Unless you’ve changed it by deed poll your name is the one given to you by your parents at birth, so how important is it to get it right? My name Ushma is a traditional Hindu name which my parents gave me.  It means warmth, but I’m always cold, so slightly ironic! My dad wanted… View Article

What’s in a Name and Why it Matters in the Workplace Undercover Recruiter – Recruiting & Talent Acquisition Blog


Earlier this week, the Cleveland Clinic committed to raising the minimum wage for its employees to $15 an hour by January 2020.

According to its CEO, Dr. Tom Mihaljevic, its all about making sure employees feel respected and valued … and attracting and retaining the best employees.

As the largest employer in Northeast Ohio and the second largest employer in the state of Ohio, Cleveland Clinic has a responsibility to lead the way and help shape the future of health care and the health care workforce.…

Every caregiver’s role is important. Increasing our minimum wage demonstrates our commitment to our employees and their families, as well as the community and our patients. It is a reflection of who we want to be as an organization.…

Ultimately, we want to continue attracting the best and brightest caregivers in all roles. We want to remain an employer of choice and give back to the caregivers who do so much for the patients we serve at Cleveland Clinic. Our goal at Cleveland Clinic is to be the best place for health care and the best place to work in health care. To reach that goal, we will continue to align caregiver pay with other top employers in the markets where Cleveland Clinic operates … .

The clinic joins other large employers — Amazon, Walmart, Target, Disney Parks, McDonald’s — in adopting a $15 minimum wage.

Which is great for them and their employees, but why should this matter to you and your business?

Because by raising their minimum wage, you will have to do the same. Or you will if you want to attract and retain quality employees. These employers have moved the needle on the issue of the minimum wage. To compete in the job market against those offering a $15 minimum wage, other companies will have to match, or risk losing quality employees to higher paying employers. Thus, over time, the $15 minimum wage will organically spread.

This is not to say that this increased minimum wage is not without problems of its own. For example, if you raise your minimum wage to $15 an hour, what happens to all of those employees already earning $15 an hour? To the employee, hired 10 years ago at $8 an hour, who worked his butt off for the past decade, and, through a series of promotion and raises, earned his way up to $15 an hour? Will you provide a proportional raise to keep pace? And, if not, a $15 minimum wage will convert those millions of workers into minimum-wage employees. And, for better or for worse, there is a certain stigma with being classified as minimum wage — especially if you’ve worked hard for years not to be minimum wage.

These are not easy issues with easy solutions. However, the $15 minimum wage train has most definitely left the station, and there is no going back. The question is not if you will adopt it, but when, and how.

The post Why the Cleveland Clinic’s $15 Minimum Wage Matters to You appeared first on Workforce.


When you hire an employee, you have certain expectations, you look forward that the employee will now add value to your company. The true measure of the value of any business is by the performance of the employees. However, there are times when employees do not perform as per expectations or their previous records as… View Article

8 Ways to Track Underperforming Employees Undercover Recruiter – Recruiting & Talent Acquisition Blog


At our most recent series of Director Clubs, we teamed up with experts from Grant Thornton to lead discussions on the current talent landscape. We were able to draw on the findings of Grant Thornton’s ‘People Power’ research to highlight how talent and skills can be one of the biggest accelerators of business growth, but… View Article

4 Steps to Creating an Effective Talent Strategy Undercover Recruiter – Recruiting & Talent Acquisition Blog


Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. The employer must publish six calculations showing their: average gender pay gap as a mean average average gender pay gap as a median average average… View Article

Gender Pay Reporting Undercover Recruiter – Recruiting & Talent Acquisition Blog


Christmas may be ‘the most wonderful time of the year’, but for workers, the festive period can mean longer hours, busier shifts and more pressure. December can leave workers feeling drained, unmotivated and unable to perform to the best of their abilities. This is bad news for the businesses that rely so heavily on keeping… View Article

Keep Christmas Festive, Not Stress-tive Undercover Recruiter – Recruiting & Talent Acquisition Blog


Performance measurement has long been viewed as a necessary but torturous part of the talent management process.

performance measurement

Historically, this process has been shaped by awkward and time-consuming end-of-the-year performance ratings that often feel more like criticism than coaching and rarely result in any meaningful changes in behavior. However, over the past several years the performance measurement process has been evolving.

“The big question today is, ‘Do we even need performance ratings?’ ” said Bhushan Sethi, performance management analyst for PwC. He noted that many Silicon Valley firms have done away with ratings all together, while other companies are rating employees behind the scenes. “They still go through the rating process to figure out raises and bonuses,” he said. But they are eliminating the annual sit-down review.

While some HR leaders applaud this evolution, others believe it is counterproductive. “Proponents of the ‘no ratings’ fad hyped the movement using selective company examples,” noted Marc Effron, founder of the Talent Strategy Group and author of 8 Steps to High Performance. However for every success story, he pointed to companies like medical equipment maker Medtronic, Conagra Brands Inc., and American Airlines, which reversed course and re-installed ratings after their financial performance suffered. Effron also pointed to a 2016 Gartner study that shows companies that eliminate ratings actually see a drop in employee performance because managers don’t know how to manage without them.

Let Robots Do It

While the jury may be out on whether ratings are a necessary part of performance measurement, most HR leaders agree that a once-a-year review on its own is not effective. Instead, they are encouraging managers to provide more real-time feedback throughout the year so employees can adapt their performance and identify opportunities for improvement before their output is affected.

“Employees who want to be higher performers benefit from clear goals and more frequent coaching,” Effron said. But only if it’s done correctly. “Leaders need to improve their capability to set a few, very big, very challenging, very aligned goals for themselves and their team members.”

The demand for more real-time performance measurement has sparked HR technology vendors to embed rating tools, social feedback loops, 360 degree reviews and other performance measurement features in their platforms, or as standalone solutions.

Also read: How Do We Use Performance Tools Including Performance Measurement to Keep Employees Motivated?

“The trend is toward slick, user-friendly mobile tools to provide real-time feedback,” Sethi said. He pointed to PWC’s own custom-built Snapshots tool, which lets employees provide and request rapid reviews on five performance characteristics, including leadership ability and business acumen. Many of the enterprise software vendors and smaller boutique firms are building similar performance feedback tools to expand their platform.

“It’s the next wave of HR technology,” he said.

Sethi predicts that the next evolution of performance measurement tools will be fully automated, artificially intelligent bots that use machine learning algorithms to rate employee performance based on data, such as sales results, projects delivered, and feedback from managers. An automated solution could take the human bias out of the rating process while freeing managers to focus on coaching their people to improve performance and close gaps on the team, Sethi said. “This would be a much better use of their time.”

The post The Automation of Performance Measurement appeared first on Workforce.

I found the following story posted to the legaladvice subreddit.

It’s titled, “Turned down for a job, asked what the issues were. Told ‘your sexuality may be an issue with the atmosphere of the office environment’.”

I made it to the third interview that was directly with the head of the division on Wednesday…. The interview went pretty well with a few odd questions….
Questions along the line of “Do you gave [sic] a girlfriend or fiance at home?” “No, but I do have a significant other and he’s entirely understanding of the importantance [sic] of finishing up a project on time and correctly” “You have a boyfriend? You seemed very masculine, very well let’s move on” and more basic questions ending in “We have a lot of office/family events, would your boyfriend be joining us?” “Yes, of course he would if he was available”.…
Today I received a call from HR thanking me for my time however I am not being offered a position.… HR was really nice and … gave me the head of the divisions email so I could connect with him a bit more.…
So I sent him an email earlier in the day thanking him for his time and politely asking about other positions and very nicely asking is there anything I could have improved on or can work on currently to make myself more suited for the company. What I got back was quite different than I was expecting.…
“Your sexuality may be an issue with the atmosphere of the office environment I have helped create here. Thank you for your interest in (company) however I will not be able to have you work in my department now or in the future.”
A few thoughts:

    1. This company almost certainly unlawfully discriminated against this individual because of his sex. I’ve previously detailed the long history of LGBTQ discrimination under Title VII. Suffice it to say that it is (more or less) established that Title VII’s definition of “sex” includes “sexual orientation,” unless and until the Supreme Court says differently (an issue it is currently considering taking up). Even if SCOTUS was to rule that Title VII does not expressly include sexual orientation, this company declined to hire this individual because of a sexual stereotype about his masculinity, which, in and of itself, is unlawful sex discrimination under Title VII. Moreover, regardless of federal law, state of local laws might otherwise provide for a more specific sexual orientation discrimination claim. (The poster is from Washington State, which does protect LGBTQ employment rights).
    2. We really need to be more careful about questions we ask in job interviews. “Do you have a girlfriend or fiance at home?” and “We have a lot of office/family events, would your boyfriend be joining us?” are never acceptable job interview questions. We interview based on one’s qualifications for the job, not one’s family or home life, regardless of one’s sexual orientation.
    3. At the end of his post, he asks, “Do I contact a higher up in the company about this? I’m perfectly suited for what they were looking for, right experience and degree and even know a handful of the people I would be working with and they sent emails to HR recommending me.” Why would this individual still want to work for this toxic company anyway? Go find a company that accepts who you are and will not discriminate against you because of it.

The post Job Applicant Told His Sexuality May Be an Issue in the Office appeared first on Workforce.