Rejection Emails

From: [email protected] To: [email protected] Re: Rejection We appreciate you taking the time to interview with us for a job.  After an extensive review of your application, we have determined: (1)  there are many other candidates in the area that are much more qualified than you; (2) no one believed that...

A Proposal to Attract More Candidates

The key to recruiting is to have a sufficient pool of quality candidates.  Potential candidates are discouraged from applying for positions, however, because of the additional work that is required by some companies to even get through the recruiting door. To be clear, we are not talking about the programmer...

An Alternative Interview Paradigm

Please use a solid method for interviewing, but it is better for a hiring manager to ask objective legitimate questions rather than try to completely ignore that personal bias does occur.  Let me propose a radical interview approach: be honest with the fact that interviewers are human and have emotional...

Terminations for Cause – How To

There is just one good way to fire employees for cause.  I will leave to another time the discussion of documentation and justification for terminations - here I will focus on the process once a decision has been made to terminate. If you are the terminator, embrace the reality that...

Saying Grace and Religion at Work

Having worked in the South for a number of years I have come to the conclusion that religion is, well, . . . . , like a religion down here.  I suppose growing up in the Northeast and living in California did not prepare me for the pervasiveness of Christianity...

Locking Up Overqualified Candidates

A number of individuals will gladly accept opportunities regardless of the position’s level.  Unemployment has an ability to incentivize perspective.  We all need to work. But what is the solution to the “you are overqualified” paradox?  For me, should I consider: Formally renouncing my law degree to become less qualified;...

Discharge Arbitration – A Model of Just Cause

Executive Summary: Much of employer angst about unions stems from concerns about preserving the ability to terminate employees.  This article suggests contract language that puts employers in a better position to exit poor employees.  I have also highlighted some of the selling points to the union (or its members) on this...

The Cost of Turnover – An Inexact Science

Most Human Resources professionals agree that providing financial rationale for human capital strategies will help HR get a seat at the table.   Providing any standard costing of voluntary turnover (e.g. 50% of base salary), however, is something that can not be done with any level of accuracy.  I humbly suggest...

If You Just Lost a Union Election, Read This . . .

Full disclosure: I have never been on the losing side of an election where I was the responsible HR professional.  As a result, I have never had the pleasure of being caricatured in union literature, publicly called a management stooge, and later had to work closely with the folks that...

Right to Work v. Employment at Will

Note to HR professionals - please forgive the title of this entry - you already know that there isn’t really a “versus” between the two topics listed.  For the rest of you . . . . I was traveling for the holidays.  Typically when people  find out what I do,...