Most HR leaders say workplace diversity efforts have failed, according to Gartner research. The report identifies issues with career paths, starting with relationships between managers and employees.
Companies are more likely to rebound from the pandemic if they embrace artificial intelligence and use cloud-based solutions that help employees work remotely, says Neha Pareek, a regional HR director for IBM. "One of the things that the pandemic has taught businesses is the critical importance of technology solutions which enable speed, flexibility, insight, and innovation," she says.
Choose candidates for executive coaching based on their ability to learn, adapt and grow, as well as qualities such as problem-solving skills and self-awareness, writes executive coach Rick Koonce. "In today's matrix-based organizations and highly collaborative work environments, leaders need to display a standout ability to work well with a variety of people," Koonce writes.
Using fear to get results, putting little effort into improving culture and failing to show appreciation for employee accomplishments are some of the ways employers hurt the employee experience, writes leadership coach Heidi Lynne Kurter. "Many companies overlook the importance of hiring until it's too late and they're not happy with the culture that transpired," she writes.
HR leaders at manufacturing companies should be working closely with local schools and colleges on awareness and apprenticeships, rethinking job descriptions and employee-development programs, and considering targeted advertising to reach the right candidates. Neogen, a maker of food safety products, uses Facebook advertising to match with people's interests and by geography, generating interest unmatched by other marketing channels, says HR executive Julie Mann.
Leadership must start conversations about how integrity is defined and what it looks like with co-workers and customers, says Rob Chesnut, a former prosecutor and Airbnb executive. "It's a message that can't be outsourced to HR or a third party, it needs to come from leaders, and it needs to talk about things like romantic relationships in the office, alcohol and work events, using office resources for personal benefit, even hugging," Chesnut says.
Creating a positive virtual hiring and onboarding experience begins with using technology tools and a technology strategy that support these efforts, writes Trish Stromberg of iSolved. Stromberg outlines four areas employers should consider as they craft their initiatives, including virtual interviews and reimagined job roles.
Republican and Democratic politicians have resumed talks about legislation for another round of coronavirus crisis relief, after discussions ended without an outcome last week. The talks have assumed more urgency as the provisions for emergency unemployment aid expired on Friday.
Age discrimination can increase during recessions as employers look to cut costs and replace experienced workers with younger talent who will work for less, writes Jack Kelly, CEO of WeCruitr, citing research from MarketWatch. One version of this practice -- called "juniorization" -- calls for "downgrading a position, so that a well-experienced person is now deemed to have too much firepower for the job," Kelly writes.
Following up after a career fair is particularly important when the job fair is virtual, says Brie Reynolds, career development manager at FlexJobs. In follow-up correspondence, include the name of which recruiter you talked to and connect with that recruiter on LinkedIn, with a mention of what your conversation was about.