Top 5 HR Articles of the Month – April’21

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Discover in this post our selection of some of the best articles related to the world of Human Resources for the month of April.

1. Why Recruiters Leave Recruiting

I was shocked! Recruiters know the power of employee referrals. Stacy didn’t seem bothered that she’d referred a toxic person who was then hired to work with our team. (Stacy reached out to me several years later when I was hiring a recruiter for another company because she wanted to be considered. I didn’t interview nor hire Stacy. I didn’t even consider her, which shocked her.)

By: Nicole Reyes

2. Stop Waiting for Your Employees to Ask for a Raise

American culture makes it very uncomfortable to talk about salary. This means that your employees generally know their own salary and guess what other people earn. You, on the other hand, know what all your employees earn. You know the salary requests candidates make. Your HR department should have salary survey data and know what the market looks like.

By: Evil HR Lady

3. Distributed Work

Distributed work is people working from anywhere. There is no centre. This is what we have seen explode during this pandemic. Some people think we will go back to the ‘old normal’ of clustered work as soon as — or if — this pandemic is over.

By: Harold Jarche

4. How Leadership Challenges Can Bring Out the Best In You

Being a leader is a challenge in itself. And every leadership role comes with its own set of specific challenges. In my work as a leadership coach I have been able to see a wide range of situations that are especially challenging to leaders. Whatever form a challenge takes, it’s best to approach it as an opportunity for you and your team to excel in a high-profile situation.

By: Lolly Daskal

5. How to hire candidates post-pandemic

People have become used to working flexibly after more than a year indoors. And for a variety of reasons—from sustainability to employee engagement—this is a positive development. But working from home cannot compare to working in an office in a number of consequential ways, not least of which is that the learning curve for new team members is not nearly as steep when onboarding is a digital process.

By: Will Capper

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