I recently saw an article about a nine year old boy in Denver who took his own life after being bullied during his first four days of school. My youngest son is eight and I can’t imagine him ever feeling like his only choice is suicide. When my oldest was in elementary school he was bullied by another child at his daycare. While he has always been a very headstrong child, the bullying continued to the point where he had put up with enough. Together we sat down with his martial arts instructor, who is phenomenal at working with children
It was the debate across college football leading up to opening weekend. Or least in my house it was. Who would start at quarterback for the Alabama Crimson Tide? Tua or Jalen? Jalen led the Tide to one national championship and touts a 26-2 record as a starter. Tua came in and saved the day to help the tide defeat Clemson in the national championship last year when it seemed as though Jalen just couldn’t get it done. They are obviously both exceptional players and leaders, but what would make the difference in Saban’s decision making on who would start
I recently conducted an interview with a job candidate for one of our clients. During the session, the young lady answered all of the questions perfectly. As the conversation was coming to a close, I had one final question. I asked, “Why did you make the transition from your last position to your current one?” The resume was stellar, the interview had gone well so far, but her answer allowed me to easily make the decision to not recommend her for a call back. Her answer, you ask? “I was just late too many times, and they had to let
In writing about how to increase your candidate pool, multiple LinkedIn comments cropped up related to hiring workers over 50. For example, one comment read: “Don’t practice age discrimination or you could miss out on some rock steady workers. Those who give thumbs down to the over 50 crowd really do miss out on some great employees.” Through these comments, it was obvious I should have added a 5th way to increase your candidate pool in the article: Include Older Workers. Also through these comments, there were reasons included as to why hiring workers over 50 is a good idea.
My LinkedIn Daily Rundown feed started out today with “Jobs are cutting experience requirements….” Reporting that, “an extra 1 million jobs were opened up to candidates last year with “no experience necessary.’” There is a lot of buzz about the hot job market now with the unemployment rate at a pre-recession low. But what do you do to fill jobs in this economy? As the Daily Rundown suggests you can: Lower requirements.Whether it be experience, education or skill requirements, lowering them can increase candidate pools. I often find that job descriptions have qualifications in them that really aren’t “required” to be successful