How Are Companies Recruiting Today and in the Future?

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How Are Companies Recruiting Today and in the Future?

In 2013, companies had gradually been using social media, especially LinkedIn, for recruiting new talent.

Its uses include:

  • Recruiting passive candidates
  • Searching for candidates
  • Posting job opportunities
  • Creating interest in jobs
  • Screening job candidates

In a 2013 survey conducted by the Society for Human Resource Management (SHRM), there has been a 20% increase in companies using social media websites to recruit since 2011. Also, the most common social media networks used by employers for recruiting were LinkedIn at 94%, Facebook at 54% and Twitter at 39%. Additionally, a LinkedIn survey concluded that social professional networks are among the most important recruiting sources, second to employee referrals.
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In 2013, Skilled Talent Shortage and Poor Candidate Experiences

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In 2013, Skilled Talent Shortage and Poor Candidate Experiences

Skilled Talent Shortage

In 2013, there was a prevalent skilled talent shortage, and it’s expected to continue into 2014.

ManpowerGroup found that employers are continuing to struggle to find skilled talent, specifically in:

  • Skilled trades
  • IT
  • Engineering
  • Technicians
  • Mechanics
  • Finance and accounting
  • Sales

The primary reason companies are having trouble finding skilled talent is due to the lack of technical and soft competencies, available applicants, and experience.  Applicants were also looking for more pay than offered.
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What is Human Resources Certification?

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What is Human Resources Certification?

Professional certifications are a valuable way to demonstrate knowledge, qualification, achievement, and commitment to your profession. There are several certifications that apply to human resources, with the two most common being PHR and SPHR certification.

PHR and SPHR Certifications

Overview of Certifications

The PHR and SPHR certifications are HR certifications that are awarded by the Human Resource Certification Institute (HRCI) to individuals who meet the eligibility requirements and pass the certification exam.  HR certification signifies that an individual is both knowledgeable and experienced in the field of human resources. A professional certification in HR is different than a certificate program in that certification requires specific experience and education, requires recertification, and allows an individual to add the letters of the certification after their name.
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10 Time Management Skills and Tips

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10 Time Management Skills and Tips

Learning how to manage time wisely at work is an important skill to develop for your personal and professional success. Time management is the process of planning and balancing responsibilities and tasks throughout the day which helps individuals prioritize and ensure that activities of high importance are accomplished on time. Listed below are ten (10) helpful tips and techniques for time management.

1. Create a plan, to-do list, or set of work-steps.

By setting priorities via a plan, to-do list, or documented work steps, distractions can be limited and goals can be defined. Determine what activities are priorities, allocate realistic amounts of time to each, and set deadlines. Evidence suggests that those who set deadlines are more likely to follow through and complete tasks.
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HR Acronyms Employers Should Know

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HR Acronyms Employers Should Know

There are numerous acronyms used in human resources. Here is a list of common ones in HR and their meanings.

A

AA – Affirmative Action or Adverse Action

AAP – Affirmative Action Plan

ACA – Affordable Care Act

AD&D – Accidental Death & Dismemberment

ADA – Americans with Disabilities Act

ADAAA – Americans with Disabilities Act Amendments Act

ADEA – Age Discrimination in Employment Act

ADR – Alternative Dispute Resolution

AFL-CIO – American Federation of Labor and Congress of Industrial Organization

ASTD – American Society for Training and Development

ATS – Applicant Tracking System
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5 Things Non-Exempt Employees Must Be Paid For Under FLSA

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Under the Fair Labor Standard Act (FLSA), there are certain activities beyond normal work duties that are considered work time (otherwise known as "working hours") that must be paid or "compensable" for covered employees. These include waiting/on-call time; lactation breaks; rest and meal periods; lectures, trainings, and meetings; and travel and are described below.

5 Things Non-Exempt Employees Must be Paid for Under FLSA

1. Waiting/On-Call Time

Whether waiting/on-call time should be compensable depends on whether an employee is engaged to wait or waiting to be engaged. If the employee is engaged to wait or on call for work on the employer's premises and is restricted in activities, he/she should be paid. If the employee is waiting to be engaged, this time is not considered work time and is not compensable.
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7 Creative Ideas for Your Staff Holiday Party

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company holiday party ideas office holiday party ideas 7 Creative Ideas for Your Staff Holiday Party

The holiday season is here again which means it's time to plan your company holiday party.

Holiday parties are a great way to recognize and celebrate your staff's success and accomplishments, nurture coworker relationships, and cap the year off at the end of the year. But, over time, holiday parties can sometimes feel more like an obligation than anything else, so it's important to keep them fresh, entertaining, and enjoyable. Here are seven creative office holiday party ideas.
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Tis the Season for 5 Holiday HR Issues

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Tis the Season for 5 Holiday HR Issues

Tis the season for several HR and compliance issues associated with the holidays. Here are five (5) holiday HR issues that you should revisit as the holidays ensue.

1. Holiday decorations

Holiday decorations tend to make their way into the workplace and employees' workspaces this time of year. What an employer allows in terms of decorations in the workplace is up them, but they should not discriminate and should be consistent and reasonable with their policies. 

Organizations need to be particularly careful with religious decorations, however. Refusal to accommodate an employee who wants to display a religious holiday symbol or decoration to commemorate a holiday should be considered very carefully as these can be minor religious accommodations that are protected under law and generally acceptable.

Additionally, according to the EEOC, holiday decorations should not be avoided just because someone objects to them, but organizations should ensure that all holiday decoration displays are reasonable and non-disruptive.
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Why Workplace Traditions Matter

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Why Workplace Traditions Matter

The holiday season calls to mind the importance of traditions in our organizations. Unfortunately, many companies fail to recognize the significance of traditions in the workplace, yet they are just as important in our companies as they are in our families.

If your organization wants to leave a mark on its employees and create a captivating culture, establish strong traditions—including rituals, celebrations, and routines specific to your company. Traditions may be one of your most important legacies as a company and the key to a great culture.

Not only will they be talked about for years, but they:

  • Create something timeless to hold onto, honor, and continue
  • Build meaningful connections between employees and with your organization
  • Create a shared history, rich with stories and experiences
  • Bind people together, forge bonds, and foster a sense of belonging
  • Strengthen your organization's identity
  • Bring energy to the workplace; heighten morale; and create a positive work environment

For these reasons, look for opportunities to create meaningful traditions in your workplace.

While the best workplace traditions often emerge naturally, here are some ideas that you could use:

  • Host an annual all staff event or celebration, such as a company banquet, retreat, or outing.
  • Celebrate certain holidays together, such as an annual holiday party or Thanksgiving luncheon.
  • Bring employees together for quarterly team-building.
  • Establish a tradition that connects your organization's mission to a bigger purpose.
  • Develop a monthly or quarterly recognition and rewards practice.
  • Create traditions for on-boarding new employees.
  • Establish a tradition for recognizing staff anniversaries.
  • Create traditions for recognizing employees' birthdays and other personal milestones.
  • Do something special to commemorate your organization's founding date anniversary.
  • Establish a weekly tradition (i.e. bring your pet to work day, dress down day Fridays, breakfast-on-the-company Mondays, etc.)

In addition, know what current traditions in your organization are important to your employees. Retain the valuable ones, retool others, and over time, discard the less meaningful traditions.

At times, we may be tempted to let go of our long-standing company traditions to save money, reduce time, and/or just change things for the sake of change and doing something new and different. But, if possible, resist dropping your tried and true workplace traditions...because that annual staff event you're considering canceling or overhauling may be a lot more important to your culture and employees than you think it is.

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