February 22, 2013
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Recruiting & Retention 
  • Recruiters should feel the need for speed
    Consultant Roberta Matuson writes that the first thing she asks her clients to do is to apply for a job within their own company, and most of them give up because the process takes too long. Companies should know exactly what they're looking for so that they can respond right away to an ideal candidate. Also, they should simplify their hiring processes to cut down on the number of steps candidates need to take, and the number of people who need to weigh in on hiring decisions, Matuson writes. Fast Company online (2/21) LinkedInFacebookTwitterGoogle+Email this Story
  • When employees quit, ask why they started looking
    Most HR professionals begin exit interviews by asking the employee why they are leaving, but they would gain more insight if they asked employees why they started job hunting in the first place, HR consultant Sharlyn Lauby says. Employees tend to answer the first question by discussing the advantages of their new job, and answer the second one by revealing what they didn't like about their current job, Lauby says. The Wall Street Journal/At Work blog (2/21) LinkedInFacebookTwitterGoogle+Email this Story
Benefits & Compensation 
  • Incentive systems need to fit with a broader purpose
    Lack of alignment with an organization's true purpose is a key reason that incentive systems fail, Vijay Govindarajan and Srikanth Srinivas write. They share a story about a city where bus drivers often don't stop for passengers because they have been incentivized to complete their routes faster. The problem with the incentive system is that it doesn't align with buses' true purpose of carrying as many passengers as possible to their destination, they write. Harvard Business Review online/HBR Blog Network (free registration) (2/21) LinkedInFacebookTwitterGoogle+Email this Story
  • How to build a rewards system that fosters innovation
    A reward system needs to accomplish three things in order to encourage innovation: It needs to make employees feel secure in pursuing new ideas, it needs to push employees to develop new skills and it needs to recognize workers' accomplishments, Stephanie Thomas writes. "You don't have to resort to providing wacky toys or jeopardizing the bottom line with monster R&D labs," Thomas writes. Compensation Cafe blog (2/21) LinkedInFacebookTwitterGoogle+Email this Story
Regulatory & Legal Update 
  • Feds reduce paperwork for disabled job applicants
    Disabled job seekers who apply to government positions through Schedule A no longer need to verify their ability to perform the job through documentation from a medical professional. Schedule A is a hiring authority that allows federal agencies to hire disabled workers without considering applications from the general public. Government Executive (2/21) LinkedInFacebookTwitterGoogle+Email this Story
Workplace Chatter 
  • Website compiles work-related blunders
    A website called You Had One Job displays mistakes committed by people who are inept at their jobs. "From the Spiderman backpack that has 'Batman' emblazoned in big letters, to the mug handle on the inside of a mug, these careless blunders should put some of your perceived workplace screwups in perspective," Joe Berkowitz writes. FastCoCreate (2/20) LinkedInFacebookTwitterGoogle+Email this Story
 
Position TitleCompany NameLocation
Director of Compensation and Benefits West MarineWatsonville, CA
Nationwide Contract Owner Operator Recruiter -Full or Part Time Paramount Freight Systems LLCDallas/Fort Worth, TX
Director, Human ResourcesFiservNorcross, GA
Sr. HR Generalist - RSSP Human Resources UC BerkeleyBerkeley, CA
Corporate Recruiter (14-050)BioClinicaNewtown, PA
Corporate Recruiter- MerchandisingBurlington Coat FactoryBurlington, NJ
Click here to view more job listings.

SmartQuote 
You can do anything in this world if you are prepared to take the consequences."
--W. Somerset Maugham,
British writer

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