EverythingPeople This Week!

The holidays are coming, yet Americans are quitting jobs at a record rate according to a recent Labor Department report.  “Quits jumped to 4.3 million in August, the highest on records dating back to December 2000, and up from 4 million in July.  That’s equivalent to nearly 3% of the workforce.  Hiring also slowed in August, the report showed, and the number of jobs available fell to 10.4 million, from a record high of 11.1 million the previous month.”

What are ‘Gig’ workers?  And what is a ‘Gig’ Economy?  New trends in the business world? Maybe; however, it has actually been a thing since 2009 when New Yorker editor Tina Brown, defined the “gig economy” as knowledge economy workers pursuing “a bunch of free-floating projects, consultancies, and part-time bits and pieces while they transacted in a digital marketplace.” With the holiday season approaching quickly, many...

As a hiring manager, seeing the resume of an outstanding internal candidate land on your desk is the best-case scenario. Why? You can fill the job immediately, and because current employees know the organization and its quirks, they require less handholding in order to get up to speed quickly.

We have talked previously about the most effective ways to assess job candidates – generally, experienced candidates.  Do we assess entry-level candidates the same way?  Assessing any candidate inevitably involves weighing two important types of information: what they’ve accomplished in the past (their experience) and how they’re likely to perform in the future (their potential).  The question is, can we assess entry-level candidates past work experience?

The number of job openings, as well as people voluntarily leaving employers, hit all-time highs in recent months. New data finds an astounding 95% of workers say they are considering changing jobs.  The U.S. has 9.2 million jobs open, with 92% of workers saying they are willing to switch industries for a new job.

Throughout my career in HR there have been various techniques that promised to identify the best candidate for a particular job.  The focus always seemed to be on technical skills, education, and experience.  Competency-based interviewing techniques are still a go to in today’s world in order to ensure you choose the best applicant.

Consumer experiences define and shape our economy. Consumers are more likely to make additional purchases, refer friends, and remain loyal to a brand when they have an exceptional experience — while a negative experience can wreak havoc on a brand. 

Talent acquisition and talent management have traditionally been separate functions within human resources, but now some companies are starting to combine them under the umbrella of one leadership position.

Agile: The ability to move quickly and easily; relating to or denoting a method of project management that is characterized by the division of tasks into short phases of work and frequent reassessment and adaptation of plans.  Agility has been working its way into areas and functions from product development to manufacturing to marketing—and now it’s transforming how organizations hire, develop, and manage their people.

We've all been there – the awkward small talk. The fluorescent lights illuminating the sweat on your brow. The feeling like you're a used-car salesman — but the used car is yourself. Job interviews are the worst. And according to a new book, they're often pretty much useless for selecting the best candidate for a position.

Businesses closing, mass layoffs, and furloughs equal high unemployment rates – 7.5% in January 2021 in the state of Michigan.  Managers shouldn’t be worried about retaining their current employees, should they?  Who would leave a secure job during a time like this?

ASE has received many questions regarding the salary history ban many states have enacted recently. A salary history ban prohibits employers from asking applicants about their current or past salaries, benefits, or other compensation.  

Notes – it seems we write notes in almost every aspect of our lives.  Grocery shopping, honey do, chores, etc.  I don’t know about you, but if I don’t write it down, I will most likely forget it.  Studies have shown, the more we humans write, the more we are able to retain.

Happy New Year!  As we enter 2021, I find myself thinking a lot about how recruiting changed in 2020, and what recruiters should prepare for in 2021.  Multiple recruitment experts expect the pace of change will remain about the same over the next several months.  This means another year of adjusting to a constantly evolving environment.

2020 brought Human Resources a multitude of unprecedented issues to manage with the COVID-19 pandemic, which has left many HR leaders with a bit of trepidation as we look to 2021.  What will go back to normal, what will change, and what will stay the same?  In other words, what’s next?