Did you miss me already? Here we go:
We all think anyone with a disability that employers must accommodate, but the key word is “essential.” If the job is essential like working in the sun or working underwater, then it’s a must and the person, with the disability, must prove he/she can do it.
And yet, some mock employees wearing tattoos? Seriously, I think “wearables” is the the perception of trying to get an advantage. You do need it for urgent matter, but not everyday.
This is a CEO survey by KPMG. These are their top concerns:
- Confident on economic outlook, hiring (55%)
- Optimistic about business prospects (62%)
- Strong focus on growth (72%)
- Product relevance as a top concern (72%)
- Surge in Operating Model Transformations (76%)
- Adapting to government regulation a high priority (34%)
- Risk management not regularly discussed (27%)
On the talent side, hiring is always a concern, but put talent and risk management together? Something tells me either CEO wants more data to key on their workforce or they’re seriously thinking working robots.
I personally think first impressions are the most fantasized characteristic, either in getting a job or on a first date. I know manners matter, but there’s too much pressure on first impressions. It’s mostly an act. It’s the follow-ups to see if they want to stick.
A great article that maybe circumstance makes for bad bosses.
People write content so it gets read, but they will forget it soon. Our short attention spans in use.
I understand why companies would want passive talent because they’re currently working and are up to date on the trends, but what about active job seekers? I could say start a blog, video series, social media accounts, and other media channels, but will recruiters and sourcers find these active job seekers who don’t have a job, but working very hard to get their name out there in their job search than actually working?
The Research Is Clear: Long Hours Backfire for People and for Companies by Sarah Green Carmichael
Work needs to be like Kindergarten class: we get lunch, recess, and a nap.
If we pay a lot on potential, you might get a lot in return since you have inflation and the dollar value changing. If we pay for performance, we’re paying for their past performance and not necessarily the future. Companies want results, but there’s too many factors to know if they reach their potential. It varies for each company.
Don’t blame me and my company. By the way, I totally agree with Tim here.
I wonder the sexy fundamentals involve having an Ashley Madison account?
I have established, in my company, that I’m an expert in sourcing tools, social media, and technology. There is one other skill I had no idea I was an expertise in: photoshop.