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HR Girl 4'11"
North Carolina
Recent Activity
Sitting directly across from you at the offer table is your anxious candidate awaiting the release of your proposed salary. You have prepared your offer based upon the salary scale provided by your company. Also, you have combined several factors regarding this candidate including; salary history, education, experience and what they can bring to the opened position. The candidate has done their research by utilizing free online salary surveys, and has familiarized themselves with the going pay rate for this job, so what if your offer comes back denied? Well, there is always a chance of that happening. In fact,... Continue reading
Posted Nov 1, 2010 at HR Girl 4'11" Blog
Great information presented during this webinar! Thank you.
1 reply
These are pretty rad observations. The obvious is how friendly the vendors are towards Human Resources. There was a time in which small organizations would be snubbed off for services, but now, small business has become the focus for solutions & services offered. Yes, candidates who used to be full of themselves have reduced significantly. I think many have realized that there is a fine line between arrogance and confidence. Time off from the working world can force anyone to take a second look at how they are presenting Great read.
1 reply
It’s official; summer is here, and so far it has been a hot one! So what should you do in order to keep your employees cool this year? You need a plan of course, especially for your employees who work outside of the office environment. Workers who are constantly exposed to the sun should be aware of the possible dangers affiliated with the heat. An open line of communication from you to your workers in the field will be the starting point. They will be depending on you for guidance and safety, so make sure you are aware of their... Continue reading
Posted Jun 24, 2010 at HR Girl 4'11" Blog
There are many creative ways to monitor your internal retention strategies, regardless of the size of your organization. However, the larger the organization, the likelihood of employees slipping through the cracks of satisfaction and eventually choosing to leave your organization. Remember to make speaking with your managers, key staff and employees throughout the year a customary practice, in effort to take an active role in monitoring the turnover rates within the company. Below, you will see my user-friendly Employee Pain Scale, which you can use in the event of an emergency, or during routine employee check-ups. Enjoy! Continue reading
Posted Jun 1, 2010 at HR Girl 4'11" Blog
Many companies offer a feedback slip to it's customers in order for them to receive critical feedback whether it be good or bad, in order for the company to monitor it's customers' satisfaction. Likewise, feedback should be an assurance that it's customers will continue to come back on a regular basis. But what about your employees? Have you ever thought about a comment slot for them? Do you fear what will be said? Are you certain that your top talent will remain on board with your business? Offering employees an opportunity to write down their thoughts and provide feedback in... Continue reading
Posted May 11, 2010 at HR Girl 4'11" Blog
So you have a job despite the current economic state. You're feeling pretty secure, right? But there are a few things about your job that leaves you a little restless at times. Most of the tasks that used to be assigned to you have been taken over by other members of the company and even outsourced to a third party. Scratch head here. There are growth opportunities within the organization you serve, but no one has spoken to you about them. You're simply being overlooked. What gives? You may be an HR Doormat. If you are, it's not too late... Continue reading
Posted May 6, 2010 at HR Girl 4'11" Blog
I recently had the same experience down at the DMV. Poor employees. The only thing that is keeping those employees on-board is the fact that they are working for the state with benefits, otherwise, they would have a high turnover rate accompanied by serious work dissatisfaction. Unfortunately, the vast majority of state and federal workers have ZERO personalities. There is no room for optimism. They all punch the clock and watch it tick until 5:00pm.
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I know what you're probably thinking, and no, he isn't in the job market. However, he is currently taking a Career Decisions course, which requires them to fill out a job application. He really wasn't excited about filing out several pages of information about himself of course. However, after seeing this section of the application below......... he said, "What in the heck does this have to do with anything?!?! It's none of their business." I tried to explain to him that many companies including federal agencies, collect this sort of information to make sure that they are being fair by... Continue reading
Posted Feb 5, 2010 at HR Girl 4'11" Blog
So you've narrowed down your choices of job candidates, and you are ready to bring them in for an interview. Perhaps you have already started the verification process, starting with Google. Now this is a powerful tool that crawls for information across many many websites. So if you're not ready to use it with discretion, then don't do this! Step away from the internet! Before you set out on this Googling adventure, you must first figure out what it is that you are looking for. What's your purpose? Do you want to disqualify or qualify these candidates for this position?... Continue reading
Posted Jan 25, 2010 at HR Girl 4'11" Blog
As mentioned in an earlier post, Social Media sites should be used in the character reference portion of the background checking phase once you have narrowed down your top 10 or 3 candidates for the position. Avoid using these sites as the only verifying source for your candidate's skills, education and abilities. This would be a smart choice. Don't Do This Yet If you are still a little uncertain about using social media, then give yourself a little time to adjust, because at the present moment, you may not be ready. Keep in mind, checking out your candidates' social networking... Continue reading
Posted Jan 25, 2010 at HR Girl 4'11" Blog
HR Girl 4'11" is now following George Kelly
Jan 5, 2010
There's no need to fight it anymore, social media is here to stay. It's not a fad, and should never be used as a weapon against your employees. So in light of this inevitable ecosystem, it's important to have a presence for various reasons such as building long term relationships, expanding your career / industrial knowledge, business building, and branding opportunities. I've put together a quick step-by-step guide for you in order to get yourself going with social media sites. I know it's quick, but it will also be easier than you think. Here goes: Day 1: Scout out sites... Continue reading
Posted Jan 5, 2010 at HR Girl 4'11" Blog
I must admit, I haven't seen the movie, but it's certainly on my list of things to do. But I've been on both sides of the table, so I can't wait to see the different scenarios this movie has to offer.
1 reply
If you enjoy doing an occasional word search, you will love doing this one. All words contain the letter O. And the words can be found in right-to-left, diagonal, reverse, left-to-right, up and down. Have some fun!! Continue reading
Posted Jan 4, 2010 at HR Girl 4'11" Blog
Sound familiar? You may have been told that as a child, but it does not always apply as an adult. If you have ever been in a position that doesn't allow the slightest amount of brain power, or if you have been overwhelmed with an assignment, then you are familiar with the amount of frustration that some of your employees may be facing. If you have a staff member who is obviously having some difficulties with their position to the point where they are struggling to adjust, grasp new concepts, or their frustration has almost reached boiling point here are... Continue reading
Posted Dec 17, 2009 at HR Girl 4'11" Blog
Everybody wants a safe place to work in, for the most part. This particular article touches on a couple of sensitive subjects. But here are a few warning signs of a person who really could become a threat to your workplace: 1) He/She says absolutely nothing! 2) He/She has expressed what they will do in the event that they are to lose their job. 3) There is a noticeable search trail and visited sites on the internet for weapons or supplies 4) They have solicited the fact that they do not like their job, and encourages others to hate their... Continue reading
Posted Dec 3, 2009 at HR Girl 4'11" Blog
HR Girl 4'11" is now following The Typepad Team
Nov 30, 2009