Guest Contributor 17
I believe that we are at an inflection point with organizational diversity and inclusion efforts.
What got us to this point is not likely enough to take us forward. It’s time to hit the reset button on some of the mindsets and practices we apply to this work. Whether you are just getting started, trying to breathe new life into a stalled out effort or chasing greater impact, here are some potential “next practices” for your team, department or organization.
Will a candidate accept your job offer? Compensation is obviously an important element that makes your job offer attractive. What is perhaps less obvious is that candidates tend to compare the compensation you offer to other reference points. In particular, they may compare it to other people’s compensation or to their own compensation in similar jobs.
Newly published experimental research (Bracha, Gneezy, and Loewenstein, 2015, http://www.jstor.org/stable/full/10.1086/678494) shows that such pay comparisons affect workers’ propensity to take on a job, and offers insights about how to increase your chances of getting the talent you want.
Naomi Bloom recently shared her thoughts on why so many companies fail to promote women and minorities into key HR leadership posts. This week, I wanted to share ideas on this topic from other successful human resources professionals who have shaped my thinking as a talent advisor.
Heather Bussing is a California-based attorney. She has practiced employment and business law for almost 30 years.
With droves of Americans hunting for work and plenty of business owners seeking the right workers, you’d think companies would have an easier time finding talent. However, the problem frequently isn’t lack of talent or lack of initiative, it’s the lack of a solid talent strategy—the game plan for acquiring and keeping the workers that create success.
A good talent strategy is often the difference between companies that lead and companies that lag.
I’m hesitant when it comes to using the phrase “big data.” I think it’s overused and confuses people. Which when it comes to HR and data, isn’t hard.
There is no doubt that big data is transforming the way in which we look at the business. I’m just not sure that HR holds enough complex data sets to be truly big.
Chris Powell is the CEO of BlackbookHR, a software company on a mission to create more engaged and connected workplaces and communities. He previously served as executive vice president of human resources for Scripps Networks Interactive (HGTV, DIY, Food Network, Cooking Channel, Travel Channel, et al.), as vice president of human resources for the global financial services company ING, and in various corporate HR roles at Marriott International.
Get Posts by Email
Sign up to receive the latest recruitment tips, employer trends and hiring insights from CareerBuilder.