Best Practices

If you live long enough, you will most likely notice that you’re slowly but surely turning into the stereotypical elderly curmudgeon who looks at youngsters with their newfangled technology and lack of social propriety with growing disdain. This process starts somewhere in your mid-to-late twenties...

Working at a job solely for the sake of a paycheck quickly eliminates Employee Engagement. For many workers, money just isn't enough. Employee Recognition Programs can increase Employee Engagement because of two things: humans have feelings and because when you think about it, money is...

There's a lot more to building a positive company culture through Employee Recognition than just presenting a gift. It should be obvious that giving your employee a mug and then making them pay for it is a bad choice. No one wants to work for THAT boss,...

Google is considered one of the most desirable companies to work for by a huge host of young and talented individuals.  Google receives over 1.5 million applications per year for only 6,000 positions.  This means they can select from a massive pool of candidates, accepting only the top 0.04%.  Thus Google manages to cull many of the most intelligent and inventive individuals on the market, strengthening the company and creating a positive feedback cycle where they become ever more productive and ever more desirable a place to work. Your company may not be Google, but you can steal a page from their book to make your business more attractive to applicants. The better your pool of candidates, the stronger your employees will be and the more your company will prosper. Google hiring process boasts a second point of strength: it shuns traditional interview questions, using quirky challenges to separate the creative brains from the conventional.  This helps Google build an inventive yet homogenous culture of unified and like-minded individuals.

Can you tell when a job applicant is being honest with you?  You probably answered yes, but the unfortunate truth is that lying during the hiring process is becoming increasingly common, and increasingly difficult to detect.  Entire websites are dedicated to helping candidates falsify details of their resumes, and a whopping 56% of resumes contain embellishments and outright lies regarding previous dates of employment, job descriptions, education, and more. To help you avoid getting scammed by job seekers, here are a few of the most egregious hiring horror stories, and a few lessons we can learn from them: Hiring Horror Stories: 1. Candidate Listed Himself As CEO Of The Company He Was Applying For
I was screening applicants for a mid-level position at a Fortune 500 company.  As part of the process, we checked the candidates' profiles on a variety of social media and networking sites.  One applicant had himself listed as CEO of our company on Facebook.  Judging from his Facebook page, I wouldn't have hired him for the mailroom.

There's a lot of common knowledge about what constitutes "good management" and "employee motivation".  But common knowledge is simply that: common.  It's not necessarily accurate or effective.  In fact, there are a number of myths about employee engagement that I'd like to dispel. 3 Myths About Employee Engagement and Motivation: 1. You Should Always Put On A Good Face For Your Employees Positivity is important, but you know what else is important?  Truth.  There's a reason why "The Matrix" was such a popular movie, and it wasn't only the pleather bondage gear and Keanu Reeve's deadpan delivery.  "The Matrix" offered a basic dilemma: would you rather live in a carefully constructed fantasy, or the terrifying real world?  Would you rather have happiness or the truth?  Keanu took the red pill, and most of your employees want the same.  They want to know what's going on.