“The number of U.S. job openings recently reached 5.9 million-an all-time high,” author Henry G. Jackson writes in his article To Fill the Talent Gap, Take a Fresh Look at the Overlooked, yet the unemployment rate is only at 5%. As we look to explain why jobs are so hard to fill, we can expect a fresh wave of concern…as HR professionals, we need innovative solutions right now.” One solution is to tap underemployed portions of the talent pool.
About 65 million people in the US have criminal histories. While many have to check the box on applications saying they’ve been convicted, it shouldn’t rule out candidates in all circumstances.
Another thing to think about is hiring those with disabilities. Think of the contributions of people with both visible and invisible disabilities.
“As HR business leaders, we will need to judiciously tap every available talent pool to fill the 6 million job openings in this country. We can start immediately by taking a fresh look at those who are too easily overlooked, underestimated, or screened out. In doing so, we may find that we already have access to the only truly unlimited resource: human potential.”
At HireVue, we firmly stand behind this sentiment and have helped our customers tap into talent pools that have been overlooked.
Find Henry: Twitter
“Millennials bring fresh perspectives to the workplace. And more than any earlier generation, they have a clear sense of what they will (and won’t) tolerate. If you want your best employees to stick around, avoid these phrases.” In Lolly Daskal’s article, she focuses on the millennial generation. Here are the phrases to avoid:
- “I’m the boss, so you have to do what I say.” I personally believe this phrase shouldn’t be used basically ever, and I have never heard it in my experience. Daskal writes, “Don’t be too extreme with your sense of authority. Respectful interaction is important. That means engaging in conversation, and welcoming questions and feedback.”
- “That’s not a good idea.” Rudely worded for sure. “Young workers thrive on encouragement and empowerment. Dismissing their ideas out of hand—instead of discussing the positive and negatives—will shut them down completely.”
- “This is how we’ve always done it.” “Millennials require the freedom to engage, create, and innovate. In their view, tradition is less important than innovation.”
- “You have no idea what hard work is.” I’ve definitely heard this one and it does hurt my feelings! “Every generation says this to the next-remember how lousy it made you feel to hear it? Don’t discount a Millennial’s efforts-or anyone’s.”
- “You’re the only one who has a problem with this.” Don’t shame people.
- “Because I said so.” Blind obedience doesn’t go well.
- “If you don’t like it, I’ll find someone else.”
- “That’s none of your business.” (who are these bosses?)
- “You’re lucky to even have this job.”
- “I don’t want to hear you complain.”
- “That’s not your job.”
- “I don’t care what you think.”
The article has some good points, but I would argue that you should never say these things to anyone. What do you think?
In Alexander Kjerulf’s article, he asks a question: “Complete this sentence: When it rains, the price of umbrellas goes __. If you guessed up you’d be right in most places. But at IKEA stores, you’d be wrong.”
Normally umbrellas that are $4.99 are $2.99 when it is raining. What a way to make customers happy. Founder of IKEA, Ingvar Kamprad once said “Work should always be fun for all colleagues. We only have one life. A third of life is work. Without desire and fun, work becomes hell.”
How can you make your customers and employees happier?
In Jennifer V. Miller’s article, she questions when the work “no” became impermissible. “Many people think they can’t say “no” on the job. They tell me, It’s just no acceptable.” They say it’s because they work in a “can do” culture.”
This is because people view the word “no” as a rejection. In reality, it can also be a work leading to opportunity. “When used well, “no” presents an opportunity to set boundaries with those you encounter at work. The word “no” isn’t the problem; it’s that people often see their choices as binary.”
Miller teaches us four ways to say “no” in an easier way:
- “Not Yet.” Not everything has to be NOW. “Many times, the yes/no dilemma can be resolved with negotiating a time shift.”
- The Provisional No. “Let the requester know what you can do for them, and what you can’t.”
- The “Here’s What Happens If I Say Yes” No. Let them know that if you do this now, the other project will be finished later…etc.
- The “No Means No” No. “Sometimes, you just need to draw a line in the sand, especially with co-workers who are trying to take advantage of you.”
In Michael Haberman’s article, he talks about being at the Dreamforce conference. At a about women in the workplace, he learned this things:
- Unconscious biases. “One such bias has to do with the performance appraisal process, were women who help other workers is generally rated lower than men who help others out. She is generally seen as caring but rated lower than caring men. ON the other hand women who do not help others out are seen as being self-centered and thus rated lower than men who are rated as being independent.”
- Fiercely independent. “One panelist said that her “super power” was being a competent introvert in a world of extroverted men. Her introverted approach allowed her to thoughtful and reasonable amongst quick acting and impulsive men.”
- Watch your language. “…be aware of the culture presented. Using recruiting language where you are looking for rock stars and “ninjas” imply high male oriented cultures that may dissuade women from joining companies.”