More and more employers are thinking about, or actually doing, checks of a job applicant’s social media sites, with or without, the applicant’s permission.
The jury is really out on all of this, and here is why:
When most people think about branding, Human Resources is not something that naturally comes to mind. Instead, you think of slick advertising campaigns and instantly identifiable logos that inherently promise value, quality and a desirable image or personality.
One of your direct reports wants more money. He says he’s underpaid. Or he thinks he’s doing work above his current title. Whether or not you hold the purse strings for your team or organization, this is a tough situation for managers. How should you respond?
Many clients who are putting together their first background screening program ask us the same questions:
If you’re a sole proprietor with no employees and very little business overhead, what you pay yourself is pretty much what you earn in sales minus your costs and taxes. But what happens when your business grows, or you enter a partnership, or take on employees – how do you determine what your salary should be?
Some studies have counted over 124 different religions practiced in the United States and these religions range from only 10 adherents to tens of millions. When responding to requests for accommodation for religious practices, though, the size of the religion is irrelevant. The wrong answer to the employee who is a member of a 10-member tribe can create as much liability as the wrong answer to an adherent of a major religion.
When someone around us loses their temper, our natural defensive tendency is to match their intensity and also become offensive. This response usually only serves to pour gasoline onto the fire. Although counter-intuitive, a calm, measured response can de-escalate the situation.
Let’s talk about some tactics for defusing anger: