Heather Bussing explains how the pandemic demands that we reimagine our indispensable work. Reimagining What is Necessary Work During the Coronavirus Pandemic.
Jon Stross and his Greenhouse co-founder noticed that certain ways of leading and communicating during the pandemic suddenly snapped into focus while previous methods no longer fit the scene. Sometimes Leading Means Letting Go During the Pandemic (Lessons Learned in Zoom Rooms).
After the Furlough there are five things you should do to prepare for your employees’ return. John Sumser has more.
Recognizing AI in our HR Tech means trying to remember, in the onslaught of machine opinion, that by accepting the machine’s opinion you are making a decision. John Sumser has more in, Can we recognize baked-in AI in HR Tech in order to manage it properly?
Jon Stross and his Greenhouse co-founder noticed that certain ways of leading and communicating during the pandemic suddenly snapped into focus while previous methods no longer fit the scene. Sometimes Leading Means Letting Go During the Pandemic (Lessons Learned in Zoom Rooms).
After the Furlough there are five things you should do to prepare for your employees’ return. John Sumser has more.
Recognizing AI in our HR Tech means trying to remember, in the onslaught of machine opinion, that by accepting the machine’s opinion you are making a decision. John Sumser has more in, Can we recognize baked-in AI in HR Tech in order to manage it properly?
“AI is quickly becoming a table-stakes commodity. Since it will often be unlabeled, the question will be, ‘How do we recognize it?’ This is not the discovery of a rarity, it’s remembering to be effective in the flow of recommendations, suggestions, forecasts, probabilities, and interpretations that fill our every transaction. Recognizing AI means trying to remember, in the onslaught of machine opinion, that by accepting the machine’s opinion you are making a decision.” - John Sumser
After you have evaluated and implemented all of the COVID-19 health and safety protections, there are five things you should do to prepare for your employees’ return.
The pandemic demands that we reimagine, rethink, and reengineer our work. It starts with getting clear on what is truly necessary work. Trying to go back to what it was like is a mistake.
“In considering what our employees need from leadership right now, here are some of the questions we keep in mind.” Jon Stross, President and Co-founder of Greenhouse
Our systems were not designed to scale during an abrupt shift from centralized to distributed work. TJ Fjelseth, CHRO of Socrates.ai expands on the Conversations emerging during an abrupt shift from centralized to distributed work.
What should modern bereavement leave look like in pandemic times? Surely, the standard three days of paid leave to say farewell won’t cut it. Read, Modern Bereavement Leave in Pandemic Times from John Sumser.
Michael Kannisto, Ph.D. explains that college recruiting has a strict timeline and with each passing day the class of 2020 faced the prospect of being excluded from the recruiting process. The Lost Generation of College Recruits.
Neurodiverse people often possess remarkable technical and problem-solving capabilities. They end up surfacing insights that others miss. Heather Bussing has more about Hiring Neurodiverse People.
John Sumser asks you to consider who is really important at your company. Instead of paying attention to the people with charisma and connections, you need to focus on people with competence. 8 Steps to Identify Your Everyday MVP Employees During The Pandemic.
What should modern bereavement leave look like in pandemic times? Surely, the standard three days of paid leave to say farewell won’t cut it. Read, Modern Bereavement Leave in Pandemic Times from John Sumser.
Michael Kannisto, Ph.D. explains that college recruiting has a strict timeline and with each passing day the class of 2020 faced the prospect of being excluded from the recruiting process. The Lost Generation of College Recruits.
Neurodiverse people often possess remarkable technical and problem-solving capabilities. They end up surfacing insights that others miss. Heather Bussing has more about Hiring Neurodiverse People.
John Sumser asks you to consider who is really important at your company. Instead of paying attention to the people with charisma and connections, you need to focus on people with competence. 8 Steps to Identify Your Everyday MVP Employees During The Pandemic.
Employees face unprecedented stress while HR is managing new health and safety processes in parallel with navigating the complexities of redeployment and reductions in force.
“The shock of so much death has been profound. Most organizations are not prepared for a workforce with PTSD. There is no way for your EAP to handle what’s happening. Grief is rarely talked about openly, and almost never in the workplace. That’s all changed.” - John Sumser
“This year’s class of graduating seniors is especially impacted. College recruiting has a strict cadence and timeline and, with each passing day, the class of 2020 is facing the prospect of being completely excluded from the recruiting process.” - Michael Kannisto, Ph.D.
“Neurodiverse people often possess remarkable technical and problem-solving capabilities. Because of the unique lens through which their brains view the world, they end up being very good at seeing patterns, making unlikely connections, and surfacing insights that others miss.” - Heather Bussing
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