Each year at the Alabama SHRM State Conference, we survey participants to gain insights into what their biggest pain points are. Before I even looked at the data this year, my guess was that recruiting was at the top of the list or has at least risen to the top of the list. With the unemployment rate now lower than 4% national wide, the pain of finding talent is real. But what we saw in the results left talent sourcing/acquisition in the middle of the pack: Tied for the highest pain points were leadership training and employee development. If we
I recently read an article written by Amy Morin, a psychotherapist who lost her husband suddenly at age 26. She talked about how her company provided her with the bereavement leave she needed to grieve, but more so about how they handled her return. She spoke of how her manager let her ease back into work by starting on a Friday and not having too much on her plate her first few days in the office. And she talked about how that manager asked her prior to her return how she wanted the topic of her husband’s death to be
Steve Boese had a great blog post recently titled “CHART OF THE DAY: Your semi-regular labor market update”. In it, Steve shares charts that show the unemployment rate dropping below 4% for the first time since 2000 and the average time to fill for positions continuing to trend upward. It’s a great post, read it. If you’re a business owner, HR pro, recruiter or anyone that remotely has a pulse on hiring, it gives credence to the pain you are probably already feeling. Where can we find good people to fill positions? Heck, I had someone tell me the other
A couple of years ago, I worked with a student who participated in a job shadow offered through a program at her school. She was interested in the medical field. However, during the job shadow, she realized it was not for her. The eye-opening experience helped guide her to another path. Summer is almost here, and now is a great time for recent grads and college students to consider a job shadow or internship! If opportunities for those are not available, an informational interview is another option. All of these are valuable components of career exploration. I would argue they
“….In other words, only 10 percent of organizations have be goals (what Andy Stanley means by a set of values that guide our decisions) effectively integrated in their daily practices. Mind you, many organizations write about their mission, vision and values in their annual report, but that’s only lip service unless those be goals are integrated into their recruiting, training, evaluating and promoting. How can an organization claim that its be goals are important when none of its leaders’ performance evaluations or pay is based on adhering to those values.” I was recently in a meeting talking about performance management