In the past year, Zappos received about 31,000 applications, and only hired about 1.5% of the applicants. This prevented the company’s small recruiting team from “working in a purposeful way,” according to Mike Bailen, senior HR manager. Thus, the onus here will really be on the candidate to make him or herself stand out from the crowd in a much less impersonal setting.
"Yesterday’s Advisor featured BLR legal editor Jasmin Rojas’ take on Zappos’ new approach to recruiting—all on social media, no postings. In this issue, more of her thoughts about how you may learn from their initiative."
"You’re just getting used to posting jobs online, here comes pacesetting Zappos with a whole nother approach—do away with your job postings and rely on social media! Wait. … What?"
"In yesterday’s Advisor, we began consultant Darlene Price’s list of 10 phrases that successful managers avoid. Today, the rest of the list."
"There are certain words and phrases that managers should avoid if they want to be successful communicators, says Darlene Price, author of the book Well Said! Presentations and Conversations That Get Results. She offers 10 phrases that you should never utter."
To successfully communicate, says Price (www.wellsaid.com), you have to learn to present yourself and your message effectively. You’ve got to know your audience members and tailor your content to meet their needs. And you’ve got to be sincere, natural, enthusiastic and passionate, maintain good eye contact, and be calm and polite.
"Policies, backbone of HR management, a world that’s constantly changing. What policy changes are going on out there? What are your competitors up to? Help us find out!"
Please participate in our brief survey, and see how what you are doing stacks up against what other successful companies are doing.
We’ll get answers to these questions and more:
- Who develops policies? Who has final approval of policies?
- How often are policies updated?
- Do you have a policy on social media background checks?
- What outside vendors do you use for background checks?
"Employers’ FMLA obligations are many, and pitfalls abound. One of the earliest places to make a mistake is in the supposedly simple act of designating the leave as FMLA-qualifying. For help, we turned to the “FMLA Bible.”"
When the employer has enough information to determine whether the leave is being taken for a FMLA-qualifying reason (e.g., after receiving a certification), the employer must notify the employee whether the leave will be designated and will be counted as FMLA leave within 5 business days, absent extenuating circumstances.
"Yesterday’s Advisor began the results of our 2014 survey of Performance Management. Today, more results, including supervisors’ errors and the relationship of performance evaluation and merit pay."
Supervisors’ Role in Performance Appraisals
Management’s top responsibilities when it comes to performance evaluations are writing evaluations of their direct reports for 85.6% of survey participants, followed closely by setting goals for/with employees for 78.3%, conducting review meetings for 75.3%, and coaching employees for improved performance for 75.3%. Finishing out the field is reviewing evaluations prepared by their direct reports for their own employees (64.6%), deciding employee salary raises (50.8%), and providing input to other supervisors on their direct reports (40.5%).
"Results are in from the 2014 Performance Management Survey. How does what you do compare with what the 1,481 survey participants do? Highlights:
- 91.9% of the organizations represented by our survey participants conduct performance appraisals.
- 75.2% rate their organization as average or above regarding the way it conducts performance appraisals.
- The worst error is that the rater does not follow up with the employee after the evaluation to check on progress.
"The big buzz at the SHRM Annual Conference and Exposition revolved around SHRM’s announcement that it will start offering its own professional certifications. Why is it happening and what does it mean for HR pros?"
Speaking about the other entity, SHRM and HRCI both said to HRDA, “Their interpretation of ‘partnership’ Is not the same as ours.”
SHRM found HRCI intransigent on the issue of adding competencies to the certification process. HRCI says that SHRM defines “partnership” as controlling and their position threatened HRCI’s independence, which they believe is necessary to maintain the integrity of the certification process.