Organizations should have clear policies and procedures when they discover a candidate has lied on a resume or posted inappropriate items on social media, career expert Heather Huhman advises. "Address these contradictions directly in the interview, with specific questions. If the job seeker provides vague, rambling answers, chances are he or she is lying or trying to avoid the confrontation," Huhman writes.
Millennials tend to be highly mobile between employers, but that can be minimized if company leadership takes the necessary steps, writes Heather Huhman, founder of Come Recommended. That means delving into social media and responding to this younger generation's desire for career development and flexible schedules.
Some employers have found that embracing a four-day workweek can help them boost productivity and retain talented men and women, writes Peggy Drexler, an assistant professor of psychology at Cornell University. Employees may fear missing out on valuable opportunities if they choose to work less, so "the four-day week tends to work best when the entire office is involved," she writes.
Many people are reluctant to take risks because they overestimate the chances of failure or imagine the worst possible consequences, writes Margie Warrell. You can become more comfortable with risk by analyzing the cost of inaction and examining how fear is influencing your decision-making process, she writes. "Fear regret more than failure -- history has shown that we fail far more from timidity than we do from over daring," she writes.
Flexible working arrangements matter to both men and women, writes Alison Quirk, executive vice president of State Street. Companies should get managers involved in flexibility initiatives, measure their progress and provide positive role models, she writes. "Showcase employees and top executives alike who take advantage of flexible arrangements," she recommends.