Earlier this year we wrote about the war for talent and the top ways to be agile in recruitment. Circling back to this topic, we’re bringing you even more insight. We reached out to our network of industry experts and asked for their thoughts on how else to come out on top. To gain perspective around this topic, Peoplescape Consulting Group gathered research and opinion from influencers in the area to enhance understanding of the status quo on finding and landing hot tech talent. Read more
‘Neurodiversity’ is a relatively new term that refers to people who have dyslexia, autism, ADHD, dyspraxia and other neurological conditions. These are ‘spectrum’ conditions, with a wide range of characteristics, but which nevertheless share some common features in terms of how people learn and process information.
On April 26, 2018, the Centers for Disease Control and Prevention (CDC) released new data on the prevalence of autism in the United States. The incidence of autism in the United States is now 1 in 37 among boys and 1 in 151 among girls. Many people with these disorders have higher-than-average abilities; research shows that some conditions, including autism and dyslexia, can bestow valuable skills in pattern recognition, memory, or mathematics. Yet those affected often struggle to fit the profiles sought by prospective employers. Read more
Every employee can benefit from an employee development program, yet it’s easily forgotten or let slide in the pressure of everyday business. But as a business owner, you can’t afford to cut employee development from your budget
Your role as a leader or influencer is to figure out what your company needs and what employees want and find a match. Take a deep look because providing those learning opportunities that speak to your audience will be the biggest predictor of money well spent. Read more
Bill and Melinda Gates have been married for 25 years and have three children. They met at work. So too did Michelle and Barak Obama when she was supervising him as one of the firm’s new summer associates, from Harvard law.
Most of us spend more hours of our day at work than anywhere else, so it’s not surprising that romantic relationships develop. Namely HR Systems, found 41% of employees said they’d engaged in an intimate relationship with someone at work, whether a peer, manager or someone in the C-suite. 5% of employees said they’d had a relationship with their boss. Millennials were more likely than those from other generations to have had romances with bosses. Read more
“I’m a great believer that any tool that enhances communication has profound effects in terms of how people can learn from each other.” – Bill Gates
Technology tools that encourage effective communication and collaboration in the workspace also ignite employee engagement and businesses agility and the ability to scale more easily. If your team is stuck in meetings with each other all day, it’s hard to focus outward and grow your business. A service like Slack can help your team break the focus away from the everyday conversations that can take away from true productivity, and spend more time on growth strategies. A recurring question we hear is, “in today’s global economy with dispersed and often remote workers, how can we practice transparency and keep employees engaged?” Peoplescape Consulting doesn’t endorse one particular communications tool brand, but if you’re looking for a quick overview of the most popular workplace communication tools and our experience implementing it, keep reading. Read more
Coming from Los Angeles, I knew people who taught barre for a couple of hours in the morning, then hiked Runyon by 11 AM, went to an audition, then drinks with friends while I was stuck in the office staring at their Instagram and their freedom.
Ryan Gosling famously (and controversially) commented that nobody works in LA. That is an over-generalization, of course, as most people do have jobs and are hardworking. There are also those called “gigsters” who freelance, contract, advise, or take gigs; they are not limited to Los Angeles and in fact, makeup over 150 million workers in the US and in Europe. These workers make up the growing gig economy. Intuit estimates the gig economy to make up 34% of the workforce and is expected to grow up to 43% by 2020. Read more
In our recent blog, Agile Organization: What did Zappos do that you didn’t?, we talked about the agile organization, principles that change the focus from imposing controls and standards to empowering collaboration and innovation. But how do you break that down and make it relevant and practical for your HR department? Read more
As early as 2012, Josh Bersin’s keynote at Deloit’s Impact Conference, focused specifically on how Agile, “the ability to create and respond to change in order to succeed in an uncertain and turbulent environment” was essential for businesses to be nimble and responsive, as the landscape changes frequently and in unexpected ways. Read more
It can be tough keeping up with all of the changes coming out of Washington and Sacramento; it seems every hour there’s an announcement on new or modified regulations in the workplace.
On January 1st, 2018, California unveiled a new law prohibiting employers from using an individual’s prior salary as a factor in setting pay rates. This law extends to public and private employers, as well as their agents, and it mandates that employers may not seek any information about an applicant’s current or past “compensation and benefits.”
That’s right. California’s salary history ban makes it illegal for employers to ask candidates how they are currently (or were formerly) compensated at work.
Mark was the CEO of a Stage 3 successful internet startup and was having sleepless nights about his employee relations issues. He knew he was only one employee away from a wage and hour claim, his team had grown from 1 to 100, they were passionate about their business and driven to meet demanding schedules. They didn’t want a corporate feel of policies, procedures, handbooks, but the prospect of financial ruin from noncompliance stalked him daily. He needed a Director of HR, preferably yesterday, but his informal networks yielded very little and the quality that flooded in via monster.com was not up to par.