Ed tor’s Note Smart companies understand that there is a tight correlation between the placement of different teams and the design elements that reflect the company’s culture, brand and values. The year 2016 saw “action office” become the cubicle. Cubicles are torn down for open-office plans, which leaves Holland Enterprising and Realistic personality type year for private space. Standing desks. Rotating desk assignments. Treadmill desks. No desks. There’s no such thing as new office design. All new office design trends are a kaleidoscope of ideas put to good use. How do we know whether our approach to office design is effective? How do we measure efficiency? Few companies measure whether an office space design helps or hurts employee productivity, but the thing is, they should. We’re not talking about using activity trackers, sensors, and smartphones to yield data on employee habits and behavior. In our quest to understand how specific office design can produce specific outcomes, we learned that productivity and motivation are not in the same box at all times. Getting there is not easy. What would the office of the future look like? How can companies change their spaces to reflect how people work, for productivity and performance to follow? Happy Reading!
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The Team Editorial Anna Domanska, Editor-in-Chief
Christy Gren, Sub-Editor
Priyansha Mistry, Sub-Editor
Aubrey Chang, Associate Editor
Riana Petanjek, Sub-Editor
Design Kevin Paul Sr. Graphic Designer
Reepal Savaniya Graphic Designer
Project Management Tony Raval Project Director
Marketing Jason Miller Sr. Project Director
Jay Raol Project Director
Advertising Richard Dean, Advertising Manager
Technology John Hancock Head-Web Department
Finance Control R R Baratiya
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Le Manh Coung, Sr Software Coordinator
Julia Hunt, Magazine Production
Content Features
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HR DRIFT Fast-food Workers May Soon Have Scheduling Rights
LEADERSHIP INSIGHTS Experience or Efficiency? Should I promote the loyal, experienced employee or fresh talent?
Q&A WITH JANE
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Why aren’t interviewers expected to be punctual?
TRAINING & DEVELOPMENT How Zappos Trains Their Employees to be Mindful
COVER STORY Shortcut to a Productive Workforce The HR Digest Magazine | July 2017
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EMPLOYEE BENEFITS Physical Disparity No Bar! Five companies which encourage differently-abled employees
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LEGAL HUB Overworked at job. Is there any legal action that can be taken?
HR TOOLS & TECHNOLOGY How good is automated hiring? Let’s find out.
RECRUITMENT POINT
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Can a team be a good hiring manager?
SUCCESS STORY The Name Behind Google’s Unique Workplace Culture
WORKPLACE CULTURE Dirty Workplace Secrets!
HR Events & Conferences 008
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A roundup of the latest news and insights on the human resources to keep you informed on issues at the forefront of the industry.
Cyborgs at Work What could pass for a dystopian future is almost a reality at Swedish company Epicenter. The company implants its workers with microchips, which in turn allows them to track their employees’ every move. So far 150 workers have been embedded with a chip, so managers can monitor breaks and how long they are on their desks. The technology isn’t new. It’s been around for years and is typically used as virtual collar plates for pets. Businesses track their employees’ location all the time. Often, it’s to keep an eye on company property, like company vans or employer-issued cellphones. Other times, employee tracking helps bosses make sure their workers are clocking in and out on time, and that remote employees – like a plumber, for instance – are indeed where they say they are. Tracking systems can also help employers ensure their workers are reporting mileage correctly. The question is: can we use the technology to measure productivity on a broad scale? Epicenter and a handful of companies are the first to measure employee productivity using microchips. At Epicenter, microchips are inserted into the area between the thumb and index finger. The chips are passive, and so other 010
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devices nearby can read them but the chips can’t read the data themselves. For employers, the microchips yield numerous benefits. They can track where their employees are and whether they are working or not. In fact, they even track other things such as the lengths of the breaks, work attendance, etc. There are potential downsides as well. First and foremost, the microchips haven’t shown any dangers. The potential long-term health effects are as of yet unknown. Secondly, do you really want to be able to track your employees 24x7, 365 days a year? In the end, privacy matters. The HR Digest Magazine | July 2017
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Fast-food Workers May Soon Have Scheduling Rights Recently, New York City became the third and largest major U.S. city to give fast-food workers scheduling rights. Mayor Bill de Blasio signed a package of bills that will cover approximately 65,000 fast-foot workers. This package ensures predictable checks for fast food and retail workers will soon be rights, not privileges. The bills will go into effect in 180 days. Mayor de Blasio’s package includes bills that promise to end unjust and varying scheduling practices in the fast food industry. Fast food and retail corporations will be held accountable for their unfair scheduling practices, which have left workers with little opportunity to earn a good living. Such practices have led thousands of low-wage workers to New York City to obtain additional employment, plan for child or elder care. The package will ensure low-wage workers obtain a pathway to full-time hours. It will also create an innovative model for fast-food workers to advocate for their rights. The bill would require fast food and retail employers to produce a written notice of schedules to their workers at least two weeks in advance. This would also help regulate the exhaustive practice of “clopening,” or consecutive closing and then opening shifts. In addition, if a fast food employer makes changes to a workers’ schedule with less than 14 days’ notice, the employer must pay the employee a premium. The bill is applicable to retailers with 20 or more employees. It will ensure that low-wage workers who are trying to make ends meet no longer face obstacles when they are trying to plan for how and when their families will be cared for and how much will be in their paychecks at the end of the week. 012
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UK Workers Feel Frustrated By Flatlining Pay Workers in the UK feel frustrated because their pay has been flatlined for a decade. Low pay has contributed to low interest rates, which will remain low for a long time. No matter how efficient workers and employers are, Flatlining is still one of the biggest causes of lack of pay growth. Currently, only between 1% and 5% of firms are “high-innovation� businesses who have embraced artificial intelligence, and are on the road to productivity. The biggest cause of sluggishness in productivity and pay is that firms keep taking the low-productivity road. Firms are unable to benchmark themselves against other firms to see whether they’re making any tangible progress. Pay growth has been sluggish over the past couple of years. This has taken the UK government by surprise, in spite of the evident rise in UK employment and jobs growth. Moreover, lack of pay growth is one key factor that has contributed to interest rates in the UK at their current low levels. Anti-poverty campaigns are using the bleak figures to show how workers with low skills in certain parts of the country are among those worst hit by flatlined pay and better employment opportunities. The rising cost of living has also hit workers on lower incomes harder than any other groups. Low to middle wage earners have been facing inflation that is up to once percent greater than for higher earners for the past decade. The phenomenon predates recession and is ineradicably widespread. It has been occurring consistently for the last two decades and is observed for lowwage earners across the age spectrum. 014
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Want to be an engineer for Jaguar? Play games! Recruiters are coming up with innovative ways to test the eligibility of their employees but the automaker Jaguar leaves behind others in this field. The producer of Range Rover, Jaguar has decided to hire 5,000 employees in this year. Out of these, 1,000 recruitments will be software and electronics engineers. This announcement was made by the auto giant on 19th June and has also declared certain criteria for the same. This might be the first company which will decide whether the candidate is eligible for the job or not by his skill at playing a certain mobile game. This may sound intriguing but it is true. Jaguar has stated that in order to streamline the best out of such a huge number of candidates, it has come up with a unique way to test their intelligence in the given field. For this, the candidates have to crack their way through a mobile game called Gorillaz. Jaguar and the creators of Gorillaz have collaborated to create a special level of the game according to the requirements of the automaker for its recruitment process. As the company has to hire a considerably huge number of employees at once, it can become tedious for the HR to pick up the best of the candidates. Gorillaz provides an experience which combines 360, AR, and VR. The game will have a graphic presentation of the work expected from these engineers at Jaguar and the candidates have to solve the puzzle accordingly. The candidates who are successful in solving the given problem will be considered eligible for the job as apparently the skills required for the job are tested through this game. The game comes with an Alternate Reality Game Format (ARG) which challenges the candidates to a series of codebreaking puzzles. Jaguar justifies this decision by saying that the auto industry is likely to transform into an industry which runs on software innovation. At such 016
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a time, it is important to recruit people who have radical thinking of this sector and can tactfully deal with it. This idea of streamlining the candidates seems like a logical one as it will test the skills of all the candidates at one go. The HR Digest Magazine | July 2017
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You can now tip the Uber driver who made sure you reached safely! Currently, Uber is undoubtedly one of the topmost ride-hailing giants in the entire world. Despite the various scandals and other such negative issues which have popped up recently, people still rely on Uber for their transportation needs. We have often read success stories about how in less than a decade Uber changed the face of everyday commute for the public and has achieved such tremendous progress. In any such story the credit is usually given to the leader who guided his team towards the progressive path. But we fail to give credit to the drivers. After all Uber is a service-based organization, which means that if the employees interacting with the customers don’t do their job well, then no part of the company will be profitable. The Uber employees working in offices get basic perks which are part of their job profile. What about those drivers who physically run around with their cars and drop the customers nicely so that the customer ends the ride with a smile on his face. For the last eight years, Uber has never promoted the idea of tipping its drivers. But news suggests that Uber is willing to change this ideology. Uber would always say that tipping the drivers is unnecessary. On Tuesday, the ride-hailing giant announced that the Uber app will finally have the feature of tipping an employee. Presently, the tipping feature is being introduced only in three cities: Houston, Seattle, and Minneapolis. In case the tipping feature works out, only then the team will introduce it to other places as well. At the end of the trip, the rider is asking if you want to trip the driver and the minimum amount of can tip is $1, $3, or $5. Hopefully, this update will be available
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in the entire country of the U.S. by the end of the month of July. It is essential to provide a motivational factor to these drivers as with a few bucks, they will be encouraged to provide the best services possible which will lead to the progress of the entire organization. The HR Digest Magazine | July 2017
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LEADERSHIP INSIGHTS
Experience or
Efficiency? Should I promote the loyal, experienced employee or fresh talent?
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If you have been a part of the casual conversations that take place between the managers of your company, you would have noticed that there is a common issue which almost all of them face. Well I hope you were actually a part of this conversation and not just eavesdropping. Coming back to the issue, there is a constant battle between the significance of seniority and talent in a job role. Specifically, in terms of a promotion, an unending debate about whether one must be promoted on the basis of his seniority or efficiency goes on. Both these aspects have their own plus points and drawbacks. A discussion of these aspects can give the manager a better idea about how to go about taking his decision.
When the need for promotion arises, the manager has to weigh the credibility of an employee considering both these aspects. It can be said that seniority and talent are like the units of measurement. But both these units have their own advantages. It is upon the manager to pick the right unit to measure his employees with reference to the working style of the company and the job role. This will help you select the right candidate who will be good at the mentioned job position and will prove that your decision was the right one. If the selected candidate does not prove his worth, it will come across as you having a wrong sense of judgment and will adversely affect your credibility. So choose wisely.
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LEADERSHIP INSIGHTS
Seniority as a unit of measurement for efficiency On a general basis, seniority is defined as the time spent by the particular employee in the given company. If we want to be more precise about it, it is calculated according to the
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time spent by the employee in that particular department or position. There are usually two situations which cause the need to promote someone. The first is when a person spends too much time in one position expects appreciation for his loyalty and consistency in the form of an appraisal. But are these reasons enough to promote that person? This is what we have to figure out first. The number of years the person has spent with the institution must not affect the analysis of his efficiency for the promoted post. If a company decides to promote people on the basis of seniority, then it will show a decline in the work quality of the people. This is because if it is certain that by simply spending time in the definite cubicle one can get promoted, then he will not put in extra effort to increase his productivity. This will lead to monotonous work patterns due to which the company will reach a stagnant point.
employee on the basis of his seniority in the company is an absolute no. Every aspect of a decision must be thought about before considering or dismissing it. At times, promoting on the basis of seniority can work in the manager’s favor as the employee knows how things work in the office and can work accordingly. Also, he shares a rapport with other employees, which makes it easier to work as a team. Hiring one with experience makes things easier for the manager as well. He need not train someone right from scratch. All he has to do is guide the newly appointed and rest will flow smoothly. If a new recruit is promoted within a short span of time, it may raise questions of favoritism in the workplace. In the case of seniority, this will not happen. Employees need not be wary of a new employee who jumps to the higher position before them just because he knows the senior authority on a personal level. He will also have to prove himself before he is promoted This does not mean that giving to the position everyone else is preference to a capable in line for. The HR Digest Magazine | July 2017
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LEADERSHIP INSIGHTS
There can be a situation where in an employee who is just half a year old in the office might show such tremendous talent and scope for growth that his capability instantly impresses you. Within this short span you might notice the employee working with adequate dedication towards his work. Some people have the right qualification, but are unable to put it to use. But 024
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there can also be some who make the most of their training and expertise which end up in speedy results. During such a phenomenon, it might strike to you as a leader that he may be a good choice for the next promotion. On closer observation, you can get an idea if he has the leadership and communicative skills that is required for that particular job role. At such a
time, the preference given to experienced employees serves as a hindrance.
Talent-based promotion will ensure efficiency
It is essential to take into notice that the quantity of time an employee has served in the company is not as important as the quality of work he produces. One must first judge the professional potential of the individual and then check if his experience can serve to be useful. Promoting people on the basis of their talent will encourage a healthy competitive spirit in the organization. If you promote one person on the basis of his talent, the other employees will be motivated to put in their best so that even they could climb the ladder of progress. This will also give them an idea that they need not wait for years for a promotion if they can prove their worth in the time allotted. Such an approach will definitely boost the overall productivity of the organization which will reflect in the numbers as well.
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LEADERSHIP INSIGHTS Certain organizations have an unsaid policy of giving preference to people with higher experience during the promotion. Whereas there are a number of companies which promote innovative thinking and therefore give such fresh minds a raise. The approach for every company is different according to its ideology. One can’t simply go by the book and take decisions for promoting people accordingly. The promotion of a person to a higher post or financial increment depends on his work efficiency and overall credibility. A leader has to take all such aspects into consideration before coming to a decision. If the need arises, going against the company’s work pattern is acceptable as long as it will benefit the organization in 026
the long run. As a leader, it is your responsibility to take the best decision for your team and also the company. Whether you pick a person according to his seniority or talent, you must make sure that you have a proper justification in both the cases. Even when you are going against the company policies to promote
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someone, you must have substantial reasons behind picking the particular person. A superficial analysis of the employee is not enough. It is always better to list down the positives and negatives of an employee which led
to his selection or rejection. By doing so, you can avoid any kind of trouble which may be caused due to your decision. In the end, just make sure that you pick the deserving employee in a just and logical manner. The HR Digest Magazine | July 2017
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The Brutal and straightforward answers to HR-related queries and concerns. Send in your queries with the subject line ‘Ask JANE HARPER’ at info@thehrdigest.com
Hi Jane, Is reporting against my boss appropriate?
Workplace expert Jane Harper clarifies all your doubts which you have as a subordinate when you need to report bad behavior of your senior.
I work for a pharmaceutical company in the client relations department. I am new to this place as well as the professional world, hence I’m extremely careful about each and every action. I have a team leader who guides me about my duties and corrects me whenever necessary. We share a cordial relationship despite the professional disparity. Greeting each other with a polite hello and making small talk during lunch is becoming an everyday ritual for us. I am grateful for having a leader who guides me through everything in a friendly manner without probing much into my personal space. The other day me and my team were informed that our leader will be absent for a few days as he had lost his mother to a long-term illness. We mourned his loss for a minute or two and got back to work. I made sure that I didn’t let my leader’s absence affect my work and completed everything properly and on time. As it was a weekday, I had to pick up my girlfriend who worked as a cashier in a diner. She told me to wait there while she wrapped up. As I was fooling around, I came across a familiar face on one of the tables. On a closer look, I realized that the face looked familiar as he was my team leader. He was sitting with a group of people who seemed like his friends as there was animated chatter and loud laughter on the table. I was slightly taken The HR Digest Magazine | July 2017
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aback by this sight as the very same morning I was feeling sorry for the loss of his mother. And here it didn’t seem like a dinner in loving memory of his mother. After this, I became certain that something was fishy about the entire mother’s death excuse, but I don’t know what to do about it. He is my reporting boss, which means I’m his subordinate. How can I accuse my boss of lying without any substantial proof? And whom should I approach? Is it really a big deal or I’m simply hyping it up?
Answer First of all, let me clarify that you are not hyping anything up, but you yourself are worked up at the moment. You are not the one at fault here so just relax. You are doing your job well and sincerely, that’s all that matters at the end of the day. Now let’s get to the issue that we have in hand. Given that he is your reporting boss, I can understand your apprehension about reporting the issue. From the description that you have put forward before us, it seems quite evident that there was definitely no loss of life in the family of your leader. Such cheerful banter over dinner ascertains that your leader was in no mood for mourning. It really surprises me that someone who holds a managerial position in your office has been caught lying in such a treacherous manner. This is because by the time someone reaches an important level like this, he knows the importance of honesty and is also aware of the consequences in case he’s caught doing so. This isn’t the first time that I have come across stories of people lying in order to take leave, but it usually comes from young and reckless employees, not someone who holds 030
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a responsible position in the workplace. Coming to your question, you already know what you saw is wrong yet you aren’t at a place where you can point fingers at your reporting boss. Also, it is mainly the concern of your boss’s boss as he is the one who sanctioned leave to him. But in this case, that authority is oblivious to your manager’s lies. If you bring it to his notice, you may be considered a snitch and the manager could make life hell for you. But at the same time, what your manager did is unacceptable. The best way out is to talk to your HR about it. During a lunch break, strike a casual conversation with him and bring this up in a conversational manner. On a personal level, tell him that as you are the given person’s subordinate, you didn’t report it officially. After this, it is the HR’s hands about what must be done. If he thinks that it is a serious offence according to the company’s policies, he will bring it to the notice of the concerned authority. Don’t forget to request him to keep your name under wraps. The anonymity of your identity is necessary so that your reputation and rapport with your teammates is not jeopardized.
Hi Jane, Why aren’t interviewers expected to be punctual?
Workplace expert Jane Harper provides a clear explanation about the value of punctuality from the interviewee as well as interviewer’s perspective. She also elaborates upon how an interviewee must behave on the basis of the job role.
I graduated from B-school two years back and bagged a decent job as a result of the campus recruitment system. The interview system for this job was filtered hence it was organized and faster than the usual interviews. As it was my first real job, I want aware of the kind of growth I must expect as a fresh graduate. After spending two years in this company, I am right where I started. I may not have enough experience to question my leader regarding this, but this stagnancy acts as a hindrance in the motivation I had to work better.
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Not only in terms of pay scale, also I don’t get to learn anything new. I am doing the same work which I used to do in the first month of my job. Such factors convinced me to update my profile on LinkedIn to look for a new job. As I wasn’t really sure about how does a normal interview work, I decided to do my research on the same. I came across a number of stories in which candidates were made to work for long durations before the interview. At the same time, the candidate is expected to preferably reach before the allotted time. I don’t understand the disparity in rules for both the parties. If you expect punctuality from the candidate, then you must also practice the same. In case I am asked to wait, should I adhere to it or walk away as a sign of protest? Please guide me as I have a series of interviews lined up in the coming days.
Answer I would like to assure you that your anticipation and nervousness that is evident before your first actual interview is absolutely normal. Let me congratulate you for thinking about your growth as a professional and also financially, which led you to take this step. This signifies that you want to move forward in life which is a trait of a soon-to-be successful person. I advise you to keep up this progressive approach. As you are now looking for job opportunities, I would suggest you to look for positions that consist of activities that are different than your previous job and slightly higher in designation. If you pick something similar to the one you already had, then you will once
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again be in a stagnant position. This way you would have to start all over again. Talking about the interview, the candidate is expected to be not only punctual but also before time as the interview is to test the candidate and not the employer. It is better to reach the office a few minutes before the designated time as this gives you a cushion to hand over your documents to the HR and take care of any other formalities if needed. You also get a chance to scrutinize the work environment and decide for yourself if you will be comfortable working there or no. Your evaluation of the workplace will affect your interview significantly. If you are looking forward to working in a place like that, it will boost your confidence and you will give your best to impress the interviewer. You have a very valid statement which says that if you are expected to be punctual, then why do the interviewers make you wait? HR personnel of various companies have stated that this is mainly done to test how badly the individual needs the job. If you are in dire need of the job, you will stay. Companies which follow this theory mainly need employees who will keep up with their demands even if they are untimely. If your self-respect is precious to you, maybe this isn’t the place for you to be in. For jobs which include directly communicating with the clients, a candidate is made to wait in order to test his patience. During such a time, the candidate is closely scrutinized to check how he reacts in such a situation. Hence, you must decide to wait or not depending on the job role you are applying for. Good luck for the future!
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Hi Jane, How to reduce the blow while firing someone?
Workplace expert Jane Harper gives suggestions of how as an HR manager one should deal with certain situations that pop up at the workplace.
I was earlier a part of the admin department of a company that specializes in the manufacture of products. We have our own advertisement department as well, so that we need not outsource the work to other such agencies. As we have various departments in the organization, the kind of employees and their style of working are vivid. Around two months back, I was appointed as the HR manager of the company as my boss thought that I had the right qualities for the post. He believes that I can strike a perfect balance between professional conduct and a healthy rapport with my fellow colleagues. Though I am honored as my boss has such faith in me, my first major task is really bothering me. Just when I was getting a hang of the responsibilities that come with such an important position, my boss assigned a difficult task to me. We have a Client Relations Executive who communicates with vendors to convince them to select our products for retail. Let’s call this person ‘E’. E has been a part of our company for almost two years now and has proved to be a convenient person to work with. He has hardly caused any behavioral issues in the time he has worked here and has always completed all the assigned tasks on time. Even the vendors he poaches have given positive feedback about him. Two days back my boss told me that we need to fire E as he is showing no signs of growth. It is a well-established fact that he is consistent in what he does, but my boss believes that being consistent right from day one to the present day doesn’t take the company anywhere. I know that my boss is right at his place and as the HR; I have to do The HR Digest Magazine | July 2017
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the task of firing him. I’m feeling guilty about it as he is a very nice person. How can I lessen the blow for him?
Answer I understand that you are feeling guilty on humanitarian grounds as the individual is a good person and has been nice to everyone around him. The sole purpose behind hiring any respective employee is to make sure that he contributes to the development of the organization in a significant manner. Your boss gave E ample of time to prove his worth and make sure that he justifies why does he need to be kept as a part of the company. Two years is a long time and if he hasn’t shown any impressive progress during the same, then it’s a sign that there is no point in spending the company’s finances on someone who doesn’t give fruitful results. Your boss would have come to this conclusion after thorough reflection on the same and might have consulted the concerned managers as well. Firing an employee is such a decision which is taken after proper introspection in the work productivity of the concerned individual and after consulting other related leaders as well. Therefore, your job is to only follow the decision taken and not question it. You may not have the authority to annul the unemployment procedure of the individual, but you can at least do your best by trying to lessen the blow. As a manager, you have
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to make sure that you do what is right for the company and its business. But as the HR, you can be slightly more considerate about the employee’s feelings as well. After all, he was loyal to the company. Firstly, you need to get going with the procedure as soon as possible and notify the concerned employee on an immediate basis. This is in order to make sure that E is not kept in the dark and he can start looking for another job. Make sure that you are at your kindest behavior while striking the conversation yet don’t fall prey to any emotional outbursts by E. Let him know that the company has always valued his services and will bid goodbye to him on a positive note. Try to avoid any kind of unpleasant conversation. In case he gets aggressive, which seems like a far cry looking at his current behavior, you make sure that you maintain your composure. This incident will be a learning experience for you as the HR of the company.
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EMPLOYEE
BENEFITS Physical Disparity no Bar! 5 Companies which Encourage Differently-abled Employees It has always been inhuman to discriminate people based on various factors such as religion, race, national origin, and even physicality. Especially in the professional world, we may not like it, but these factors do affect the recruitment process. Fortunately, due to progressive education and advancement of societal ideologies, we are trying to get over these inhibitions and aim to treat everyone as equal humans. To promote this practice, laws in various countries prohibit discrimination on any such factors. This kind of legal regulation still surprises me as despite progressing tremendously as a society, we need such rules to demolish disparity. A number of times differently-abled people are not given first preference during recruitment. Even if the person with special needs has all the required qualifications and skills, the other person will have the upper hand in getting the job just because his body functions slightly differently than the other candidate. This unfair practice has been taking place for a long time now but thankfully there are companies which have put their foot down and are making sure that the workplace environment is essential for such differently-abled employees. 038
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It is important for recruiters to realize that physical abilities cause no hindrance to a person’s mental productivity at work. As numerous companies are gradually taking note of this, they have decided to be more flexible about working styles when it comes to such employees. This is because such employees also have a right to work and earn a livelihood. According to a survey conducted by the National Council of Social Service in Singapore, more than 60 percent of employees with special needs have stated that they feel out of place at the office and are unable to attain equal opportunities of professional development like their contemporaries. The survey was conducted in the month of June 2016 and had around 1,000 participants. Such a hostile environment prevented them from giving their best in whatever they did and discouraged them from working further. In the end, they would drag the time spent in office just waiting for their salary every month to pay their bills. Such an environment would shake up their confidence and restrict them from being enthusiastic about their work. This would not only cause harm to the productivity of the individual but also the company as a whole. The HR Digest Magazine | July 2017
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EMPLOYEE
BENEFITS Causes of a hostile environment for the specially-abled
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People with special needs can also make significant contributions at the workplace if given a fair opportunity to do so. The federal government and state governments in the U.S. has jotted down laws in the past two decades to provide such opportunities. Out of these, the most important federal law is called the Americans with Disabilities Act (ADA). This law prohibits discrimination of any kind against people with certain physical drawbacks. It also instructs employers to recruit such candidates whenever possible on the basis of their qualifications and nothing else. Such laws make sure that the people with special needs get a fair chance in the professional field. The need for such federal laws arises as a majority of the recruiters fail to understand how to make the most of the capabilities of these specially-abled employees. Such recruiters fail to understand the needs of such candidates and assign them work according to their comfort zone. At such a time, it is important to have a structured work schedule so that it is convenient for the employee to follow it and work accordingly. There might also be the need of a slight change in the accommodation of the workplace depending on the physical needs of the employee. A company can also provide the option of working from a different geographical location in case the job role is flexible enough. The employer must recognize the skills of the candidate and assign work to him, which would require that specific field of expertise. There are certain companies which have recognized the potential of people with special needs and have agreed to be flexible for them.
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EMPLOYEE
BENEFITS Mainly renowned as a tech giant, IBM Corporation has also earned itself the reputation of being the friendliest workplace for the people with special needs across the globe. The company committed to this cause in the year of 1914 by hiring its first specially-abled employee, around 76 years before the ADA was passed. It is a sign that the company has not taken this initiative out of legal compulsion but free will. This was followed by rigorous hiring as well as training programs of such employees to replace the workers they lost in World War II. The employees were also provided with accommodation by the company and decided to innovate technology that will complement the work of these employees. This is why IBM was the one who invented Braille printers and talking typewriters. By the year of 1999, the company had taken this initiative globally and has retained the policies related to the same.
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BENEFITS
One of the most important priorities for Sodexo is the recruitment of people with special needs. Not only is it a priority, but the company acts upon it dedicatedly. It has been voted as one of the most preferable places to work for specially-abled people. Sodexo Group is such a widespread organization that it is estimated that a layman might have had at least one meal in his life prepared by them as they cater to various kinds of places, that too in more than 80 countries. It beats the sales of McDonald’s as well as it serves 50 million customers every day. When this company was founded 45 years ago in France, it had signed a contract with the trade unions to promote the recruitment of people with special needs. In 2006, it came to an agreement to recruit 252 employees and 200 interns with special needs. The company renewed this very same contract in 2009 as well.
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BENEFITS
The name of this company may not sound familiar at first but on learning about its abbreviation, it definitely rings a bell. One may have often come across the mention of P&G while bathing or cooking or any other everyday product. The principles of this company lay particular stress on including diversity and inclusion among its employees. The company’s main strategy for recruitment is to pick the best talent available in the world, irrespective of their physical capabilities, gender, religion, or any other such criteria. The company fosters an encouraging and supportive environment for its employees to inspire them to give their best for the company.
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It does not come as a surprise that this particular company is so passionate about encouraging employees with special needs. This is because the founder of Ernst & Young, Arthur Young, was deaf and had low vision. Such drawbacks caused major inconvenience in his practice as a lawyer due to which he decided to move to finance and accounting. The world considered it a “disability” but he transformed it into entrepreneurship. What was considered a “disability” for the world drove him to come up with innovation that led to entrepreneurship. Both these qualities of his played a pivotal role in the success of the firm. The company tries to produce a workplace atmosphere where people with special needs can be productive in a comfortable manner. The company willingly accepts differing abilities of its employees.
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Cisco Systems is not only open to all kinds of employees but it also believes that people will special needs are some of the most influential ones in the entire world. Statistics state that around 10 percent of the world population has some kind of physical drawback. The world’s largest minority can’t be left unemployed. Cisco further believes that if companies make the most of such employees, it can embark tremendous business opportunities. All one needs to do is invest time and resources in such employees to support and train them. We often tend to blame societal norms for various forms of discrimination but sidetrack similar practices which are present in the workplace. If we promote such differently-abled employees at the workplace, they will develop confidence which triggers the ability to face people in the outside world. Their self-respect will be on an all-time high and even the employers will get a wider range of candidates to select from. Generalizations in society must never affect one’s professionalism.
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How Zappos Trains Their Employees to be Mindful
Recruiting top talent is the topmost priority for most companies, and so, more often than not, employee development can fall to the wayside. Companies realize that offering employee training and development to hone their skills can be an invaluable asset to any organization. At Zappos, employees are encouraged to be growing, both on the personal and professional front. One way that Zappos does is through a department created specifically for training and development, ZapposU. The HR Digest Magazine | July 2017
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ZapposU offers two classes, Project Culture and Communication. The goal is to offer classes that focus on helping employees develop skills and characteristics that a strong leader would embody. This is followed by classes like Public Speaking and Finance. ZapposU also offers department-specific classes and training tools. ZapposU Trainer, Diana Guido says that employee training and development department has evolved organically since its conception in 2008. The departmentspecific classes are taught by experts in those specific-topics and often provide progression paths. Here’s a sample of classes offered: The Art of Storytelling, Pimp My PowerPoint, Excel, and The Science of Happiness. Employees can also gain insights from classes offered in other departments such as Intro to Social Media, Intro to Merchandising, etc. Like we told earlier, the classes aren’t limited to specific departments. Some of the classes are taken by 054
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employees from different departments which facilitates an interdepartmental conversation. Another unique tool Zappos employees receive is ZapposU For Hire. Managers and employees can request custombuilt training that can focus on work-related skills. For instance, the social media team and sales team are merged into one. They can request an activity centered on getting to know each other. ZapposU For Hire helps facilitate activities that help teams build upon their unique strengths. Instead of using external materials for employee training, Zappos hires in-house trainers. This helps the company share insights into Zappos departments as well as the organization as a whole. Of course, any course created must align with the culture in order for 056
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it to be implemented. One of the biggest challenges ZapposU faces is participation from employees who have been with the company for longer than two years. The percentages go down as people realize they realize they have more on their plate and can’t take time out to learn new things. Sparring even an hour a day becomes a challenge for senior employees. Voluntary participation works better when it’s made mandatory. Managers and employees are encouraged to be role models to the newer ones by pursuing learning through the classes. ZapposU also serves as a hub for mandatory training on payroll, security awareness, etc. Outside of these courses, all classes are voluntary. Moreover, employees can use the online portal for classes called ULearn. Using the portal, employees can access it anymore to sign up on their own, look at current offering, and access training content. As one of the most valuable Fortune 100 Best Companies to Work for, Zappos has used its employee to become a successful e-tailer. In the midst of its endless growth
is its stunning and fearless striving towards learning to offer the best possible service to its customers. Zappos spares no expense on training to make sure employees uphold the benchmark it has set for its stunning customer service.
During the employee onboarding process, all new recruits undergo a training on the company’s 10 core values. The history behind each value, and presentations from managers from different departments, each of whom shares insights on what it means The HR Digest Magazine | July 2017
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Making Failing Forward the motto of Silicon Valley
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personally and to the business overall. At the same time, technical training and customer service information is provided. This wealth of experience gives the company a competitive advantage against its rivals. There are very few businesses out
there where employees go through such an evolved orientation and training process. Of course, it costs Zappos a great deal of money, and also in terms of productivity, but in the end, it’s worth it. The process is more or less, an immersion into Zappos’ cherished culture. Every employee at Zappos received the same rich introduction to its core values. In addition, all employees are encouraged to undergo training on understanding the voice of the customers. What it takes to meet or exceed the customers’ expectations. This helps the non-customer-facing employees understand better the company’s core values and its vow to deliver authentic service. A lot of organizations often struggle to address the customers’ expectation because of rigid limits across various departments. At Zappos, it’s the other way around. All employees undergo a training and it sends the message that we’re all in this together. It’s hard to imagine any other company providing such a rich experience.
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COVER STORY Shortcut to a Productive Workforce Employee productivity draws motivation and inspiration from the environment. Consciously or not, office design influences people to work better and more efficiently. It’s about recognizing the science behind what motivates people and incorporating that into the look and feel of the workplace. This makes sense: it’s more pleasant to be in a comfortable and pleasant environment than in a sterile, unnatural setting. Research shows that workers are healthier and happier when they’re in a scenic work environment. Not every employer can afford to have an office with epic skylines. So, how can businesses design their office to reduce stress that leads to efficient work? Experts believe it’s time you pay more attention to office design to keep workers engaged and get the most out of office space. A slew of research reveals how everything from artwork on the walls to desks with natural light boost employee productivity. 060
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Rise of the anti-cubicle,open office Third Place. Researchers from the office furniture company Steelcase, writing in the Harvard Business Review, recommend that employees are more productive when their managers aren’t watching them. Open offices are damaging to workers’ attention spans, creative thinking, productivity, and happiness. It makes sense that magazines and newspapers in the past couple of years haven’t presented compelling reasons to champion the open-office plan. Is it time to bring back the cubicles? Paradoxically, office designers are now giving workers more choices of where and how to work. San Francisco-based architecture and interior design firm Fennie + Mehl recently conceptualized a contemporary solution in response to employee complaints about lack of space for more private conversations and informal meeting spaces. We’re glad to say that the solution isn’t cubicles. Office designers are now using a 2-to-1 ratio to create more space for employees looking for solitude, while maintaining the airy feel of an open space. Employees in creative roles have workstations set up in a pinwheel style, a change that enables for collaboration yet allows privacy. The HR Digest Magazine | July 2017
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At an office space designed by architect Leslie Saul & Associates has soundproof glass cabanas at the center of the open-space office. Today’s workspaces mimic the comforts of Ray Oldenburg’s Third Place. In 1980s, Oldenburg coined the term Third Place, to describe a neutral, public spaces where professionals can spend their time collaborating on special projects, and more. The mindset of working 8-5 in an outdated cubicle is changing as employees demand greater flexibility, and as companies begin to realize the benefits of optimizing the workspace. This trend will continue as companies successfully meet the needs of an increasingly mobile workforce.
Monday blues caused by bad lighting. A study conducted by the American Society of Interior Designers noted that 68 percent of workers were unhappy about office lighting. Believe it or not, ergonomic lighting is often the most overlook, rushed or sacrificed aspects of office design. It’s no secret that harsh lighting can have a huge impact on how productive you are. It can strain the eyes and trigger migraine headaches. This is not to say that dim lighting The HR Digest Magazine | July 2017
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is no culprit. Dim lighting can strain the eyes and cause headaches, resulting in low productivity and employee fatigue. Dim lights also cause drowsiness and lack of focus. A research by Mirjam Muench shows artificial light looks and feel hideous. The research notes, people who’re working in artificial light are more tired at the end of the day than those who work in daylight. The lighting conditions can have an impact on evening task performance. Leo Widrich, co-founder of Buffer says, our cortisol levels drop significantly under poor lighting conditions. We become more stressed, and have less ability to stabilize our energy levels. Natural lighting, on the other hand, can boost our mood, energy level, and hormonal balance. An act as simple as opening the blinds, can reduce absenteeism and overwork fatigue.
Smart offices of the future. Beacons, mobile apps and sensors are changing the way we work. They can determine everything from whether an employee is in the building, to where they’re located, and whether a booked conference room isn’t actually being used. At Oracle’s smart office lab, they have sections that make up the main components of any employee’s day, from arriving at work and hoteling their day to scheduling use of workspaces. One can move from one space to another, and carry on working as they did in The HR Digest Magazine | July 2017
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the previous space. Just as how the desktop computer was everything twenty years ago, a smart office will change everything. Eventually, the carapace of a building and its infrastructure will link together. The walls will have technology that connects to the furniture, and talks to the beam system and the floor. The floor will be underplayed with modular electrical, which the furniture plugs into, which also powers the lights. The walls will become personal property that define private areas but can be moved or taken down.
Outdoors inspire greater productivity. Nature plays a pivotal role in office design trends of 2017. It’s all about reclaimed wood panel installations, exposed concrete flooring, natural flora and patterns in artwork, along with plant life in the form of living walls. Natural and cozy feeling becomes prominent and will continue to become a popular office design trend throughout 2017. In recent years, studies have shown how nature can brighten the work experience. Green office spaces increase brain activity and lower blood pressure. According to a Harvard University research paper, the cognitive performance of green office workers was double than those working in traditional workspaces. The effects are much more than psychological. For instance, natural flora and plan life enable us to perceive our surroundings better. We feel more at home, and this in turn, reduces stress and blood pressure. Introducing nature to an office environment has shown to reduce absenteeism by up to 50 percent and reduce illnesses by 30 percent. Reduced absenteeism not only maintains productivity, but also the cost of absence year on year.
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Uber’s new headquarters, currently under construction in San Francisco’s Bay area, feature an office block with natural ventilation and daylight to bring an air of scenic openness.
Hiding wires in the office. Visible cables and cords not only look disorganized, but are also a health hazard and can give the appearance of a cluttered workplace. With the rise of expandable storage solutions, comes helpful apparatus such as wire tubes, cable ties and wall mounts to name a few. According to Workwell Partners, an office design store, one of the biggest demands on the market right now is for clean and simple solutions to organizing wires to make the workplace less cluttered. If wires are making your office looks disorganized then it’s time to do something about. There are plenty of solutions available, and definitely more to come. Companies big and small often look to hack the way people work to make then be more efficient. The solution usually comes through a slew of apps, or investing heavily in training and development. While those are fantastic tools that show tangible results, there are simply ways to promote work efficiency, and it all starts with office design. Your office design can make your business more productive, and while the investment can be substantial, the long-term ROI can be huge. The HR Digest Magazine | July 2017
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Overworked at Job? Earlier this year, The HR Digest posted an insightful article on burned out and overworked nonprofit workers. With the article came accolades of appreciation, gratification, and an influx of letters asking for advice on the same. Below is a letter we received from Christine, Hello, In February 2017, I completed two years at this family business. I started out as an intern until eventually I became the assistant manager, handling a team of five subordinates. I’ve been working here straight out of college and I am grateful for the opportunities I have been given to use my potential. My friends are pretty envious of my job – it’s unconventional and so are the perks. Our boss ensures we always have fun and enjoy work each day. I consider 072
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everyone, including my boss, who is the co-founder, all to be friends. I’ve even attended my peers’ parties, funerals, and have been a part of one colleague’s wedding. I have five people on our team, and we’re seriously understaffed. On some days, I have to take on many roles. This means, I constantly have to play five different roles at once, which often leaves me overwhelmed and overworked. Now, this isn’t necessarily a bad thing – it keeps things interesting and I’m grateful because at the end of the day, I’m learning new things. The hiccup is that I am overworked and seriously underpaid. I graduated with a degree in computer science, and yet I make $20 an hour, which doesn’t cover my bills. Now, I cannot ask my boss for a raise, because I know we are still struggling to break even. My boss receives only half of a paycheck to ensure we all get paid, every month. It would take at least three-four years for me to get to the paycheck I deserve, but my expenses and loans aren’t going to pay for themselves. If I leave, and they’re unable to The HR Digest Magazine | July 2017
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hire someone who’ll work just as hard as I do, the business will cripple. There aren’t many people out there who’re willing to work without getting the pay they deserve. Also, I don’t want to hurt my boss. The family business is dependent on me. Help! -
23 and Dejected.
Hey, 23 and Dejected, Here’s one critical question I have for you: Do you have equity in the business? Since you keep mentioning ‘family business’ I’m going to assume the answer is ‘no.’ I’m going to assume you have no equity in the business, and you’re not a partner. This also means that you’re being taken for granted and to some extent, are even exploited as an employee – physically and emotionally. This isn’t rare, and trust me, it happens all the time. You’re going to have to take control of the situation if you want to make sure your bills are paid on time and you have a healthy bank balance. You’re just out of college, and the loan isn’t going to write off for itself. Here’s the truth: It’s a family business and you’re not family. You’re just an employee, working hard like everybody else, and should be compensated for the all the hard work you’re putting in. The workplace culture could be enviable, but in the end, you’re working there to earn a living and gain skills that will add to your overall goals.
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The company can cut down on unnecessary perks if the boss is struggling to pay for everyone. Here’s what I want you to do: Ask for a raise: You should be fairly compensated based on the market value for the role you assume in the company. Ask your boss for a raise. Ask for Equity: Your efforts are futile to an extent if you’re working in a new business, and aren’t considered for equity. Resign: If the boss is unwilling to raise your salary or shell out an equity stake, you need to let your boss know that you’re going to have to resign. Be polite and sincere in your approach – who knows, your boss might put in a word for you and you might end up assuming an even bigger, better role at someplace else. Also, offer to find and train your replacement. Job search: Keep exploring options in the market. You’re earn your worth. Do it confidentially, of course. In the end, you’re going to have to decide what’s best for you. Good Luck, Sincerely, The HR Digest
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How good is
automated hiring?
Let’s find out.
The top challenges for any business right now are – recruiting and retailing talent. Organizations aware that their success relies on their employees will prioritize in hiring the top talent for their organization. As technology continues to evolve, it’s safe to say it plays a significant role in the way human resources approach the hiring and recruitment process. No matter what sector the company is in, finding is retaining great talent requires a great deal than a bunch of tools. A 2017 survey noted that finding and hiring top talent is what keeps HR managers up at night. It’s one of the greatest concern for the last decade. However, this is reason enough for human resources managers to use HR tools and technology to make the hiring process The HR Digest Magazine | July 2017
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more reliable. A few years ago, when LinkedIn and other job applications began to gain traction, they were considered supplements to the traditional paper resume and inperson interview. Today, everything has gone digital. Traditional hiring processes fail to capture the top talent. With a bunch of smart assessment tools, recruiters and hiring managers are no longer confined within the dimensions of interviewing candidates within a certain geographic locations. It has made things easier to an extent to recruiters don’t have to necessarily select someone from a bunch of resumes. They can explore unlimited resumes and profiles online, and evaluate the skills of potential applicants before interviewing them.
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There’s no denying in saying that online recruitment methods are swiftly replacing traditional methods that don’t always bring the desired results. Companies are now ready to invest in technical assessment tools that automate the hiring process. Of course, there’s no one-size-fits-all approach to recruitment. Different requirements call for different tools and processes. It could be campus selection, headhunting, online assessment tools, etc. For instance, a leading UK-based retailer wanted to scale its hiring process. When the current hiring process failed to support the rapid expansion, the retailer decided to opt for online assessment tools. The tools allowed them to conduct multiple recruitment drivers from various cities for several roles and functions. It also allowed them to asses thousands of applicants remotely and ensure a fair assessment. Within four months, the company conducted over 300+ recruitment drivers, assessed over 2,000 candidates in different cities. The process of filtering thousands 082
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of resumes saves a great deal of time. It also reduces the number of interviews your team needs to take to find the right person for the job. At the same time, it prevents candidates from becoming a bottleneck because a number of candidates can be tested simultaneously. This means that hiring managers and human resource professionals no longer have to waste their time on assessing irrelevant candidates. Big corporations usually hire in big numbers. Campus hiring is one of the modes that this companies use. With the help of online recruiting tools, companies can accurately measure the skills of any number of candidates. Such tools can also help companies hire from different campuses from across the country. A lot of tools nowadays support multiple question types including programming, MCQ, subjective, android, and subjective. This can help companies save time and test a number of candidates on asserted topics. With a bunch of recruiting tools comes The HR Digest Magazine | July 2017
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proctoring services which helps the recruiters test candidates. Some of this tools have built-in features such as plagiarism detector, candidate snapshot, etc. It’s pretty easy to hire quality tech talent. You’ll find that a lot of online recruiting tools are far better at finding quality talent than traditional hiring processes. By using such tools, recruiters can conduct technical screening without any hiccups. The coding platforms are far better than the processes that already exist out there. Some of these tools can be easily integrated into the workflow of the organization. Recruitment is a critical process, requiring real-time effort and focus. All you need to do is combine the human-touch with online tools for a good measure. Besides, every organization, big and small, can access tools that were once only available to recruitment agencies to justify their fees in tens of thousands of dollars. Online tools now make it possible for any company to recruit like Microsoft, as long as you’re willing to dedicate the effort.
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Can a Team be a Good Hiring Manager?
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Collaborative Hiring in a Job Interview Let me take you back to your childhood days very quickly. In school, our teachers used to form groups and make us work together on various projects. Later on, she would also elaborate upon the reason behind this practice by explaining that it promotes the concept of teamwork. At that time, we didn’t take ideology seriously as all that mattered to us was that we could work with our friends. As we grew up, we started focusing more on our own personal growth and paid no heed to the concept of teamwork. We indulged in teamwork only when we were asked or complied to do, but never out of free will. Be in college projects or department meetings at work, we as individuals have always tried to outrun the other members working in collaboration with us. This was because all we are concerned about is our personal growth and not about how would the team function. Nowadays, many companies evaluate their employees’ performance not only the basis of their work productivity and code of conduct but also their involvement in a team. When a team works together, they are in sync with the work each member does and discuss the same. But when it comes to the recruitment of a new team member, only the leader and the recruiter are involved in the process. Collaborative hiring aims to change this system. The theory of collaborative hiring has become a growing trend in the sector of recruitment. The time when recruitment was carried out only by hiring manager is long gone. Usually there is a panel which conducts the final interview to make sure that the candidate is the right choice for the job or not. This is in order to make sure that the hiring manager gets a second opinion from other people before asking the candidate to join the organization. But this recruitment trend goes a step further. Collaborative hiring focuses on the involvement of the team as a whole in the recruitment process.
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In-depth understanding about collaborative hiring It is a human tendency that we immediately believe that something is perfect if it comes from an expert in the given field. Hence to give weightage to this theory, let’s put in a statement about the same by an internationally renowned leader. Steve Jobs, the founder of the tech giant Apple Inc. was a firm believer in the concept of collaborative hiring. He used to ask people working in his organization to give their opinion about the potential recruit. It is also believed that collaborative hiring played a major role behind the tremendous success of the company. If it worked for Apple, then it might work for us as well. Collaborative hiring is a different approach to the recruitment process which not only involves the hiring manager and the leader of the given
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department but also certain members of that department. This practice gives the leader a clearer picture about whether the candidate will be compatible with the rest of the team or not. Also, even though the leader is senior to you, he is human at the end of the day. At times it might happen that he might miss out on observing certain things which the team members might be able to put a finger on. Therefore collaborative hiring gives a holistic approach to the recruitment process. In a few words, we can say that collaborative hiring gives a clear idea about whether the candidate is fit for the company or not. Pros of collaborative hiring One of the most prominent factors in the recruitment process to make it a fruitful one is to ensure better decisions during the same. A bad hiring decision may cause financial losses as well as a drawback in the quality of workforce of the organization. Including a team during the hiring process not only provides diverse opinions but also results in a more complete assessment. Collaborative hiring is a representation of the ideology of democracy at the workplace. This means that irrespective of one’s position, his opinion is given equal importance. This method gives scope for a strategic hiring procedure as collaboration can be used as raw material which can then be processed by the manager and put to use accordingly. Another major aspect which can be termed as a collaborative hiring benefit is that the team members precisely understand the psyche of the candidates and hence this understanding can come in handy during the hiring process. Employees parallel to the post the candidate has applied for can hold a one-to-one discussion between both the parties. Through this, the candidate gets a better understanding about what responsibilities his job role possesses. On the other hand, the employee can analyze whether the candidate is 090
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fit for the role or not. Repeatedly, we have discussed the benefits of collaborative hiring from the organization’s point of view but it is also beneficial for the candidate, thus making it a win-win situation for all. During a recruitment process, the organization has to decide whether they want to hire the candidate or not but also, the candidate has the authority to decide whether he finds the The HR Digest Magazine | July 2017
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workplace environment suitable for him or not. One of the first things a candidate notices when he walks in for an interview is that whether he can imagine himself working in such a setup or not. Demonstration of collaboration during an interview comes across as an appealing factor for the candidate. It gives him the impression that he will have cordial co-workers among whom his opinion will be respected. Involvement of any kind gives the employee a sense of individualism in the company and makes him feel that he is contributing in some way or the other. It has its drawbacks as well There is no silver lining without the presence of a cloud. Same is the case with collaborative hiring. There is no denying the fact that this method of recruitment has more advantages than disadvantages but it also has its share of drawbacks. It is not always necessary that the opinions of various members of a team are in synchronization. Everyone has an individualistic thought process and conflicts are bound to happen. This may serve as an inconvenience during the recruitment process as if the manager had taken the decision single-handedly, it would have been smoother. But when too many minds are put to work, a clash is bound to happen. The manager might have considered hiring a particular candidate but different opinions from other team members can confuse him which will make the entire process tedious. Also, team members may reject a candidate which might prove to be a threat to them in near future. But such a candidate is a good choice as if he is considered a threat; it means he is at par or better than the given employees. Companies practicing this strategy As previously mentioned, Google Inc. is a firm believer in collaborative hiring. Apart from this, Apple and Facebook also promote this method of hiring as they want to ensure complete participation by the employees and compatibility between the team members and the recruit. These 092
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three companies are said to be the largest and most successful organizations in the world. This itself gives us an idea that if such corporate giants follow collaborative hiring, it means that the ideology would be a profitable one. With the use of this method, these three companies have not only retained their positions are some of the best places to work in but also progressed in terms of business. Other popular companies such as Semco, Southbank Center, Zappos, and Menlo Innovations also practice the same. The HR Digest Magazine | July 2017
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The Name behind Google’s Unique Workplace Culture Millennials in this day and age have often carried out extensive research about the best workplaces in the world from an employee’s point of view. Even if you simply search for the term “best workplaces” on the internet, there is one name which will definitely pop up on each and every website you visit. And the name of the organization is Google Inc. On reading further about the workplace culture of this search engine giant, you will be intrigued to all the employee stories and will crave to work for such an organization. Google is a company that has put forward such unique HR policies that, companies from across the globe are striving hard to implement them in their workplaces as well in order to attain high level of productivity from their employees. The kind of workplace environment Google promotes might be disregarded as unfavorable by other companies thinking that it might reduce the quality and quantity of work produced. But at least in terms of all Google offices, such a flexible structure works well for them.
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Workplace stories about Google are so appealing that it is human to wish for your workplaces to function in the same way as well. Right from out-of-the-box interiors, to unlimited and free access to food, flexibility in all ways according to the employees’ convenience, these factors are to name a few among the numerous other perks one gets at the Google office. But one might argue that these are all materialistic benefits. Yes such factors do enhance the productivity of an employee and even psychological studies have proven so. Along with this, there are various other factors which inculcate specific qualities in an employee that is later results in his efficiency. For this, numerous strategies are jotted down by the administration which is inculcated in their employees through different activities in such a way that they stay embedded in that person for as long as he works there. Now it is essential to have an efficient administration to make sure that the employees follow the same path. Here we are going to talk about the man who made the workplace culture so easily adaptable yet convenient for employees, irrespective of the country they belong to. The HR Digest Magazine | July 2017
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Innovator of the People Operations Laszlo Bock served as the Vice President of the People Operations department for a time span of ten years. Within this period, Bock successfully changed the Human Resources department in a positive manner. He came up with innovations in the employee-shaping strategies which showed impressive results within a considerably short time period. Currently, Google is ranked as one of the best places to work in the world and it won’t be wrong to say that the credit for this goes majorly to Laszlo Bock. Bock has been extremely progressive in his ideologies about the way employees must be treated. He came up with a number of theories which not only accelerated the efficiency of employees but also caused them to start loving what they did. The decade Bock spent at Google while leading the People Operations has witnessed an absolute transformation in the workplace culture of the organization. He is considered to be one of those rare HR individuals who were so influential that it was not only felt in the company but also outside it. Currently Google has earned such a favorable identity in terms of an ideal workplace worldwide that a majority of companies, big or small, strive to implement such innovative ideas in their offices as well. We often come across articles on the internet which list down some of the most desirable people globally. Such a list usually consists of attractive celebrities and other such public The HR Digest Magazine | July 2017
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figures. But on a practical note, Laszlo Bock has been one of the most desirable people in the Silicon Valley for a decade. Right from the time he joined in the year of 2006, 1.2 million people were craving for his attention. All these people wanted their CVs to get noticed when they sent it across to him so that they could bag a position at the international giant. The following year, the number went up to 2 million. Looking at the statistics right in the beginning of his career in Google, we can say that Laszlo Bock had quite a following. And the man definitely deserves it. He has set such examples for the HR managers across the world that they look up to him for inspiration and insight about how they must go about their responsibilities. Before Bock’s stint with Google, he has also led the Human Resource department of the American auto giant, General Electric. Bock not only did his job well but also enjoyed it as he always went way out of his job profile to make sure that his employees are happy. This is what caused the great revolution in the workplace culture of Google. The HR Digest Magazine | July 2017
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Bock positively transforms Google’s workplace culture Laszlo Bock has always given more to the company than the traditional HR job role. There was one principle that Bock firmly believed in and also implemented it in his work style. He firmly believed that if the employees were given freedom, it would result in productivity which would amaze the organization. And he made sure he stuck to his words. As laymen, we often find the infrastructure and amenities of Google workplaces really appealing. But Bock believes that there is much more to human resource management than attractive offices. There is a superficial picture in everyone’s heads according to which the Google office is a playful place to be in. This is definitely true as Bock made sure that his employees were at ease at the workplace so that they can perform better. But urging employees to perform better is much more than cycling through the office or hogging on your favorite goodies. People usually study the workplace culture of Google on the basis of its physical artifacts but there is much deeper meaning under these values. The artifacts are first noticed as they are visible to the eye but what lies underneath actually counts. Most Google employees refer to the word ‘fun’ when they are talking about the workplace environment. Along with this, every employee here also craves to find substantial meaning in his work. Bock mainly played along these lines. He believed that nothing could motivate his employees as powerfully this message would. At the end of the day, everyone wants their work to matter. Every employee gets a sense of satisfaction when he learns that his work made even the slightest difference to the The HR Digest Magazine | July 2017
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organization. At Google, employees are promoted to not consider their jobs as a part of their career but instead consider it a valuable contribution to the organization. Another value Google promotes is absolute transparency among its employees. Competition is healthy as long as it strives one to perform better. But under the context of competition, employees hide information from their own teammates which might result in a chaotic situation at work. But Google makes sure that this does not happen within the organization. Even if you have joined a day back, all the data encryption information will be at your fingertips, irrespective of the department you belong to. This is the kind of trust and faith Google shows in its employees. The company holds weekly meetings to gather updates on a regular basis in order to make sure that the progress of each team is heading in the right direction. Regular updates gives everyone a clear picture about what is going on which can save time and energy spent on doing a task that has already been carried out by someone else. Transparency and regular updates might seem really trivial but on a whole, such small things help use that time for something significantly important. Such a practice also cuts down on the wastage of resources for the same task over and over again. Also, sharing of data can improve the performance of the team as others can provide feedback which helps the team working on it to make necessary corrections before the project is out for the market. Google also firmly promotes the employees to have a voice of their own. Everyone wants to be heard and Google makes sure that the company’s ears are always open for its workforce. This voice gives the employees an actual say in how must the company run. This not only connects the employee to the company in an intimate manner but The HR Digest Magazine | July 2017
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also makes the employee feel his significance in the functioning of the company. Laszlo Bock was an HR genius who proved that the age-old theory of disciplining your employees to behave and work in a certain manner doesn’t always work. In fact, he not only preached but also showed impressive results regarding giving the workforce freedom and they can perform wonders. The employees at Google have certainly kept up with this theory. The theory is not only intriguing but also convenient due to which companies are adapting them in their own little ways. Let’s hope that one day the professional atmosphere will be such that employees will not only enjoy their work but will also want to perform better and better each day.
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Once upon a time, when I was just a gangly, curly-haired drama student, I always wondered if the people who write the advice column also write the letters asking for advice. After I earned my Master’s in PR, I started working for a magazine where they would occasionally let me write a column or two when we were short of staff. Turns out, advice columns in magazines of the world are sadly fake. I was about 23 and had zero qualifications to be giving anyone advice about dating and relationships, sex and love. I mean, who has a problem and sits around thinking, “I know, I will write a letter to this magazine and ask them for help!� Sadly, no one. From doctors to strippers, there are some things that happen behind the scenes that are shocking and disturbing. Professionals have become loose-lipped with The HR Digest, confessing what actually goes in their industries. The HR Digest Magazine | July 2017
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THE SURPRISING TRUTH ABOUT WHAT YOU EAT Servers do not wash their hands as often as they should. Often, after the bathroom break, there’s no time to wash hands before grabbing someone else’s food and delivering it to the table. As a matter of fact, the fast-food industry has much higher standards when it comes to cleanliness than fancy restaurants do. The few things servers touch before it reaches you: glasses, silverware, money, sporks that have fallen into the trash accidentally. One truck driver knows how much food product is sold and resold even after being rejected. One customer had a load of cheese refused because it was too warm. The driver was asked by his manager to take it back to another warehouse, cool it down, and resell it to another customer. This phenomenon is quite common with cheese, meat, juice, and seafood.
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WORKING IN THE TECHNOLOGY INDUSTRY This professional works with one of the largest private employers in the United States and he isn’t happy about it. “We’re pathetically understaffed and we do not get paid more by working 80 hours a week,” the software developer said. “A few years ago, when people started complaining about the excessive overtime, they were offered the option of becoming a contract employee. This means, they no longer had access to 401K, healthcare, etc. About 90 percent of people in my department choose to work as contract employee, since they figured they would be getting paid for every single hour they work. Turns out, every single one of them was fired, so the management could set an example of what would happen if you complain about the pay.”
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GYMS COUNT ON YOUR NOT SHOWING UP Ever wondered why the treadmills and elliptical are always out of order? Gyms count on you not showing up. “We keep machines out of commission until the attendance gets to manageable levels where the gym does not feel crowded and thus its way easy to sell memberships,” says the fitness professional. We make money by recruiting as many members as possible. Sometimes, the number is far more than we can actually accommodate. “Our gym has about 400 members, but can only hold about 120 people at a time,” he says.
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CHEMISTS’ DRY LABING Scientific fraud is rampant and there is little we do about it. You should seriously doubt the validity of any type of scientific data. Chemists cherry pick data, sometimes they even change the numbers while writing it down. Here comes to the most interesting part: a lot of time, there’s money involved. “We are subtly asked to repeat studies until the desired result is achieved,” says one chemist. “This way, no one tells you to fabricate things, and everything works out well for those who’re dry labing and those who’re lobbying.” You think healthcare industry is messed up? Wait until you read this. “Pharmaceutical companies have found a loophole about certain drugs that have been in use for decades to treat certain diseases effectively,” says one professional. “These drugs were never actually FDA-approved.”
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STEALING FROM RETAIL STORES Just in case you’re wondering, it’s really easy to steal from retail stores. Most corporate retail stores have policies prevent employees from stopping/detaining a thief. “It may sound really stupid, but employee safety is our priority. We don’t want a thief to shoot our employees when they’re caught stealing,” says a former loss prevention worker. “Secondly, lawsuits for false imprisonment can be really expensive.” There are companies out there that won’t hesitate from using handcuffs to restrain someone for their own safety.
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STRIPPERS DON’T DRINK Turns out, strippers tend to make deals with bar tenders and let them know in advance if they want their alcoholic beverages watered down. If a customer keeps buying drink, with the intention of getting her drunk and taking advantage of her, there’s a chance that the stripper is actually taking advantage of the customer. “It is 11 p.m. and I have to work until 4 a.m., and you’ve bought me 4 shots of tequila already, chances are the bar tenders will actually switch to water because I’ve likely been working since 5 p.m. and already have five Patron shots,” says Crystal, who works in a strip club in Canberra, Australia. “At the end of the day, I need to be on my game to squeeze as much money as I can,” she says.
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AVIATION INDUSTRY BIG SECRET If you’re one of those people who is scared of flying, this is probably going to make it even worse. A person who has worked as an aviation electrician for twenty years said a piece of debris smaller than a penny is all it takes to cause a catastrophic failure in an aircraft. “It’s one of the many reasons why the aviation industry is so particular when it comes to machine cleanliness,” the professional said. While it’s not an FAA regulation, co-pilots do get served two different meals in case one incites food poisoning.
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Achieving High ROI across the HR Function
Date: July 17-18, 2017
According to Right Management, Manpower Group 2013, an overwhelming 93% of top HR executives in Singapore agreed that they are under increased pressure to measure the business impact and demonstrate ROI of talent development initiatives. On the global scale, this figure stands at 82%. It is hence not surprising that top HR executives face increasing pressure from CEOs, board members and shareholders to justify their department’s spending, given the HR function’s deep-rooted image as a cost centre within the organization. The concept of ROI has to be taken into account when planning and making strategic decisions, and not just as an afterthought. Key components of HR strategy have to be re-examined and optimized. Led by an internationallyrenowned HR ROI expert from the UK, this two-day interactive workshop provides the best opportunity for delegates to explore how companies can approach the optimization and monetization of HR in a practical and effective way. Besides ROI, the concept of Return on Expectations (ROE) will also be introduced to include the measurement of intangible objectives. A businesscentric approach will be employed to not only achieve cost savings, but also to justify the investment in human resources. Delegates will be able to fully appreciate how the smart implementation of ROI and ROE concepts could serve as a powerful business-oriented solution to modern workforce challenges. Venue: Kuala Lampur, Malaysia
Employee Engagement Conference
Date: July 24-26, 2017
Engaged cultures drive innovation and challenge the marketplace. They are aligned with company goals and propel the business forward. What does it take to build an engaged culture that directly impacts business results? An authentic connection to the purpose and values of the organization, and a scientific approach to recognizing and rewarding the right behaviors. Join us at the 2017 Employee Engagement Conference to hear senior-level thought leaders from organizations like TOMS, Shopify, and Southwest Airlines 124
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discuss how they build strong workforce connections that result in high employee engagement and retention. Neuroscience leaders will expand your mind and demonstrate how your organization can implement neuroscience for lasting behavioral and cultural change. Venue: San Francisco, USA
California HR Conference
Date: August 28-30, 2017
Created and curated by the Professionals In Human Resources Association, the California HR Conference (CAHR) is a hub of human resource content for professionals who either practice or are responsible for HR management in California. California HR Conference offer a unique experience committed to your understanding of the trends and laws affecting the future of your business, to opportunities for purposeful networking, and to connecting HR communities. Venue: Long Beach, California, USA
Learning and Leadership Development Conference
Date: September 18-20, 2017
This specialized conference will address the challenges of change, shifting culture, content curation and new leadership criteria and development – the critical parts every organization needs to compete in today’s marketplace. Venue: Chicago, Illinois, USA
NAPS Conference
Date: September 21-22, 2017
The NAPS 2017 Conference is the premier education opportunity representing the search, recruiting and staffing industry. More than 500 attendees are expected to attend this year’s annual event, which will be help September 20 - 22, 2017 in Denver, CO at the beautiful Hyatt Regency Denver At Colorado Convention Center. Venue: Denver, Colorado, USA
LinkedIn Talent Connect
Date: October 3-5, 2017
Talent Connect is an experience curated for you, by you. Connect with peers, be inspired by thought leaders and come together over three days to collectively grow. Then, walk away with the confidence and know-how to transform the talent industry. The HR Digest Magazine | July 2017
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LinkedIn Talent Connect consists of highly rated breakout sessions, awe-inspiring keynotes, and exclusive interviews with many of LinkedIn’s top talent acquisition leaders and influencers. Venue: Las Vegas, Nevada, USA
International HR Conference Barcelona
Date: October 6, 2017
Due to the great success of the last 3 International HR Conferences Barcelona, which were held in 2014, 2015 and 2016, the 4th edition of this amazing event will take place at the Auditorium of Telefónica in Barcelona on October 6th, 2017. The speaker’s panel for the 4th International HR Conference. 11 top level speakers from the US, Canada and Europe will present their ideas and conclusions on current HR trends. Venue: Barcelona, Spain
HR Technology® Conference
Date: : October 10-13, 2017
Helping forward-looking professionals rethink HR and leverage technology to exceed employee expectations and succeed in business is what the HR Tech Conference is all about. And that hasn’t changed in our 20 years. Sessions focus on the business process and organizational success enabled by technology and cover all the latest trends — AI, chatbots, SaaS, The Cloud, social, mobile, analytics, video, gamification and more — as well as the more traditional technologies and processes that still compete for your attention. Whatever is changing the way work and HR gets done is what is featured. Sessions are all vetted and then created and delivered by senior executives from leading organizations — no speaking slots are sold — resulting in a highcaliber learning experience with real-world lessons and practical takeaways. What’s more, all the foremost industry experts, thought leaders from the major 126
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and emerging HR consultancies, every important software vendor, senior HR executives, HR Generalists, HR Systems leaders and more attend yearly — and everyone is eager to “talk shop”! It all equates to an unparalleled learning and networking experience. Venue: Las Vegas, Nevada, USA
The ONREC HR Conference
Date: October 11, 2017
Recruiting methods have changed due to advances in technology, but the challenge of attracting the very best, most applicable candidates remains an ongoing challenge, make sure you are getting the very best from your suppliers and your recruiters to help you achieve your recruitment goals. This conference will help you test, challenge and develop your company’s online recruitment strategy. In a half day format The Onrec HR conference aims to pack in relevant information for those in HR using Online Recruitment. HR Practitioners will provide insights in to how their organization has embraced online recruitment along with advice from industry experts. The half day conference will include top speakers, who will offer their professional insight into the world of online recruitment and the latest developments in the sector. Venue: London, United Kingdom
Human Resource Summit
Date: October 11-13, 2017
The Summit is a cost and time effective way for leading service providers to meet with UK HR Directors. Your time over the 2½ days will be spent in a series of pre-selected 1:1 meetings, informal networking during the evening dinners and lunches and, if you’re a delegate, participation in our topic-driven Strategy Group sessions. We will provide you with your own personal schedule, so your time at the event will be productive and reflect your business needs. The Summit is an invitation only event, with just 140 places available. Step away from the day to day to develop ideas, share best practice, hear about proven solutions and be inspired! Venue: Lisbon, Portugal The HR Digest Magazine | July 2017
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