HR Industry Brief

Despite the popularity of virtual interviews, a new survey suggests that most workers prefer the old-fashioned hiring method of the in-person meeting. Over half (62%) of 2,000 respondents say that, given the choice, they would rather interview in person than virtually. Their reasons include:

• The in-person interview is the only way to “truly judge a new job opportunity.”
• There are too many chances for technical difficulties in a virtual interview.
• There is a real need for human interactions throughout the recruitment and hiring process.
• The in-person interview is more personal.

According to a new report, 78% of customers say that how a company treats its employees is a leading indicator of the organization’s trustworthiness. Trust also is a key element in whether employees choose to take and keep a job with an organization. Here are four ways you can help build and sustain employee trust at your organization:

• Communicate regularly. Have regular team check-ins and meetings (both formal and informal). Take opportunities to get to know workers as people. Share organizational accomplishments and successes with them and recognize their contributions.
• Model ethical behavior. Leaders must demonstrate and communicate ethical standards and share why controversial or difficult decisions need to be made.
• Avoid punitive programs. Programs that punish certain behaviors, such as those that penalize smokers or overweight workers, can make people feel shamed, alienated, and disenfranchised. Instead, focus on empowering people to do … [Read more...] about (9/6) Four Ways to Build Trust Between Your Organization and Employees

According to a new study from the Harvard Business Review, many organizations still aren’t providing support for women of color. Among the findings:

• While the study determined that an inclusive work environment is beneficial overall to women, such an atmosphere makes black women feel more supported when they work independently.
• Many non-white women reported that they aren’t invited to social events, including lunch. Some say they are “accidentally” excluded from information-sharing networks. This makes these women feel resentful and distrustful of coworkers.
• Black women often earn less than white men and women and face greater barriers to advancement.

Workplace bullying/hazing has made headlines in recent months, and employers increasingly are seeking to address this concern. Strong policies, procedures, training, and awareness are key to keep employees safe and help companies manage and mitigate risks. Some facts you should know:

• There is a fine line between hazing, bullying, and sexual harassment. It’s helpful to have definitions of each that put everyone in your organization on the same page with the same understanding.
• Nationally, there has been an increase in reported incidents of the behaviors that often accompany hazing. It is unclear whether there are actually more incidents or greater awareness is resulting in more reporting.
• Organizations at greatest risk are ones with satellite or multiple offices or departments that are not monitored. Managers in these offices often have more autonomy and may escape scrutiny.
• Workplace bullying is covered under a general liability … [Read more...] about (9/4) Workplace Hazing Emerges from the Shadows

Don’t wait until a natural disaster strikes. Start planning now for how you can help employees recover and get back to normal as quickly as possible. A few ways you can support your team include:

• Communicate as soon as possible after disaster strikes, if only just to let everyone know what is happening with the organization, what is expected of them, what to do if they need help, etc. Let them know in advance how you will communicate with them, whether via email, a phone chain, social media, or other means.
• Make sure leadership is present. Employees will be looking to leaders for comfort, guidance, and support; so these individuals should be visible and positive as much as possible.
• Ensure managers have the tools they need to help employees and know where to refer them if they don’t have answers.
• Realize that people may need to get their homes and families settled before coming back to work. Have policies in place for crisis/emergency … [Read more...] about (9/3) How to Help Your Employees in the Wake of a Natural Disaster

According to a new survey, employees know their financial value:

• 73% have checked their salary against market rates within the last year.
• 46% feel underpaid, 47% think they are paid fairly, and just 7% say they probably are overpaid.
• 54% of employers say they talk to colleagues about compensation; and 28% say this have used this information as leverage to request a raise.
• 57% think a stronger economy has helped their earning potential at their job; although men (68%) are more confident about this than women (44%).
• Of those employees who don’t feel that a stronger economy has helped them, 34% say their company has offered only small salary increases and 31% say they would have to leave their employer to get a significant pay raise.

Checking references seems like a no-brain. However, there actually are some pros and cons to this. Some of the pros:

• It provides a defense in the event of a negligent hiring claim.
• It offers some perspective on the job candidate from someone who knows the person and his or work habits.
• It can help you uncover any exaggerations or embellishments on the person’s resume.

• A well-prepared candidate isn’t going to refer you to someone who will speak positively.
• References can lie, exaggerate, or leave out information.
• References can be inaccurate, such as the person wasn’t really the candidate’s direct boss.
• The job candidate may be hesitant to give you permission to contact his or her current employer because no one there knows he or she is job hunting.

Social media policies requiring employees to disclose some personal information go against federal labor law, according to a newly released memo from the National Labor Relations Board. Based on this information, social media policies:

• Shouldn’t be too broad or restrictive.
• Can’t restrict employees from sharing contact information or discussing wages.
• Can’t interfere with rights laid out by the National Labor Relations Act.
• Can mandate that employees not post anything discriminatory, harassing, bullying, threatening, or defamatory or post photos they don’t have the right to use.
• Can require employees to clarify that their social media posts are their own and don’t represent the company or its views in any way.

Diversity not only increases creativity and innovation in the workplace. It also is a characteristic that many younger workers are seeking in an employer. Get started building inclusivity now:

• Foster psychological safety. Create a workplace where people are comfortable sharing their true selves and best ideas.
• Listen and learn. Seek real input from employees. Solicit their ideas; and give them a chance to express their feelings and concerns.
• Make sure inclusivity is embedded in your culture. Be careful not to hire workers who are different or unique, then try to fit them into a specific box or mold once they start working.

  Not all stress is bad, but it’s important to get and keep a finger on the pulse of mental health at your organization. This can be challenging when, as one recent study shows, 69% of workers say it is safer to stay silent about workplace stress at their organization. Here are some facts you need to tell the difference between good and bad stress and identify employees who might need help:

• In idea situations, periods of stress are followed by recovery times, which give the body and mind a chance to bounce back. When work stress is layered on top of life problems, or vice versa, people often have no opportunity to recover; and the stress becomes overwhelming.
• Stress leads to disengagement and burnout. Type A (go-getters) and C (perfectionists) workers are more likely to thrive on stress, while Type B (dreamers) and D (relaxed but consistent) people may be happier in low-stress situations. Depending on an employee’s personality type, the triggers for … [Read more...] about (8/27) The Fine Line Between Stressed and Disengaged Employees