Earlier in the week, our post was a reflection on why I will be taking a walkabout, or an extended amount of time away from work this fall. Each person on our team will be taking four to six weeks off at some point within the next six months. Whether it is taking time for intentional rest, reflection, and/or deep work or going out on maternity or extended sick leave, stepping away from anything at work requires preparation beforehand in order for the time away and the people providing support during the time away to be a success. Here is
I could tell before he opened the door to the car that something had gone wrong at school. My ten-year-old gets in the car, sits down, and scowls. I ask him what’s wrong and he doesn’t answer. I ask his sister what is wrong and she says she doesn’t know. I’m afraid to have to tell him that we are now headed to do something that he does not like to do, which is to go to reading lessons. He loves his reading teacher, but he just hates to read. Especially when he is in a bad mood. Sister goes
As you can tell from our previous post on all the hiring incentives that are out there now, it is a job-seekers market. A recent LinkedIn update titled “Power shifts in a tight job market” summarizes what employers are doing to lure people to their open positions: Employers eager to fill positions are offering more to attract talent — and they aren’t just upping pay or showing more flexibility — they’re also training workers and taking more chances on people who don’t meet traditional qualifications. “No experience necessary” roles have spiked by two-thirds compared to 2019, and posts offering starting
Last week my colleague, Taylor, talked about the rise in hiring incentives that we are seeing in 2021. As of April, the national unemployment rate was 6.1%, and the rate in Alabama as of April was 3.6%, almost half of the national average. With the unemployment rate so low, employers who are now able to ramp their businesses back up post-Covid are finding it impossible to hire. So as Taylor mentioned, many are turning to offer sign-on bonuses or opportunities to win a prize such as a car in order to entice individuals to apply. It sounds great in theory,
I’ve heard it said SO many times recently. If someone isn’t working, they don’t want a job. Incentives are EVERYWHERE! Why people aren’t taking these incentives is a whole different topic for another day, but you can check out this recent LinkedIn article for reasons other than generous unemployment benefits: What’s going on in the labor market? While attending a conference last week, I spoke with a vendor from a staffing agency who was frustrated with his efforts to supply workers for their clients. He mentioned generous weekly bonuses and even better weekend bonuses. I noticed one organization offering a
At HPC, we facilitate assessments and coaching with leaders and potential leaders on a regular basis. We work with individuals from diverse backgrounds and with both males and females. Recently, we facilitated Work Behavior Inventory assessments with a group of organizational leaders. We noticed a trend in one component of the assessment – Conscientiousness. More often than not, males scored considerably lower in conscientiousness, which measures achievement, initiative, persistence, attention to detail, dependability, and rule-following. It is worth noting that most males were self-aware. This prompted our team to discuss the idea that maybe there are common gender trends in
The theme of the Alabama SHRM Conference and Expo for 2021 is “Embracing the Human in Human Resources” and organizational culture is a huge part of that goal. Craig Ellis, co-founder of our sister company MatchFIT, defined culture as “the unique way employers approach business and the unique way employees approach work” in his presentation Is Your Culture Attractive: What the Data Says Job Seekers are Looking for in an Organization’s Culture. According to Craig, 75% of candidates ask about an organization’s culture during the interview process. Unfortunately, the response too often given is a singular response. It’s the interviewer’s
All eyes have been on the small town of Bessemer, Alabama in recent weeks. Proponents and opponents alike waited with bated breath as employees of the largest U.S. online retailer, Amazon, voted on unionization. Stories of poor working conditions have been spreading like wildfire, and as a result, many thought the vote to unionize was a sure bet. Even President Biden threw his two cents in, expressing his support for unionization at Amazon. And it makes sense that he would do so, given that Democrats are pushing for legislation that would lead to the biggest shift in labor law we’ve
Unemployment rates in Alabama are slowly falling and are on track to reach numbers from the pre-pandemic job boom. In the Huntsville/Madison area, there are more jobs than there are people to fill them. As a result of a volatile job market and the workplace changes in the last year, recruiters are working through some innovative ideas for 2021. Would you be surprised to learn that videos with the hashtag #careeradvice have reached over 80 million views since the start of 2021? TikTok has evolved into a recruiting marketplace, where job seekers and potential employers connect in a creative way.
Here’s what we know (and have known for a long, long time): a diverse, equitable, and inclusive workforce drives exponential business growth, organizational development, and continuous improvement. Intercultural competence can serve as both a critical performance management dimension for employees and a meaningful competitive advantage for the organization. What we don’t always know is how to act on this understanding. In 2021, our team has locked in on the mantra, “Be impatient for action and patient for outcomes”. Here are 3 actions we’ve taken that you can take today to boost your intercultural competence: Understand yourself and your organization first.