Career Group’s Post

You saw this by now, right? (The woman who posted her own firing). What is interesting to consider is the online reputation impact--to the CEO and business, as well as the poster. https://lnkd.in/edkAiQZf #reputationmanagement #onlinereputation

Joining TRU, Herbert's skepticism vanished as he secured retainers and upfront payments, transforming his business focus. After 47 years recruiting, TRU brought profound changes to his attitude towards metrics and daily routines, providing clarity about the company's future. The pressure-free mindset towards retainers and newfound vision revitalized his passion, making him feel inspired! #recruiter #recruiting #recruitinglife #recruiters #headhunter #executivesearch #executivesearchfirm #recruitingfirm #milliondollarrecruiter #recruiterthinktank

We need only look to recent headlines, whether related to a rap producer now threatening the careers of others via upcoming disclosures, or political figures whose past actions are coming to light to understand the video below. But in today's social media landscape where actions caught on video or phone camera, former posts/tweets, etc. YEARS LATER can still come to light and put #hrdirectors #hrmanagers #publicrelations and everyday #businessowners in awkward positions "thinking" that their company #backgroundchecks and #creditchecks were enough to insure "reputable" staff. Think again. We are far from over potential political controversies as well -- controversies involving YOUR people, not those 'in' politics, so regardless of November's election, the aftermath still speaks to potential #reputationalrisk for your company. So how are you *proactively* addressing such concerns? I know someone who can help. #defensebydesign

Despite the benefits of providing severance to outgoing employees — for workers and companies — just 25% of US companies offer such packages 📊 Check out this article, which explores our 2023 Global Severance Research, telling you all that you need to know about the topic: #Severance #Layoffs #Downsizing

Despite the benefits of providing severance to outgoing employees — for workers and companies — just 25% of US companies offer such packages 📊 Check out this article, which explores our 2023 Global Severance Research, telling you all that you need to know about the topic: #Severance #Layoffs #Downsizing

We need only look to recent headlines, whether related to a rap producer now threatening the careers of others via upcoming disclosures, or political figures whose past actions are coming to light to understand the video below. But in today's social media landscape where actions caught on video or phone camera, former posts/tweets, etc. YEARS LATER can still come to light and put #hrdirectors #hrmanagers #publicrelations and everyday #businessowners in awkward positions "thinking" that their company #backgroundchecks and #creditchecks were enough to insure "reputable" staff. Think again. We are far from over potential political controversies as well -- controversies involving YOUR people, not those 'in' politics, so regardless of November's election, the aftermath still speaks to potential #reputationalrisk for your company. So how are you *proactively* addressing such concerns? I know someone who can help. #defensebydesign

Are you SICK AND TIRED of dealing with terrible employees? Do you feel like you're stuck in a never-ending cycle of hiring and firing? Well, guess what? It might NOT be them... It might be YOU. Yes, you heard us right. The problem isn't your employees, it's your hiring strategy. And today, we're going to fix that. https://lnkd.in/deeRpUkM

Cost reduction is more than just laying off people to meet investor expectations. It's about the root causes that usually hide at the structural level. https://bit.ly/42QKdZA #costreduction #cutcosts #costsavings

Companies that plan workforce reduction strictly on costs are at considerable risk 👀 In this new article Tania de Decker explores the effects of layoffs in the medtech industry and writes: "In an industry that chronically struggles to find skilled workers, medtech employers cannot afford to be tagged as unsympathetic and callous, especially when competing for high-demand skills." To learn more about how downsizing can hurt your business, read the article 👇🏽

Since I originally posted this in 2019, it looks like Dave and his team updated the policy's language (probably because the original language is problematic at best, illegal at worst.) You tell me if it's better. "8. Review their personal budget. Can the candidate afford to live on the salary you provide? If not, sooner or later, they’ll blame you for “not paying enough” even though they accepted your offer and should know what they can and can’t live on. When people are worried about their bills, they’re distracted and can’t give their best. So serve your top candidates—before they join you—by making sure they can care for their family and meet their obligations with what you pay. 11. Do a final in-person interview and go on a spousal dinner. This may be the best advice on the list. When you're pretty certain the candidate is a good fit for your business, bring them on site to meet your team and see how things work in your company. That evening, take them to a casual restaurant to get to know them better and share your company story. If they're married, include their spouse and yours. It’s a game changer. As the spouse hears about your culture and the job role, they’re usually eager to share whether they think the position fits. One more bonus: You’ll discover if your candidate is married to crazy. If they are, stay away." https://lnkd.in/gyUBPQhT