What Your Organization Can Do to Stop Sexual Harassment in the Workplace

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What Your Organization Can Do to Stop Sexual Harassment in the Workplace

With TIME Magazine’s declaration that the “Silence Breakers” (i.e., women who have come forward to report their personal experiences as victims of sexual harassment and assault in the workplace) as their “Person of the Year”, there is clearly a desire to see sexual harassment stamped out in the workplace. In addition to this public pressure for change, we’ve already established that sexual harassment in the workplace is expensive and damaging to employers and employees alike.
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The Cost of Sexual Harassment in the Workplace

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The Cost of Sexual Harassment in the Workplace

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By now, you’ve probably lost count of how many prominent celebrities, CEOs, and politicians who have publically faced allegations of some form of sexual harassment in the wake of revelations over former Hollywood producer Harvey Weinstein’s decade’s long pattern of sexual misconduct towards women with whom he worked.
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Social Media Strategies to Attract and Retain Top Talent

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Social Media Strategies to Attract and Retain Top Talent

Utilizing social media to recruit candidates is at an all-time high. LinkedIn and Facebook have forged a new bridge linking job applicants directly to recruiters and the companies they are looking to join. It is crucial for HR departments to look at what they are doing to adapt to the transforming job seeker market.
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Should You Still Be Asking Candidates for Their Salary History?

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should-you-still-be-asking-candidates-for-their-salary-history

This scenario may sound familiar—you are anxiously searching for a new position and filling out an online job application for your dream role, when a required question appears: ‘What is your current salary?’. Or worse, you are at an in-person interview that seems to be going great when an interviewer asks you what you currently earn.
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