a bigger paycheck—never mind the fact that it wasn’t the job she had originally applied for.


Continue Reading May 19, 2014 at 8:12 am 1 comment

Overlooking the risk of hiring new graduates

In a new survey released June 10 by the Society for Human Resource Management (SHRM), 53 percent of survey respondents shared that they feel that the class of 2013 is far more likely to be under-qualified for the jobs for which they apply than their fellow applicants. Talk about a reality check after four years of undergrad or graduate work.

It’s tough enough that 62 percent of survey respondents state that there’s more competition for jobs overall due to the tough economic climate, but the survey also indicates that most HR professionals see no competitive edge from many of these new grads fresh on the job market.

Sure there may be drawbacks (49 percent of survey-takers say the single biggest skill these new graduates are lacking is basic grammar, spelling and skill writing in English), but what benefits might these new graduates bring to your organization? Well, most survey respondents (49%) find these applicants to be highly tech savvy, and many have come out of school with a network already in place within their industry of choice. These survey takers (54%) also find that these graduates are willing—perhaps more willing than their peers in recent years, given the length of the hiring slowdown that is just now beginning to pick up—to take entry-level positions to build up their experience, and Generation-Y recruits have a reputation for giving any position their all.

Are you still wary about hiring these brand new recruits? If that is because you’re like one of the 25 percent of survey respondents who say that they currently lack the resources to train these under-qualified graduates, consider letting them learn on the job through a mentorship program. Talk to your existing staff about the benefits of becoming a mentor, such as the opportunity to take a fresh look at their own job, the development of their leadership abilities and the opportunity to learn new skills (for example, picking up some of that technological savvy) from their mentees. This in turn provides the organization with an individual who is, in time, fully trained in the best practices for your company.

Keep in mind, for a mentor program to become a successful part of your organization, the HR department should work closely with these new partners, from finding appropriate pairings to managing expectations and resolving conflicts.

Want to learn more about the SHRM survey? Visit for the full results.

June 27, 2013 at 11:27 am Leave a comment

Does your hiring policy exclude ex-cons? Watch out!

The United States Equal Employment Opportunity Commission (EEOC) has issued a new set of guidelines concerning the use of criminal background information in employment decisions. The guidelines should serve as a reminder to employers, and their attorneys, that they cannot automatically exclude from consideration all job applicants with criminal records. That includes applicants with felony convictions …

Continue Reading October 26, 2012 at 9:00 am 6 comments

3 ways to break out of the HR silo and add value

If you start thinking about hiring for a position when your organization is ready to advertise it, you’re late to the game. Here are three actions you should be taking now …

Continue Reading September 13, 2012 at 9:30 am 2 comments

Comparing BP’s Tony Hayward to HR

A scathing review of how HR departments handle job applicants appears in an article by G.L. Hoffman. He acknowledges the excuse that HR departments don’t respond to job seekers because they are overworked and understaffed. But then he compares that statement to the famous gaffe by BP CEO Tony Hayward who said he wanted “his life back” when he was taking heat for the Deepwater Horizon oil spill. Hoffman even titled the article “Why BP’s Tony Hayward Could Work in HR.”

Those are strong words, but they hold some truth. With many companies using software to manage employee records, recruitment and benefits, it should be easier than ever to send automated letters acknowledging applicant resumes. For job applicants who actually receive interviews but don’t get the job, it is imperative that companies send a letter explaining that another candidate was hired. It is just common courtesy.

There is also a strong business reason for responding to and following up with job candidates. How you treat them affects how your organization and brand are seen out in the marketplace. In addition, social networking has made it even easier for an unimpressed job applicant to smear your organization’s name on Facebook or Twitter.

Does your HR department send an acknowledgement letter to job applicants? Do you have a standard procedure for notifying interviewees who don’t receive an offer?

July 16, 2010 at 6:32 pm 3 comments

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