Archive for February, 2018

No Love Lost: Reducing the Risk of Workplace Romance

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Relationships in the workplace often lead to uncomfortable conversation for managers and HR alike.  But the continuous reports of sexual harassment in the workplace around the country – from Hollywood to the White House – over the past few months have made workplace romance even more of a scrutinized topic. In a perfect world, all budding company relationships work out, resulting in no drama. Unfortunately, not everyone can turn out like Pam and Jim from “The Office.” People fight, break up, get jealous, turn against each other, and can ultimately put at risk the positive culture you have worked hard…

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Lessons from the White House: Don’t Forget the Background Check

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The already turbulent political world has been rocked in recent weeks by the Rob Porter scandal. Porter lasted just over a year White House Staff Secretary, before resigning after public allegations by two ex-wives of physical and emotional abuse. To further complicate matters, reports surfaced that Chief of Staff, John Kelly knew of the allegations and was even considering promoting him to a more senior role. Beyond the ugly behavior at the forefront of this saga, there is an important lesson to be learned as it relates to employment.  Porter’s hiring and retention is a prime example of background check…

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Zoning in on Generation Z

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Are you finally getting used to having Millennials in your office? Well, it’s time to re-calibrate your system once again, because Generation Z is knocking on your door – and they want jobs! You may think that there isn’t a big distinction between the Millennials and Generation Z. In some ways, that’s true. Both largely grew up in the digital age, spend a ton of time on social media, and would struggle to successfully make a call on a rotary phone. However, there ARE a number of characteristics that set the two groups apart, and you should be aware of…

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Interviewing: Don’t Go It Alone

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Hiring is perhaps the most important function that your company performs.  So, it’s not uncommon for companies to bring candidates in to interview at least twice (and sometimes three times or more) before making this all-important decision. An increasingly common technique being utilized today is the panel interview – where a group of employees interview the candidate together. One person is designated ahead of time to facilitate the interview, but all the interviewers are expected and encouraged to ask the job-related questions they might have. When handled correctly, panel interviews have the potential to be incredibly beneficial for the company…

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