What do we do when experienced employees don't want to mentor fresh blood? Specializing in products for which experienced talent is hard to recruit, my company has to focus a lot on developing new talent and training them on the technical skills to build a critical talent pipeline. Because of the overall economic volatility, the employees feel insecure of losing what they have. We have found out through exit interviews that young talent is leaving us because they receive little help and training from their seniors. We suspect fear of losing their current position is the reason. What do we do?
— No One Cares Here, manufacturing/production, Lahore, India
Medical-related inquiries by employers are complicated and rife with risk. To ensure full compliance with the law, do not include questions about family histories in these examinations.Read More
Background checks have increased over the past 12 months despite new EEOC guidelines. Background Check Hot List and Data Bank within.
If your failing to engage in this individualized inquiry, it will look like you are making the employment decision based on stereotypes and generalizations, which the Americans with Disabilities Act is supposed to rid from the workplace. That perception will not bode well for your defense of an ADA lawsuit.Read More
Recruiting strategically can give employers an edge and reduce costly turnover.Read More
Like sabermetrics in baseball, PriceMetrix Inc.'s data offer insight into future production of possible signings for financial advisers. But what's the OBP?Read More
Our new accountants generally do a fine job dealing with routine compliance issues. When it comes to analytical skills, however, most of them are severely lacking. They are unable to project or think beyond the basic answers.
It's easy to test for and to teach basic skills. But how do we test people's analytical skills?
—Final Analysis, hiring manager, financial services, Plantation, Florida
Top Line, Bottom Line: The Undeniable Impact of Using Talent Measurement to Make Better Personnel Decisions. Download this free, one page white paper from SHL to read sample findings from SHL’s sixth annual Business Outcomes Study Report. Download now!Read More
The survey also found that an applicant's negative credit information is not a barrier to hiring, with 80 percent of the respondents saying they hired an individual with a poor credit report.Read More
It's not a charity program, one executive cautions. And supervisor buy-in is crucial. But workers with autism can provide a dedicated, focused workforce in the right setting.