I’ve been catching up on a lot of reading today. As such, I have a whopping eight quality pieces to share this afternoon.
Without further delay:
1. Kathryn Randolph over at Spark Hire shares some great tips on things we in HR can do when recruiting to improve the quality of candidates we hire. Even the best recruiters will make some of these mistakes if they aren’t careful. As such, even if everyone you’ve onboarded lately has been a good fit I would recommend giving this one a quick read here.
2. Lisa Rangel over at Chameleon Resumes touches upon the importance of effectively networking after events (and more importantly how to do it well) here. Life is about relationships; this is especially true in the world of work. As such, I’d recommend giving this one a look.
5. Andy Porter over at Fistful of Talent shares some great reasons why – despite the need to get them involved right away – as a Manager it’s sometimes best to allow your new hire(s) time to get acclimated in their new role(s) before throwing them in the deep end.
6. Most people in HR can speak to some of the challenges inherent to onboarding new hires. If you fall into this camp, Ellen Julian at Peoplefluent has some tips (and data) that you’ll likely find to be a value add. Read more here.
7. Tim Anderson at the Guardian talks about the way Google’s search engine has changed, and what that means for generating traffic on the web going forward. This isn’t really an HR article, but the shifts discussed here will have some significant implications on social recruiting going forward. The rules of engagement have changed. Check the full article out here.
8. Finally (for those of you that – like me – have the comp bug), Ann Bares at the Compensation Cafe reminds us of the importance of structure and rules when governing compensation across an enterprise. Many of us have had managers express frustration with our plan designs, and it’s easy to understand why. Among many comp related challenges, whenever we have to red circle employees, are unable to make an attractive offer to the perfect candidate due to pay grade ceilings, or are limited in our ability to award top performers as we’d like due to caps in the incentive structure, frustration is an understandable – perhaps even appropriate – response. Compensation programs can occasionally be very, very restrictive. Yet the alternative is – as Bares’ post explains – often worse. So give this one a read and…
…as always, please share your thoughts in the comments below.
If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses:
SomethingDifferentHR@gmail.com OR firstname.lastname@example.org