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Newmaed
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KD - Love the Kareem story to highlight this important area. Always surprising to find companies dropping the ball in candidate care, too many applicants, never enough time. For any company looking to improve, they should apply for the Candidate Experience Awards this year. It's not just about trying to win an award, this is process that will let you benchmark where you stand and help you in developing the improvement plan. It should only take you a few hours to submit your application. Here is the link to apply: http://www.thecandidateexperienceawards.org/how-to-apply/
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Funny - I read it completely different. Perhaps he isn't gaming the system, but giving some customers an opportunity to get current. It would be interesting to see how many customers actually pay up between the 45 day standard and Bill's 120 day grace period. Compare it to the number of customers lost after cutting them off at 45 days and we will know if he is gaming the system or just retaining customers.
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Kris - I think the experience and the ability to demonstrate it are both big advantages. But if a leader cannot leave it at the demonstration, and stay in the engine room too long - that's where it can backfire.
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Dude - I am not sure I agree with you that HR owns this. HR should most definitely grow a pair and call out the damage and risks of placating the Adonis DNA types. But this is really where the business leadership is calling the shots. Of course if an employee publicly admits to pounding 7 gram rocks - you can probably pull the trigger when it crosses that line.
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Kris - Well articulated point about the lost art of sourcing candidate references. But you might be a little late with the start-up play. Companies like SkillSurvey do eReference checking and they offer a Passive Candidate Compiler that let's you mine the reference contacts. It comes complete with opt-in and opt-out for the politically sensitive culture. I used this when I was hiring, and ran references on every candidate pre-interview in order to generate more leads.
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Nice one Steve! How about all the time that is wasted in the all day meetings when we get put to death by all those nifty powerpoint decks.
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Great list Tim. I think this applies to all disciplines, not just HR. How about Procurement, Finance, IT? We all need to get over ourselves a little.
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This is so perfect! It makes me think of the Google pay increases, will it prevent the birds with the bright feathers from flying?
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Tim - I think you make a great point, but the term flirt adds a little too much sexual connotation. When a woman is a great flirter - the men don't even know they were flirted with. So here is a good politically correct term for you "gender appropriate interpersonal skills." I can hear some politician now saying under oath "that depends on what your definition of Flirt is"
Toggle Commented Dec 17, 2010 on Women Should Flirt More at Fistful of Talent
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Kris - I think the 3 martini lunches might have something to do with the lack of judgement managers use when they decide to hook up at the office? Another great reason to support virtual working environments.
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Tim - I agree with you that this was a good move, at least to stem the bleeding. But the reality is, sometimes a company outgrows its people. While they may still offer the back rubs and free pie, Google is no longer a start-up. Some of the people who were attracted to Google at the beginning, start getting uncomfortable, like when your favorite shirt shrinks and just doesn't fit anymore (or maybe you just ate too much pie). The money will work in the short run, but to keep them long term, they will need to figure out how to create roles and opportunities that fit. If they don't fit, its probably better to let them go and bring in new talent.
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Nov 12, 2010