Looking for more applicants? Offer part-time (and WFH) options

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Having trouble filling a role? You might want to consider splitting it into two part-time jobs. Struggling job seekers will no doubt take umbrage to this bit of advice, but there are some numbers to back it up.

Workopolis’ data team recently analyzed over 450 thousand job descriptions, 150 million job searches, 49 million job views, and eight million job applications. What they found was that searches for part-time jobs has nearly tripled in the last three years, rising from 3 per cent in 2014 to 8.5 per cent in 2017.

In addition, based on resumes uploaded to Workopolis, the number of job seekers working more than one job has also tripled between 2000 and 2015, from 8 per cent to 24 per cent. These findings correlate with data from Statistics Canada, which show the number of people working over 50 hours per week, at more than one job, has increased by more than 10 per cent between 2011 to 2015. Teachers and registered nurses were the top two professions most likely holding more than one part-time job in the same field.

For more numbers, and an analysis of this trend, read the full article here: Looking for more applicants? Offer part-time (and WFH) options.

______________

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– Post a job on Workopolis

 

 

May 29, 2017 at 07:11PM

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6 common manager mistakes that can get your company sued

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What do employment attorneys see as the common thread that lands well-meaning employers in court time and time again? Costly mistakes by their front-line managers. 

To safeguard your firm from these five common manager blunders cited by attorneys, have HR meet with all front-line managers and supervisors and remind them to avoid:

The big 6

  1. Sloppy documentation. Managers’ documentation should never, ever seem subjective. It should always be written as if it could wind up in a jury’s hands.
  2. Inflated appraisals. Many managers avoid difficult conversations by inflating the performance ratings of employees. This can make it impossible to justify a discipline decision in court.
  3. Applying policies inconsistently. When managers don’t apply their policies to all employees, it leaves the company wide open to an array of discrimination suits.

    Another critical mistake in this area: Not knowing certain policies even exist.
  4. Being unaware of the law. It’s become a troubling trend in employment law cases: Front-line managers blatantly admit to not knowing about laws like the FMLA or the ADA. Managers need to be trained on the ins and outs of these critical employment laws.
  5. Ignoring complaints. Granted, some employees complain incessantly. But to stay safe, each and every compliant about unfair treatment or harassment must be taken seriously and investigated.
  6. Blatant rudeness. Sometimes there’s a fine line between being stern and being flat-out rude. But when managers err toward the latter, it can make employees think they disapprove of a specific protected trait — such as age, race or gender — and potentially lead to a discrimination lawsuit.

May 29, 2017 at 06:12PM

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from Jared Bilski

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A web design company can help you do all these

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A very much designed website enables the client to rapidly explore. This is to the item or administration data that interests them most. Frequently significantly more so than the equal printed handout. Normally the data can be stayed up with the latest. It is additionally giving significant serenity and enhancing shopper certainty.

 

A good web design company Singapore will beat the Opposition

 

In the event that you have loads of contenders. What number of them have great websites? Or, then again surely what number of have a website by any means? By making an online nearness. One which is preferred exhibited and better showcased over theirs. You can pick up piece of the overall industry to the detriment of your opposition.

                           

 

Draw in Another Sort of Client

 

Taking after on from the new business subject above. An ever increasing number of individuals are presently utilizing cell phones, PDAs and other hand held gadgets. This is to get to the internet. Some of them might be in statistic bunches. Those that you have not already possessed the capacity. This is to reach or adequately target. With the correct web nearness you are all of a sudden pushed into their reality.

 

Get Intuitive Criticism

 

Present day websites are something of a mixed media undertaking. You can include a bloh. You can maybe incorporate recordings, sound, live visit, gatherings, RSS channels and even podcasts. Every one of these components can pull in clients and make intrigue. You can offer guidance. This is regarding your matter of mastery. You can discuss straightforwardly with potential clients. You will be fabricating a notoriety for being reliable. By going into a discourse with your clients and potential clients along these lines. You can request the sort of definite input. One that disconnected advertisers can just dream of.

 

Build up a Brand

 

All enormous organizations have a conspicuous brand. While Coca-Cola is the best known brand universally. A large portion of us work on a more unassuming scale. All things considered. The worldwide reach of the internet enables independent company to assemble notoriety and brand. This is at a speed and inside a cost structure. One that would be essentially unimaginable disconnected. Business that have never beforehand considered “brand” or “brand esteems”. These are currently ready to use these to full impact in picking up mind offer and in this manner piece of the pie. An effectively thought out web design company Singapore will give you all around developed website is the beginning stage.

 

 

May 29, 2017 at 04:50PM

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Dealing with substance abuse at the workplace

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That substance abuse is a serious issue and menace at the US workplace needs no iteration, if one takes a look at these disturbing statistics compiled by the National Drug Free Workplace Alliance (NDWA) for five years from 2008 suggest:

  • Close to nine percent of the workforce in the age group of 18-64 used alcohol heavily in one month prior to the survey

 

  • More than eight percent used illicit drugs in the same preceding period

 

  • Between nine and ten percent of the employees were dependent on either alcohol or illicit drugs for a year prior to the survey

 

  • Substance abuse correlates to the industry in which people work. Mining and construction workers are prone to be the highest consumers of alcohol, while those in the accommodation and food services industry topped in the use of illicit drugs.

These statistics apart, there are many aspects of substance abuse that are of serious concern to the workplace. When employees resort to substance abuse –defined by the World Health Organization (WHO) as the illicit and unauthorized use of harmful substances such as alcohol and/or drugs among others –they become a liability for organizations in more senses than one.

Effects of substance abuse at the workplace

Employees who resort to substance abuse at the workplace suffer from issues that affect their own productivity and that of others:

The National Clearinghouse for Alcohol and Drug Information estimates that the loss, from substance abuse is around $ 13,000 annually per employee. The direct or indirect loss from substance abuse amounts to over $100 billion for the US economy overall. This figure is pretty conservative, since it does not factor in how much more this money could have generated if it were to be put on the right resources.

It also does not take into account the psychological aspects of substance abuse, such as the disturbance it places on the family, and the loss that this habit causes by stunting the emotional development and productive potential of the children affected by the habits of the bread earning member of the family.

These are just some of the ways by which substance abuse affects employees on a day-to-day basis:

  • Employees who are prone to substance abuse are less productive at work
  • They are less lively and are more likely to be lethargic during working hours
  • Their decision-making ability is hampered
  • They have a tendency for getting into verbal and physical fights with their peers
  • Drug or alcohol-dependent employees are more prone to illnesses and injuries, resulting in higher cost of medical attention
  •  

Management and HR need to act

Given the enormity of the problem of substance abuse at the workplace, it is imperative for managements and HR to become proactive in dealing with the problem. The onus certainly is on them to prevent and contain the problem of substance abuse at the workplace.

The ways of doing this will be the important learning from a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, Dr. Steve Albrecht, one of the country’s leading experts on work and school violence prevention and on dealing with high-risk employees, customers, and taxpayers, and who wrote co-wrote Ticking Bombs, one of the first business books on workplace violence back in 1994, will be the speaker.

To hear from an expert of this stature about how to deal with issue of substance abuse at the workplace; please enroll for this session by visiting http://ift.tt/2qyAtiP

A look at recent ambiguous laws

Dr. Albrecht will focus on the recent changes into state marijuana and medical marijuana use, which have made it quite difficult for employers to understand what is legal and what is not when it is used by employees, when consumed both during and off the job. He will cover the most common drugs of use and abuse, including stimulants, like meth and cocaine, hallucinogens, opiates marijuana, alcohol depressants, and dissociative anesthetics. He will explain the protocols for drug testing, results discussions, and return to work.

Above all, he will equip them with the understanding needed to determine if the employee’s altered behavior at work or low performance are a result of substance use. HR and other managerial cadre normally tend to overlook certain behavioral tendencies in problem employees or rationalize them to rule out the influence of drugs.

He will impart the following learning objectives from this session:

  • Recognize how drugs and alcohol are abused
  • Know how to identify the signs, symptoms, and behaviors of employee drug or alcohol use
  • Know how to have “crucial conversation” with employees suspected of drug or alcohol use
  • Understand the drug testing process, discipline, and return to work, and termination

Dr. Albrecht will cover the following area at this webinar:

  • Drugs and alcohol abuse
  • Types of drugs employees abuse and why
  • The testing process
  • Treatment programs
  • Discipline and Termination
  • Return to work.

May 29, 2017 at 04:50PM

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Inclusion Comes First

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Joe Gerstandt, HRExaminer Editorial Advisory Board Contributor.

Joe Gerstandt, HRExaminer Editorial Advisory Board Contributor.

I have been digging and continue to dig the idea of “humanizing” the workplace. I am a fan of many of the folks thinking, writing, and speaking about it. I also feel that we are rapidly turning “human” and “humanizing” into some of our newest and most fashionable buzzwords, as much of what is said and written in their name has little to do with humans.

Our currency is not insights into the human condition, we continue to trade in practices, platforms, and data, small, big, and bigger. Most people in the people businesses still cannot be bothered with the messiness of emotion, the importance and difficulty of disagreement done well, the reality of bias, the consequences of identity and power, the power of context. Even inside conversations about the future of work, we seem to cling to an antiquated idea of the human being and its behavior.

Take my pet projects, diversity and inclusion. There are certainly exceptions, but this remains a body of work viewed by HR, talent, employee engagement, and recruiting practitioners and leaders as optional, aspirational, or frivolous, but certainly not essential.

In a truly humanized workplace (for, you know all the humans), diversity and inclusion must come first.

Though we use the word in some interesting, and even cowardly ways, diversity means difference and difference is maybe the most universally human attribute there is. Anytime two or more human beings are gathered together, difference is present. There is no relationship, no social, no exchange without difference. There is no learning, no change, no innovation without being exposed to different ideas, different information, different experiences or perspectives. There is no communication, no human interaction, no team, no meeting devoid of difference.

It is the most fundamental of human things.

If your technology, your practices, and your policies are not intentionally designed for the inclusion of difference, then (intentionally or not) real and/or perceived differences in identity become barriers to participation and belonging. Rather than a free market for talent, ideas, and solutions you now have a jagged social terrain with employees experiencing the workplace in radically different ways, informed by who they are (or who they are seen to be) rather than what they have to contribute.

In any endeavor involving human beings, inclusion must be the first priority, the first practice, it must be the first product.

I will know that we are serious about humanizing the workplace when that is where we begin.

May 29, 2017 at 04:30PM

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from Joe Gerstandt

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Inclusion Comes First

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Joe Gerstandt, HRExaminer Editorial Advisory Board Contributor.

Joe Gerstandt, HRExaminer Editorial Advisory Board Contributor.

I have been digging and continue to dig the idea of “humanizing” the workplace. I am a fan of many of the folks thinking, writing, and speaking about it. I also feel that we are rapidly turning “human” and “humanizing” into some of our newest and most fashionable buzzwords, as much of what is said and written in their name has little to do with humans.

Our currency is not insights into the human condition, we continue to trade in practices, platforms, and data, small, big, and bigger. Most people in the people businesses still cannot be bothered with the messiness of emotion, the importance and difficulty of disagreement done well, the reality of bias, the consequences of identity and power, the power of context. Even inside conversations about the future of work, we seem to cling to an antiquated idea of the human being and its behavior.

Take my pet projects, diversity and inclusion. There are certainly exceptions, but this remains a body of work viewed by HR, talent, employee engagement, and recruiting practitioners and leaders as optional, aspirational, or frivolous, but certainly not essential.

In a truly humanized workplace (for, you know all the humans), diversity and inclusion must come first.

Though we use the word in some interesting, and even cowardly ways, diversity means difference and difference is maybe the most universally human attribute there is. Anytime two or more human beings are gathered together, difference is present. There is no relationship, no social, no exchange without difference. There is no learning, no change, no innovation without being exposed to different ideas, different information, different experiences or perspectives. There is no communication, no human interaction, no team, no meeting devoid of difference.

It is the most fundamental of human things.

If your technology, your practices, and your policies are not intentionally designed for the inclusion of difference, then (intentionally or not) real and/or perceived differences in identity become barriers to participation and belonging. Rather than a free market for talent, ideas, and solutions you now have a jagged social terrain with employees experiencing the workplace in radically different ways, informed by who they are (or who they are seen to be) rather than what they have to contribute.

In any endeavor involving human beings, inclusion must be the first priority, the first practice, it must be the first product.

I will know that we are serious about humanizing the workplace when that is where we begin.

May 29, 2017 at 04:30PM

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from Joe Gerstandt

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Tribute to the Fallen

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Memorial Day is meant to pay tribute to the many who have fallen in defense of this country. An amalgamation of many memorials following the Civil War the day was established in 1967 as an official Federal holiday.

According to Wikipedia:

On Memorial Day, the flag of the United States is raised briskly to the top of the staff and then solemnly lowered to the half-staff position, where it remains only until noon. It is then raised to full-staff for the remainder of the day….The half-staff position remembers the more than one million men and women who gave their lives in service of their country. At noon, their memory is raised by the living, who resolve not to let their sacrifice be in vain, but to rise up in their stead and continue the fight for liberty and justice for all.

It is not a day to thank current military, but rather a day to honor the dead. I have not lost any family member to war, though many have served. Thank those who have lost family member. I am certain they have suffered considerably due to the loss. We have turned it into a day of sales and cook outs. That is fine, but remember there needs to be solemnity associated with it as well. Without the sacrifice of many our lives might be very different.

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May 29, 2017 at 04:24PM

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from Michael Haberman

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