Smoking or Non?

With so much attention recently surrounding Health Care and the cost of providing coverage to employees, it is not unreasonable that companies are looking for ways to minimize premiums. In that regard, some employers are looking to limit or curtail coverage for employees who engage in unhealthy behaviors. Today, more and more companies are offering employment only to those candidates who do not smoke. The requirement is that not only do you not smoke on company property, but that you do not smoke at all. Applicants who are offered a job and join a company workforce are fired if they are found to have violated this requirement.

With this in mind, where should it stop? If someone has a diet high in calories or unhealthy fats, should a company have restrictions? How about employees who overuse alcohol? Or how about employees who do not have a regular fitness program?

Let us know what you think in the comments section below.

—Gina

Strategic Thinking & Communication—You Decide!

In a recent survey, strategic thinking and communications were identified as the top two competencies for senior HR leaders.  Yes, we all know communication is very important—but the word “communication” is so broad. Which of the following do you wish your HR leaders would do more of in terms of communication skills:

1.)    Really listen, without interrupting

2.)    Articulate clear directions

3.)    Open up to opposing or challenging opinions

4.)    Improve written communication to allow clear directions

5.)    Allow open speech, to reduce your worries about being
   “politically correct”

Finally, in terms of communication, is it all of the above from someone you can trust to give you open, honest information—or is there something else? Please share your thoughts.

How Do You Treat Applicants?

My view on applicants is to think of them as guests in your home. You have "invited" them over for conversation via phone or in person. Respect them! Yes, they want a job and it is an employer's market—yet that does not give hiring managers the right to treat applicants unprofessionally. Respect their time; let them know beforehand whom they will be meeting with. Be prepared; know what you are interviewing for and read the applicant's résumé BEFORE you meet with them in order to formulate meaningful questions. When in person, offer your guests something to drink. Before they leave, let them know the next steps in the process.

I can't tell you how many horror stories I continue to hear from applicants that felt they were herded in, met with interviewers who did not seem to have a clue on how to interview, and following the interview never heard from the company. How would you feel as a "guest" in this house?

—Gina

Online Reference Checks?

I just heard a conversation about reference checking and conducting the deed via the internet. Candidates declare 8 references, the references are conducted and are reported back via e-mail, as opposed to phone contact. The thinking is that via the internet, references will be more honest and frank in their feedback. The feedback is then "packaged" anonymously back to the company seeking the reference. Now let's think about that . . . the candidate is supplying the names—do we really think anything negative is going to be revealed, whether it is by phone or e-mail?

What do you think?

—Gina