Can Asking about Salary in the Interview Lead to Discrimination?

Posted by  Alissa Parr, Ph.D.

wage-gap.jpgHow many applications have you completed that asked about salary or wage at previous jobs? Or, maybe I should frame the question, how many applications have NOT asked you this question? Several applications ask job candidates to disclose their salary at prior places of employment as a means to understand what their expectations may be and what may be a good starting salary for the candidate. However, this soon may be a question you’ll need to be cautious asking job candidates.

In a landmark decision, Massachusetts recently passed a pay equity law. This law requires employers to pay men and women equally for comparable work. They define “comparable work” as work situations that require substantially similar skill, effort, and responsibility and work that is performed under similar conditions. This ruling makes it very clear that it is unlawful to discriminate by providing genders different wages.


7 TED Talks Guaranteed to Make You a Better Leader

Posted by  Alison Medeiros

leadership-talks.jpgLet me ask you a question: why is leadership so important? I know it’s a simple question, but an important one. Good leaders have the ability to take their companies to the next level, while bad leaders can drag a company down. Leadership helps maximize efficiency and achieve organizational goals. More importantly, though, is that leadership can influence the behavior of others and motivate employees to achieve great things.

Improving leadership skills is a goal of many leaders that we talk to. It’s a great goal to have, but not always easy to accomplish. The following 7 TED talks provide excellent perspectives on many different facets of leadership that will challenge your current thinking and help you become a better leader.


Want to Hire the Best Employees? Take Notes from Fantasy Football

Posted by  Lance Andrews

fantasy-football.jpgAt one of my recent fantasy football drafts - yes, that is plural, I'm a bit of a football junkie - I was reminded of an anecdote from the CEO of my former employer (Tom Monahan). I heard Mr. Monahan deliver several versions of the story, but it came down to this idea:

In many organizations, most managers use more data to manage their fantasy sports teams than they use to make decisions about their own employees at work.

I always enjoyed that example and it works on a number of levels, but on that particular night, something about that quote really resonated with me.


5 Ideas You Can Take from Hubspot to Make Your Culture Exceptional

Posted by  Mark Rogers

culture-ideas.jpgEveryone knows that some companies place a lot of emphasis on their cultures, but at the end of the day, does it really matter? Who actually cares about company culture? In fact, there are plenty of articles that say culture is a myth. This one for example. I don’t believe that culture is a myth, though. I’m betting you don’t either. So what is a company culture and how do you get a great one?

Having a bunch of cool perks leads to a good culture, right? Not really. Unfortunately, it’s kind of hard to define, so let’s break down the culture of a company who is constantly rated as one of the best places to work in America.


7 Reasons Why a Succession Planning Program Should Be in Your 2017 Budget

Posted by  Paul Glatzhofer

succession-planning.jpgIt’s never too early to start looking ahead to 2017. In fact, your organization may already be finalizing its 2017 budget. Most organizations have realized the importance of hiring, developing, engaging, and retaining their leadership talent – no surprises there. They have also found value in using an objective and reliable measurement method to identify leadership and high potential talent.

However, some organizations still struggle to get buy-in from senior executives (those who hold the purse strings) and lack budget approval for one of the most important drivers of organizational success. If you are renewing your leadership assessment budget or trying to get executive support for the first time, these seven facts will help you get budget approval.


How to Successfully Add a Production Simulation to Your Hiring Process

Posted by  Connie Gentry

manufacturing-worker.jpgAs selection systems and employer’s hiring needs continue to evolve, pre-employment tools such as realistic job previews and hands-on work simulations are becoming more prevalent. This is a trend that we especially tend to see in the manufacturing sector. Exercises or “production simulations” allow employers to get a concrete measure of a candidate’s ability to effectively perform the same type of tasks that they would be performing on the job.

Having been involved in the development and design of many custom production simulations, Select International Project Consultant, Eli Castruita, knows firsthand the amount of planning, resources, and costs that go into making an effective production simulation. Below, Eli has outlined 5 essential steps that employers should consider when contemplating the addition of a production simulation to their hiring process.


3 Easy Ways to Improve the Candidate Experience in Your Hiring Process

Posted by  Greg Kedenburg

candidate-experience.jpgIn the HR world, the “candidate experience” refers to how applicants perceive their treatment during the hiring process. This encompasses everything from the first instant they become aware of the job (i.e. the job posting/description), to the end decision of hiring them or not, and every step in between.

Having as positive a candidate experience as possible is critical, as it increases the perceived fairness and overall quality of your hiring process, and to some extent, the company as a whole. A negative candidate experience can frustrate applicants, spurn attractive candidates, give your organization a poor reputation, or even increase the likelihood of legal action if a candidate felt they were treated unfairly. Even if someone didn’t get selected for the job they applied for, making sure they had as efficient, fair, and pleasant of an experience as possible can make a world of difference.

Let’s look at some ways that you can begin impacting your candidate’s experience in the hiring process:


5 Pitfalls That Can Derail Any Leadership Assessment Program

Posted by  John Fernandez, Ph.D.

leader-derail.jpgWhen done well, developmental leadership assessments can provide participants with some very useful and detailed feedback to help them become more effective leaders. However, even with high-quality leadership assessments that are well-administered, there are a few common pitfalls that can derail such programs. Below are 5 such pitfalls that stakeholders should be made aware of, and hopefully make efforts to prevent, before rolling out any developmental leadership assessment program.

1) Not taking the assessment seriously

Resistance from participants in leadership assessments is not uncommon. They may believe they are being forced to take the assessment to address perceived capability gaps with which they disagree, they may not believe the program will help them develop as a leader, or they may simply not want to take a multiple-hour battery of tests.


5 Tips for Creating a Realistic Job Preview That Will Reduce Turnover

Posted by  Connie Gentry

RJP-video.jpgIn a world where video, media, and interactive technology has become the norm, job seekers have come to expect more from companies when investigating potential employers. Some of the pros of utilizing these mediums to attract candidates is that candidates can watch videos to get a realistic job preview (or RJP) of the company as well as the position for which they are applying. This simple video can directly impact turnover.

The number of individuals who utilize social media in their daily lives, either personally or professionally, indicate that using this type of platform to house a realistic job preview video is an easy way to get candidates familiar with the nuances of the job – the positive and the not so positive.


3 Steps You Can Add to Your Hiring Process That Will Reduce Turnover

Posted by  Rose Keith

quit-turnover.jpgTurnover is a common and costly issue for most organizations. In fact, the Bureau of Labor Statistics reports that the voluntary quit rate in the U.S. is usually close to 25% every year. The costs involved with replacing employees who leave are high. Not only are there costs in terms of the money and time it takes to recruit, hire, and train a replacement, but if the organization decides to not replace the employee who left, those who remain take on the burden of extra work.

How can you reduce turnover? Because it’s such a complicated issue, without one overarching cause, your best approach is to take a multi-faceted look at what may be causing turnover in your organization specifically. Hiring is one of the key areas you can start with. What follows are three steps you can take in your selection process to reduce turnover.


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