Skills Gap: We started The Skills Gap series with last week’s The Hiring Paradox. This week’s issue is dedicated to the topic. We begin with a must-read post from China Gorman called Skills Shortage or Inflated Job Requirements?. We continue with John Sumser’s posts Skills Gap 2: Outsourcing, and Skills Gap 3: The Pace of Change. We finish the series with Five Links: Skills Shortage – Skills Gap. While unrelated to the Skills Gap series you’ll want to read Heather Bussing’s wonderful article on dealing with fear and anxiety – Good at Terrified.
“Four-year college degrees have long been a proxy for base level of skills—that a person can write, work with numbers, and think through difficult questions. Except that’s probably not true any more.” – China Gorman
“I’ve learned to just invite fear along for the ride. I give it a little attention, tell it some jokes, and ask it, very nicely, to stay in the backseat. When the fear is insistent, I listen to what it’s trying to tell me.” – Heather Bussing
HRExaminer v3.47 November 30, 2012
We’re starting a series this week on the Skills Gap with John Sumser’s article, The Hiring Paradox. Bob Corlett joins us to discuss The Amazonification of Recruiting and Heather Bussing has the Employer’s Holiday Guide. Heather also has Trash your Policy Manual — content from her speech at HR Reinvention in Omaha. We round up all the little doggies with Employment Branding and then Five Links: Roundup which features articles about managerial insight.
If your company is short on funds this year, take the money you would have spent on a party and give it to the employees. There is nothing more demoralizing than going to a fancy lunch to learn there won’t be holiday bonuses this year.
Nobody selects a staffing firm because they have a great tagline or brochure. No, in staffing, your candidates are your brand to the client company; and your client companies are your brand to the candidates. – Bob Corlett
Progressive discipline is demoralizing to the employee, requires you to set them up and forces everyone through a stupid process that never works. It disrupts everyone because the employee gets angry and bitter and tries to get everyone else to agree with her.
Gamification isn’t a term you want to use in polite society. What’s behind all the noise? John Sumser’s post outlines the central issues in this week’s feature Gamification III.
“If you really care about your particular “truly unique” idea and/or thought, give it away. Gleefully give it away. Make it easy for folks to consume, borrow and share.” – William Tincup
Attorneys often have legal myopia; they can only see how the law applies. Ballman sees beyond the purely legal issues to the real problems employees deal with everyday–like eating and paying the heating bill. She asks all the right questions, and evaluates the choices.
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