Search Results - pro-gambling

Blog Post: Executive Succession Series: Failing to plan is planning to fail - Part 1

There has been much fanfare about…

Added by Debbie Morrison at 11:30pm on May 2, 2022

Blog Post: [Job Seeker Blog] Other People's Money: There are so many options available to job seekers when the job hunt begins that it can be pretty scary to anyone just getting back into the swing of things - and hoping to not swing for…; Added by RecruiterGuy at 12:33pm on August 14, 2008

Topic: The Thoughtful Interview: g supplicant on the other side of their desk. So it's probably just as well that people can't read minds. If they could, most interviews would be aborted within 45 seconds: INTERVIEWER: Good morning Mr. Jones. I'm so pleased that we've finally had a chance to meet. (This loser's been clogging my voicemail and email with desperate messages.) APPLICANT: It's a pleasure to speak with you. (She's been dodging my messages for weeks. I'll never get this job.) INTERVIEWER: George Smith recommended you highly. So naturally I reviewed your resume and gave you a call. (George is an idiot. Why is he wasting my time with this jerk?) APPLICANT: I've known George for years, and he's very familiar with my work. (George is an idiot - a well-connected idiot. And if he weren't my wife's brother, he wouldn't give me the time of day.) INTERVIEWER: So tell me something about yourself. (He must be a relative. God I hate this job.) APPLICANT: Well, - I have a highly diversified background - everything from computer programming, to teaching, to sales. (One of these days I'll find something I'm good at.) INTERVIEWER: Which of those fields best reflects your skills? (Just what we need around here - another jack-of-all-trades.) APPLICANT: Well, - I'd say I'm equally strong at all of them. (I hate them all. Why do I keep saying "well"?) INTERVIEWER: Z Corporation takes pride in having well-rounded employees. (The only thing well-rounded about our employees are their derrieres.) APPLICANT: I do feel that my broad range of experience allows me to see the big picture and enhances my ability to function pro-actively. (She'll never buy this. I don't even buy this.) INTERVIEWER: That sounds very interesting. Why don't you tell me about your last job? (What crap. He's too sleazy even for sales.) APPLICANT: I was the Northeast Sales Manager, responsible for directing a sales force of seventeen. Unfortunately, my position was eliminated as a result of our acquiring a large competitor. (One with a sales force that actually sold.) INTERVIEWER: What do you feel you took from that experience? (I'll bet the only thing he took was their customer list.) APPLICANT: I developed managerial skills including how to evaluate manpower, delegate tasks, and allocate responsibility. (Three martini lunches and their customer list.) INTERVIEWER: If you had to name your greatest strength, what would that be? (They all claim strong interpersonal skills.) APPLICANT: Well, - that's a tough one. If I had to name just one, I suppose it would be strong interpersonal skills. (There I go with that "well" business again.) INTERVIEWER: And your greatest weakness? (I wonder if he'll pick "perfectionist" or "workaholic.") APPLICANT: My perfectionism does get me into trouble sometimes. And I have to fight my workaholic tendencies. (More like alcoholic tendencies.) INTERVIEWER: That's very interesting. (Bingo.) INTERVIEWER: I see you've worked for four companies in the last 18 months. Were all your terminations the result of downsizing? (I can't remember the last applicant who was terminated "for cause." Everybody's afraid of lawsuits.) APPLICANT: Yes, I'm afraid this economic downturn has been tough on white collar workers like me. But a growing company such as yours is perfectly positioned to benefit from my skills and maturity. (I sure hope George has as much influence as he claims. Otherwise I'll never be able to afford the divorce.) INTERVIEWER: What kind of position are you looking for? (If George makes me hire him, I'll quit.) APPLICANT: Well, - I'm flexible, of course. But the ideal position would both use my talents and skills and provide the kind of challenge that would grow me as an employee. (Something that pays well, isn't demanding, and has a fancy title. I sure wish I knew how much clout George has.) INTERVIEWER: That's good to hear. (If he says "well" once more, I'll shoot him.) INTERVIEWER: Are you presently considering any offers? (Fat chance!) APPLICANT: Frankly, I've been targeting my job search to a few select firms such as yours. (Fat chance! I've been rejected or ignored by everyone within a fifty mile radius.) INTERVIEWER: I see. Is there anything else you'd like to tell me about yourself? (I just love being lied to.) APPLICANT: Only that I'm hard-working, a team player, and that I'm eager to make whatever contribution I can to your firm. (Will this interview never end?) INTERVIEWER: Is there anything you'd like to ask about Z Corporation? (Please don't.) APPLICANT: I think George has me pretty much up to speed about Z Corp. (What's the point of asking?) INTERVIEWER: Good. But you may not be aware that many of our sales employees do their paperwork at home via computer hook-up with headquarters. How would you feel about that kind of set up? (It's either work at home or be stuffed into a two-by-four box like me.) APPLICANT: Whatever's best for the company is fine by me. (Now we're talking four martini lunches.) INTERVIEWER: We don't have many jobs available right now. Would you consider a trainee position on our software sales force? Not that I'm in a position to make you an offer, just yet. (Please say no, so I can tell George you turned me down.) APPLICANT: I'm ready and willing to consider any and all offers from a company as respected as yours. (Damn that George. Next they'll ask me to sweep the floors. I must have sounded too desperate.) INTERVIEWER: I'll be glad check our job slots against your credentials and see if we find a match. (I'd rather set fire to his pathetic resume.) APPLICANT: Thank you so much for your time. I've enjoyed exchanging ideas with you. And I'm certain my references will confirm everything I've told you. (I hope they're better liars than I am.) INTERVIEWER: It's certainly been a pleasure speaking with you. I'll be in contact as soon as I have an opportunity to touch base with your references. (They'll think I'm a lawyer when I get through cross-examining them.) APPLICANT: Thanks. I really appreciate your time. (I'll never hear from her again.) INTERVIEWER: You're very welcome. And lots of luck to you. (Boy, will he need it.) APPLICANT: One last thing. When may I expect to hear from you? (I won't hold my breath.) INTERVIEWER: Give it a week or two. (Don't hold your breath.)…; Added by Steve Levy to Recruiting Humor at 10:11am on January 8, 2009

Comment on: Topic 'Stupid office rules': t so many managers think these rules are a good idea? The fact is, many of these “stupid rules” are put in place by poorly informed management, who are attempting to solve a problem regarding one badly behaving employee, by instituting policy that effects everyone. Instead of creating and attempting to implement these rules, which simply frustrate and potentially disengage employees, deal with individual problems as they come, in a professional and legal manner. Regular feedback, both positive, and critical, is the best way to avoid these kinds of drab rules. If you praise employees for what they do well, while telling them how to improve, they’re more likely to listen. Also, a little trust goes a long way. I’ve attempted to name the most common stupid rules I could think of. If your company has any of these rules in place, maybe it’s time to rethink them. 1. No lunch break. With the economy and job-market still on the mend, many offices have instituted a no lunch, or greatly reduced lunch break, policy. Hourly employees are entitled to food breaks, but unfortunately, salaried employees aren’t given the same rights. As a result many employees are forced to work while they eat, or worse, not eat at all. Studies show increased productivity levels after a good lunch break, so even if it’s unwritten, this rule is a very stupid one. Let them eat lunch! 2. Only X bathroom breaks a day. Okay. It’s true. There are some advantageous jerks out there who may use “going to the bathroom” as an excuse to go text their buddy about golfing later. These special types of people however, are luckily few and far between. Punishing the rest of your staff isn’t the answer. There are so many health issues that require frequent bathroom trips, limiting the number, or requiring verification of a sometimes embarrassing issue, is just cruel. Deal with offenders directly and litigiously, or better yet, don’t hire people who aren’t trustworthy! 3. No music. So Chad in accounting just downloaded the new Nickelback album on Itunes, and he has been playing it all week on repeat, very loud. As an HR pro and policy maker do you A) Send out a mass email informing all employees they are no longer allowed to listen to music at work. B) Talk to Chad privately about turning his music down, or off possibly. C) Send out a mass email reminding everyone to “keep their music at a respectful level” and to “make sure it contains only work-appropriate content.” The answer is C, or sometimes B. Singling him out could potentially raise legal issues if others with more unanimous music taste listen at the same volume, but could be done appropriately in the right circumstances. Prohibiting music at work altogether is just dumb. Some people work better with music. Period. 4. The customer is always right. Cutsomers aren’t always right. In fact, sometimes customers abuse staff, lie to get what they want, make huge messes, and even steal. Of course the tolerance for rude and unethical customers varies greatly from industry to industry, but what’s important is to always give your employee some wiggle room with a customer. If employees can’t handle a customer, don’t make it the policy to reward complaining indiscriminately. Give your employees some power over customers, they’ll appreciate it and use it wisely. The success of your company likely means more to them than it does your customer. 5. No personal conversations during work hours. Cathy is a talker. She always has been when approached, but lately she’s been lingering at people’s desks and engaging them in long personal conversations when they should both be working. Instead of making a ridiculous, sterile “no personal conversations” rule, have a really nice “chat” with Cathy, reminding her to keep her to try to keep the personal conversations to a minimum. As long as you stay friendly and vague, and she really is talking more than anyone else, and distracting other employees, there shouldn’t be a legal issue. 6. No cell phones at work. Obviously nobody wants to see their employees texting away at their desk when they’re getting paid to work. That said, sometimes you employ people who have pressing family or health issues that require them to check their cell-phone periodically. If you catch someone texting a friend during work hours red-handed, deal with it. Otherwise, trust that employees are going to be decent enough not to waste everyone’s time texting when they should be working. 7. No personal internet use. The term “rules are meant to be broken” really applies here. Aside from a massive firewall (and even then there’s smart phones) there’s really no way this is going to happen. Yes, chatting on Facebook all day, is unproductive and unprofessional. This doesn’t mean someone shouldn’t be able to check their personal email or social media accounts on a break. Limit it? Yes. Track it? By all means, yes. Outright ban on it? No, you’re just asking for dissent and dissatisfaction. Bottom line: Trust your employees, and deal with problems directly. …; Added by Megan Bell at 11:02am on August 17, 2012

Comment on: Topic 'Stupid office rules': at the moment in the HR world. Why is it that so many managers think these rules are a good idea? The fact is, many of these “stupid rules” are put in place by poorly informed management, who are attempting to solve a problem regarding one badly behaving employee, by instituting policy that effects everyone. Instead of creating and attempting to implement these rules, which simply frustrate and potentially disengage employees, deal with individual problems as they come, in a professional and legal manner. Regular feedback, both positive, and critical, is the best way to avoid these kinds of drab rules. If you praise employees for what they do well, while telling them how to improve, they’re more likely to listen. Also, a little trust goes a long way. I’ve attempted to name the most common stupid rules I could think of. If your company has any of these rules in place, maybe it’s time to rethink them. 1. No lunch break. With the economy and job-market still on the mend, many offices have instituted a no lunch, or greatly reduced lunch break, policy. Hourly employees are entitled to food breaks, but unfortunately, salaried employees aren’t given the same rights. As a result many employees are forced to work while they eat, or worse, not eat at all. Studies show increased productivity levels after a good lunch break, so even if it’s unwritten, this rule is a very stupid one. Let them eat lunch! 2. Only X bathroom breaks a day. Okay. It’s true. There are some advantageous jerks out there who may use “going to the bathroom” as an excuse to go text their buddy about golfing later. These special types of people however, are luckily few and far between. Punishing the rest of your staff isn’t the answer. There are so many health issues that require frequent bathroom trips, limiting the number, or requiring verification of a sometimes embarrassing issue, is just cruel. Deal with offenders directly and litigiously, or better yet, don’t hire people who aren’t trustworthy! 3. No music. So Chad in accounting just downloaded the new Nickelback album on Itunes, and he has been playing it all week on repeat, very loud. As an HR pro and policy maker do you A) Send out a mass email informing all employees they are no longer allowed to listen to music at work. B) Talk to Chad privately about turning his music down, or off possibly. C) Send out a mass email reminding everyone to “keep their music at a respectful level” and to “make sure it contains only work-appropriate content.” The answer is C, or sometimes B. Singling him out could potentially raise legal issues if others with more unanimous music taste listen at the same volume, but could be done appropriately in the right circumstances. Prohibiting music at work altogether is just dumb. Some people work better with music. Period. 4. The customer is always right. Cutsomers aren’t always right. In fact, sometimes customers abuse staff, lie to get what they want, make huge messes, and even steal. Of course the tolerance for rude and unethical customers varies greatly from industry to industry, but what’s important is to always give your employee some wiggle room with a customer. If employees can’t handle a customer, don’t make it the policy to reward complaining indiscriminately. Give your employees some power over customers, they’ll appreciate it and use it wisely. The success of your company likely means more to them than it does your customer. 5. No personal conversations during work hours. Cathy is a talker. She always has been when approached, but lately she’s been lingering at people’s desks and engaging them in long personal conversations when they should both be working. Instead of making a ridiculous, sterile “no personal conversations” rule, have a really nice “chat” with Cathy, reminding her to keep her to try to keep the personal conversations to a minimum. As long as you stay friendly and vague, and she really is talking more than anyone else, and distracting other employees, there shouldn’t be a legal issue. 6. No cell phones at work. Obviously nobody wants to see their employees texting away at their desk when they’re getting paid to work. That said, sometimes you employ people who have pressing family or health issues that require them to check their cell-phone periodically. If you catch someone texting a friend during work hours red-handed, deal with it. Otherwise, trust that employees are going to be decent enough not to waste everyone’s time texting when they should be working. 7. No personal internet use. The term “rules are meant to be broken” really applies here. Aside from a massive firewall (and even then there’s smart phones) there’s really no way this is going to happen. Yes, chatting on Facebook all day, is unproductive and unprofessional. This doesn’t mean someone shouldn’t be able to check their personal email or social media accounts on a break. Limit it? Yes. Track it? By all means, yes. Outright ban on it? No, you’re just asking for dissent and dissatisfaction. Bottom line: Trust your employees, and deal with problems directly. …; Added by HR Degree's at 2:19pm on August 17, 2012

Blog Post: The Link Between Health and Safety and Operational Efficiency

In workplaces throughout many different…

Added by Alicia Walker at 4:55am on June 14, 2021

Blog Post: 15 HR Tech must-reads from January 2021: After a holiday break, we’re back with the best reads across the HR blogosphere from January. We’re always scouring the net for the best new insights that keep us on the forefront of HR…; Added by Phil Strazzulla at 4:53pm on February 25, 2021

Blog Post: Recruiting: How to Double Revenue in 90 Days Using the Easy Button

“The Top 5 things that are guaranteed to make the difference”

By…

Added by Jon Bartos at 3:57pm on April 29, 2013

Blog Post: 7 Ways to Become a More Successful Recruiter?

How to become a more successful recruiter…

Added by Kristina Martic at 7:37am on March 9, 2018

Blog Post: What You Should Know About the New LinkedIn: Did you know that people with more than twenty connections on LinkedIn are thirty-four times more likely to be approached with a job opportunity than people with less than five. That fact came…; Added by Craig Fisher at 1:18pm on January 14, 2009