Absolutes Truth and Ethics - Ethics Are not personal
absolutes, such an interesting word that seems to be rolled around quite a bit when discussing ethics
EVERYTHING in our lives is based upon absolutes EVERY DAY, We deal with them on a personal level, Money for the food we eat, we all need shelter, we all need to feel loved, but the most important one we ALL need to Feel Safe whether it be in personal or in business life. When we hurt someone we cause pain, with every action there is a reaction, and for every pro there is a con – Even when some may argue against absolute truths, those very arguments are also absolute, thus the word absolute becomes non absolute.
- If there were no absolutes to provide a measurement for society, then society itself would become the absolute Without absolutes we weaken societies gauge and idea for tolerance
We All know what is right from wrong and we are ALL born with this moral compass that allow us to determine the difference. We are taught much of these from an early age. A good classifier to
determine ethics is Will my actions cause harm, can a repercussion come from this behaviour, will regret my decision tomorrow?. Ethics are determined by honesty, self-esteem, empathy, compassion, and
a respect of individual rights – it is making a appropriate choice after having thought over the possible consequences
To sum it up -Any chosen action that purposely benefits the human organism or society is morally good and right. Any chosen action that purposely harms the human organism or society is morally bad
and wrong. Thus Morality is not an Absolute.
The is only grey line we as humans create Regarding ethics are the excuses and reasons we make to allow ourselves to feel more comfortable for any harm we do to another.
This is proven in Psych 101 and Medical 101 - a bad conscience, and guilt despite the emotions at the time of the action will eventually lead to heart attacks, depression, anxiety, stress,
nervousness, ulcers, and even cancer, anger, lower self esteem, frustration and resentment.
If there are no absolutes in life, and if ethics and values are truly personal, then why do we teach our kids not to lie, steal or cheat? why do we continue to teach them the morals and values that were taught to us by our parents.
<< MORE >>relationship of ethics to the law
It is like the chicken and the egg, which came first - ethics or laws.. To say that they are not related, well then please look at history cause this will date back all the way to Plato and Aristotles where it was discovered that one's interpretation of the law will necessarily influence the interpretation of ethics, and vice versa, they form a package, and thus to understand the system of law one must understand the system of ethics.
Political Philosophy is primarily constrained to the workings of governments and nations — how they developed, why they developed, which systems are better than others, what the purpose of government should be, etc. All of this is closely related to Ethics, because so much is dependent upon what actions are right, the protection of the vulnerable within such a society, Protection of personal needs and privacy; but here, there is the added element of what actions can and should be constrained by outside human forces - and thus new laws are created due to lack of ethics.
Think of it like the yard stick for politicians and the public to determine and cope with situations where the standard law fails to provide legal solutions to the public in protecting human rights and maintaining the welfare of the economy. Since there are No clear guidelines between law and ethics, and dealing with problems of each individuals personal interpretation of obligation and personal conscience, then we are left with the Law to create these guidelines for us.
Thus the laws are created by determining that the concern is something by which a large portion of society has a shared consensus, and then an existance that the doing threatens the peace of the public. Then of course comes the punishment, what is fair or too harsh.
Obedience to law is not absolute. When important ethical principles are jeorpardized by legal issues, citizens are confronted with an ethical problem. An attempt to alter the law and, if need be, civil disobedience remains one of the corner stones of democratic process
Thus the link between professional ethics and the law whether legal or moral is - The regulation of behaviour and the protection of society
Laws that came into effect due to the protection of human rights, that came about due to a moral stance - Civil Rights, Equal Pay, 6th Ammendment, 4th ammendment, clean air acts, energy conversation laws (protect our environment), price fixing.
People and associations who helped create changes and Laws due to ethics and need to prtoect the masses - Martin Luther King, Mahatma Gandhi, Womens Rights Movement (too many names) United Nations (has several division to concern and develop human, economic, social and cultural rights. ACLU, FTC, Better business bureau. Peoples Republic, Public Citizen are some great ones as well.
The Ruse Call, or networking
The ruse call or Networking.. which is more efficient?
Recently on a few other forums that I am a member of, I have been noticing a promotion of the ruse call. When I read these posts, I am profoundly curious as I don’t understand the purpose or need of the ruse call.
So I wonder, do people pump up the ruse call because they don’t understand the art of networking? Is it because they haven’t been able to see the benefits for themselves?
Or is it because they don’t know how to make a strong Networking Call, where to make that call, and how to gain the required information? Maybe they don’t understand the Real Art of Recruiting. The purpose, the real Value of our industry?
That has to be it.. Let’s look at sales for example — In sales, there are people who can knock on any door, and they will walk away with that paper signed. Is it a gift?
<< MORE >>Prevention and Retention is the Key
No More War For Talent -
Prevention and Retention is the Key
Pink Slip - new company across the Ocean Leaving just a memory Retirement shot, 401k gone as well No, there is nothing left for me Nothing was left behind for me
We don’t need no “war for talent”
We don’t no metrics Control
No more new bodies in the office
Employee Expectation will be respected
Retention and Prevention is the key
We will push for Education
We will focus on Talent Utilization
We will implement understanding
We will show appreciation
We will return our employee loyalty
Fairness and equal Treatment
Is not just a fond memory
We have seen the writing on the wall
Yes all in all Business Success is all about Retaining All our employees
We will aim for Employee Reduction Control
Hey H.R - Success it’s About Retention and Prevention
-Karen M.
<< MORE >>When is an American just an American
There is something that really interests me.. I bring this up as a person who just recently received their citizenship to America a short time ago.. I am from the Caribbean, BiRacial.. Black Spanish and White.. Yes I say Biracial as I give credit to both of my parents for my birth and genes.
Well this is what I have a problem with.. the terms African American, Asian American, Eastern American… etc..
Now why can we not just say American.. Really.. let’s take the term African American for example — I am considered to be Black because of appearances - the color of my skin, the texture of my
hair, even though though the only black in my gene pool is from my grandmother..
the same goes for the Spanish..
Employer Liable for Employee’s Illegal Use of Internet January 2006
Employer Liable for Employee’s Illegal Use of Internet January 2006 By: Robert G. Brody (Founding Partner) and Richard S. Moskowitz
(Associate) at the Labor and Employment Firm of Brody and Associates, LLC
A New Jersey corporation was liable for harm to third persons as a result of an employee’s activities on a company owned computer. The New Jersey appeals court ruled the company had a duty to report the employee’s internet activities involving child pornography to the police and to take internal action to stop them. Having failed to do so, the employer was liable for harm caused to the employee’s step- daughter and ex-wife.
Since 1999, the company knew the employee was visiting pornographic web sites using his company provided computer. He was instructed on numerous occasions to cease visiting pornographic web sites. In June 2001, the employee was arrested for possession of child pornography.
Apparently, the employee had downloaded 1,000+ pornographic images while at work. He also had taken semi-nude photographs of his 10 year old step daughter and sent them to a child pornography website.
The child’s mother filed the lawsuit against the employer, alleging it knew or should have known the employee was using the company’s computers to view and download child pornography and it should have taken appropriate steps to stop it.
<< MORE >>Think Twice about doing Credit Checks - Credit checks and the EEOC
EEOC has been urging companies to take caution in regards to utilizing credit checks in their employment screening decisions. Credit Checks have a potential for discrimination Under Title VII, unless of course there is a legitimate business necessity.
At first this appeared to be a bit shocking, or maybe even a stretch. How could Credit Checks have a potential for adverse impact?
What ultimately was more shocking was the data from a research done in 2004 by the Texas Department of Insurance. The research focused on 2 Million individuals, and found “that blacks have an average credit score roughly 10 percent to 35 percent worse than whites; Hispanics have scores 5 percent to 25 percent worse than whites.”
Freddie Mac study showed, the race-credit correlation is even stronger than the income-credit correlation
What makes this more interesting is that there is no significant proof that Credit Checks will have a negative impact on the performance of employees. Actually one would think that an employee may probably want to work harder, request longer hours, to help compensate their losses.
There also has been no evidence to link theft, fraud or criminal activities to employees with negative credit.
Harvard recently found themselves charged with discrimination due to unnecessary credit check, when a temp employee wanted to change her status to permanent. Harvard decided not to allow the hire after they initiated a credit check. This decision is now being challenged on the grounds of Racial Discrimination.
The grounds for the charge, is that the individual had been performing the same duties as a temp worker as she would have in the permanent role. The Credit check had not been initiated prior to her deciding to go permanent. Harvard explains that it is standard policy for them to Review the Credit background for all employees who will have access to sensitive financial data.
Okay, this makes sense to me. My only question though is why wasn’t it also done for temp employees?
Employment credit checks are widespread, and according to a 2004 Survey by the Society of Human Management Resources, 35 Percent of Companies in 2004 were conducting Credit Reports on potential employees compared to 19 Percent in 1996. A University of
Florida survey conducted in 2002 found that 40.7% of retail employers conducted them for screening purposes.The Harvard Case is not secular, and there are Several Civil Rights groups that are getting involved in this. What could make this even more of a concern for companies is that in February the EEOC recently launched their “E-RACE” (Eradicating Racism and Colorism from Employment) Initiative – and one of the areas of focus will be the selection, hiring and promotion processes of Employers. The E-Race program will include focus on issues that have possible systemic adverse impact by company hiring decisions; These can include employment and personality tests, arrest and Conviction records, names, and of course credit checks.A good rule of thumb – if it isn’t a business necessity, then maybe it should not be a requirement.
Karen Mattonen
United Nations on Global Discrimination
Workplace discrimination still rampant and taking on new forms, UN says are cause for growing concern United Nations Labour Organization (ILO) said in a new report released today. Enforcement remains weak and oftentimes offices created expressly to tackle discrimination are understaffed or underfunded. Additionally, a growing informal economy allows for such anti-discrimination laws to be bypassed Inequalities in income, assets and opportunities “dilute the effectiveness of any action aimed at combating discrimination.” The ILO warned that “this may lead to political instability and social upheaval, which upset investment and economic growth.”
In its most comprehensive report on discrimination to date, the ILO’s Equality at work: Tackling the challenges provides a global picture of job-related discrimination, citing both progress and failures in the struggle to fight discrimination ranging from traditional forms such as sex, race or religion, to newer forms based on age, sexual orientation, HIV/AIDS status and disability.
“The condemnation of discrimination in employment and occupation is today almost universal, as is the political commitment to tackle it.” It says that as of 2007, nine out of 10 ILO member States had ratified the two core Conventions on discriminationNevertheless, it also says the need to combat discrimination at work is more urgent than it was four years ago “in the face of a world that appears increasingly unequal, insecure and unsafe”, adding that “significant and persistent inequalities in income, assets and opportunities dilute the effectiveness of any action aimed at combating discrimination. This may lead to political instability and social upheaval, which upset investment and economic growth”.
Nevertheless, it also says “many shortcomings persist” adding law enforcement remains weak while in many countries offices that have been created to deal with discrimination aren’t properly staffed or funded. While anti-discrimination efforts are increasing in the formal economy, a growing informal economy represents a vast and moving target for public policies seeking to remove obstacles preventing hundreds of millions of people from enjoying equal opportunities at work, according to the report.
These barriers to equality can prevent societies from realizing the full potential of today’s globalized economy. The promotion of equal opportunities for decent work for all women and men, irrespective of race, religion, disability, age or sexual orientation, is one of the means to advance in this direction, the report says.
Source: National Labour Organization
money for nothing but the comission is Free?
The whole debate has had me pretty much shaking my li’l ole head in chagrin. Aren’t we recruiters an interesting bunch? So, we think if we submit a resume we automatically get a fee? Just submit any l’il biddy, piece a paper, that’s all, do nothing else, and we will generate a huge percent of an individual’s salary in compensation?
Sure, sounds great, wow, if that all there was to this job, there would be a lot of rich brothers and sisters out there wouldn’t there?
Okay, here is the legal skinny guys.. this is concise accurate information, so pay attention, if you really want to gain that fee without any expensive lawsuit, that ultimately costs you a lot, with no rewards.
First off, no contract, no fee.. and yes, your contract must spell out what it takes to earn that fee. Funny how the courts are, but they seem to depend on those funky little contractural details. Terms of Agreement. This helps remove all doubt of who owes who what, and who did what, or needed to do what to earn that fee. After there has been full agreement of terms in the contract, then obviously the recruiter must fulfill ALL of the obligations of the contract to facilitate the hiring process.
Most importantly the courts have also decided that there are four criteria to determine if a recruiter is going to get a fee…
The Recruiter must have a discussion regarding the applicant with the employer (written, or verbal, and based upon the written terms of the contract)
The Employer and Recruiter agrees to interviewing the candidate
The Candidate agrees to the interview
The Recruiter must help faciliate the interview process with the candidate and company
That seems obvious enough doesn’t it? If a recruiter doesn’t facilitate the hiring process, no matter how much they feel the “own” the candidate, they didn’t earn it. Yes, this is one of the major factors based upon the many and continual laws suits in this arena. The courts must be able to determine that the Recruiter in question is the motivating force behind the placements. But, again, the courts will still consider the contract and terms agreement. So (I stress another time) make sure your contract spells out completely what it will take to earn that fee.
Does your contract state how long you “own” the candidate?
Does it mention what Ownership means? Or even what a Referral is?
What about the steps for placement, what your agency will be responsible for, and what the client also is responsible as well to facilitate the process?
Does it mention a time frame for payment?
Are the terms of your replacement guarantee spelled out?
Does it have a legal Jurisdiction clause?
If there should be a need to go to court, where would have jurisdiction, what state, what city?
I cannot be enthusiastic enough on this area, if one does not have a written contract in place, and even if one does have one.. Document, document, document.
Document the details of conversations with clients and candidates; document when you sent the candidates; document all correspondances with the clients and candidates.
This is called a “Trail of Evidence,” and it is in YOUR favor. It helps show your actions and it shows the intent or malintent of the employer. Documentation reduces time and in legal terms that means it reduces Legal expenses…. and the courts really love that information.
Warmest Regards,
Karen Mattonen, C.S.P, C.A.C.
Advanced Career Solutions Inc/ACS
HVAC Mechanical Construction Search
www.acssearch.com
Christmas, Holidays?? who needs them? Ban the lot of them
So, in defense of the Spirit of the holidays Please allow me my humble opinion -
The more I think of this, the more I realize that Penelope is right. Holidays? Any of them, who needs them! Seriously, America is made up and founded of Diversity, and Emigrants right? So why should any of us be forced to take Thanksgiving, or Labor Day off? And what about this thing Called 4th of July? And do We REALLY need to celebrate Columbus Day? I mean, he really didn’t found the U.S correct?
<< MORE >>The Human Side of Video Resumes
This has been an interesting topic for me this past week. Two Conversations with some really good friends, about why Video Resume will never be successful; One of my friends yesterday expressed some really valid reasons that really hit it on the head.
Yes sure the EEOC, ADA, OSC and all the other Alphabet Government Agencies all have AS Much concern as the OFCCP with how Companies review, and manage the Video Resume; or the issues of Potential Adverse Impact — but, Yet, the real reason that they (the Video) will Never become popular, or successful, is because of one Very Important and Crucial factor – The People.
As my friend eloquently expressed – let’s take away the legal jargon, and not even worry about those Government Agencies for a bit here.. instead for a moment, let’s step into the mind and shoes of the following –
1 – Michelle is a WASP, over 40, she just hasn’t been able to get rid of the weight since the birth of her kids. She has had some trying times over the years, and her age shows, and she never could afford to fix her teeth. She is darn good at what she does in her job, but people do keep saying how pretty she would be if she would lose that weight, and get the Gap fixed..
2 - Mark is an Inside Customer Service operator, great guy, wins lots of awards doing the job and doing it well, but, he is blind – unfortunately companies don’t realize that a 30 dollar tool allows him to use the computer just as well as the person who can see.
3 – John, is in a Wheel Chair, and disabled, but, he is one Heck of a Sales Guy. Won a few cruises in the past. Always makes the presidents club
4- The Recruiter, or H.R manager like myself, who just is having a heck of a time to go through the 300+ resumes they get a DAY, and finds that the time to review Video, is just too burdensome.
5 – The individual who just doesn’t have time to update a Video Resume, doesn’t have the tools to do one.. (some can’t afford a computer far less the gear to be able to create and Upload a resume), or even the ability and knowledge how to do one and do one that works, and again the knowledge of how to upload one on a computer
There will be the April’s, Julies, Barry’s, Stuart’s, Mary’s and Michael’s who are Diversity Candidates, and they just want an EQUAL playing field to Get that interview. They know that there are companies who just cant see past their age, religion, race, handicap or even an Accent. They know that they have a better chance, and opportunity to gain the interview if they use the Paper Resume.
So will the people who are overweight, unattractive, stutter, have visual physical defects, or character issues that in Video may be considered a flaw, yet, if they are met in person, they are always able to sell themselves as a person, but unfortunately they never get past the first 30 seconds on a video Resume
Let’s use me as an example. My last name is Mattonen, so one instantly assumes that I am a White Female, and probably American. (I only recently received my citizenship). It is universally acceptable to have my career history to show only the past 10 or so years. I don’t have to display the years of Graduation from college or high school on my resume.. and I won’t - Re OFCCP, nah, I don’t worry to fill out that form because I do want to have just as equal a chance as the next guy or gal who is applying for the job to get that interview. Please only review my experience, and me the person – don’t base your decision on my diversity.
Getting the Interview, well that is one Step Closer for the possibility to get that job. It is the Interview that one’s has the chance to really make the best impression, and people will eventually overcome that first initial impression and See you the person.. And if it doesn’t, it allows you the Candidate at least an opportunity to Prove a Case for discrimination if one was not hired based upon discriminatory reasons.
Video resumes may appeal to many of the under 35 club. Especially to those who are white, attractive, and physically beautiful or able. Unfortunately, there are many who don’t fit those demographics.
It may be difficult for some to understand or empathize with these reasonable fears and concerns of the individuals who may fall into the demographics of the Diversity, Older or Disabled Candidate, but today, their fears are unfortunately still founded.
That is why Video Resumes didn’t succeed when they were VHS, why would they now?
Karen Mattonen
Have We Really come a long way baby - The Glass ceiling still exists for women
Recently I read an article about women and the Glass Ceiling which had me thinking to myself, what? Are you joking? The article stated that the "concrete ceiling" was actually being penetrated with more women, because they were able to find at least 66 women who held executive Positions.
66 Women in Executive Positions and this is the claim for fame of the deteriorating Glass Ceiling? The unanswered question is, are those 66 women of the Top 500 Companies? 1000 Companies, or the Millions of companies across America? No matter how one looks at it, 66 women of the top 500 companies and that is STILL a VERY pathetic number. Folks that is less than 1 Percent.
In doing research, what became more apparent was how difficult it was to find American Research Data on this topic. The U.K, Canada, and many other Countries seem to portray more concern for this quandary than we in America do. Is it because of the lack of caring?
<< MORE >>There is no (pending) labor shortage - Get Over it
In 2006 baby boomers represented about 22% of the population and as such, do make up a large portion of our society in terms of numbers. Their looming retirement creates a strong rationale for fear and apprehension as we worry about them abandoning us; decimating the workforce and its ability to remain viable.
Fortunately, upon closer inspection there are several reasons why an impending labor shortage might just be more hype than reality. Firstly, Baby Boomers currently represent over 40% of the workforce, but in 2000 15% of the population was 55 or older, and it is anticipated that by 2015 employees the over 55 crowd will make up at least 20 Percent of the working population. This simply represents what most of us already know; that Baby Boomers are postponing traditional retirement as the very concept of retirement continues to evolve.
According to AARP, of the population currently between the ages of 50 and 70, 69% plan to continue working through retirement, or to never retire in the first place. Furthermore, almost half of this surveyed population stated that they intend to work well into their 70s. For many, the cost, and/or lack of medical insurance and financial security creates a necessity for postponing retirement. For others, it is plainly the desire to continue working due to the work ethic, good or bad, defining that generation. Others simply just want to stay active and keep their head in the game.
There are of course other factors to consider in the hysteria that contributes to our “impending” war for talent? Ever notice that most things we get hysterical about do not happen? Remember Y2K? How may people do you know that died as a result of that catastrophe? That’s what I thought. For example, advancements in technology have enabled employees to do the workload of more than one person or position. Many companies now hire individuals expecting them to perform in more than one job as multitasking is the catchphrase. (Have you read The World is Flat by Thomas L. Friedman? (If not you are way behind the curve.)
Now let’s look at supply & demand! As the Boomers age and their consumer spending weakens, it will probably have some impact on the growth of new businesses and as a result, new jobs creation. With the community having less need then there is ultimately less demand due to the smaller generations evolving and an aging workforce. Just looking at housing alone there is and will continually be a growing reduction in construction as we anticipate job losses in the 1 million mark in the upcoming year. (Especially in the housing market; can they possibly overbuild at a faster rate then they are doing right now?) Naturally, this doesn’t only affect construction because if you consider Reaganomics and the trickle down effect, this will affect every company that depends on construction, i.e. - manufacturers, the sale of building materials, real estate, mortgage and financial. Quite frankly, the list is almost endless as businesses that depend on those affected industries will also be impacted.
Ultimately this leads to what many refer to as a recession; which I prefer to call a Market Readjustment. Every 10 plus years or so the market has to purge itself, cleanse of the excess waste in commerce and quite frankly, the ill-advised decisions made by those whose thinking patterns are driven by greed. (Look for example, the mortgage industry. Would YOU lend $450,000 to a person with no money down, bad credit and no documentation on income? I did not think so.)
Market readjustment allows for the market to balance itself out. As the strong, ethical companies survive, those that have the “extra baggage” will ultimately have to pay for their mistakes and make deep cuts in the employee population. Not to pick on the geniuses of the mortgage industry, we are already seeing the effect of their gluttony and lack of judgment; 21,000 jobs were affected just in the month of August alone- which is almost equal to that from all of last year. The industry has already lost close to 90,000 jobs this year alone. That is 75 percent more than the entire year of 2006, and a quarter of these came just in this month. (See http://ml-implode.com) for the daily carnage)
Continuing down this path, The National Bureau of Economic Research focuses on 5 different areas before calling a recession: real GDP, real income, employment, wholesale & retail sales, and industrial production. Looking at several factors here, the view indicates that there is more than a 50 percent chance that a recession is imminent. The factors still to be seen are how companies will adjust to the crunch financially, if the market can handle this speed bump and if the Federal Reserve decides whether or not to fiddle with natural progress; as they did in 2003- which gave us a softer recession than it ultimately could have been.
Not to depress you, but in my opinion, the party is over. Please consider the just the following three points alone:
• The Treasury Bill has fallen
• The yield on three-month Treasury bills tumbled down to a whopping 2.51 per cent - 123 basis points below the close of 8-24-07 which is a sharper fall than during the October 1987 crash.
• The Credit Crunch is already affecting commerce and industry as a vast amount of companies are finding difficulty in raising short term capitol.
Is this a bad thing? Probably not, as the economy has been over-inflated for many years and the time for adjustment has arrived. Think of blowing a balloon with hot air, and then putting it in a freezer.
Today for the survival of the fittest, a “recession” will bring back a balance to a very inflated and over-saturated market. Actually I suspect that America is in dire need of a “recession”; it is what’s necessary to keep economic growth stable and consistent. As American economist and political scientist Joseph Schumpeter theorized - “recessions are processes of creative destruction in which inefficient firms are weeded out. Only by allowing the “winds of creative destruction” to blow freely could capital be released from dying firms to new industries.” (Sounds like Darwinism at it’s best to me). Also, recessions will benefit the economy by purging the excessive baggage, leaving it in a much more secure condition to allow for new growth and development. (Hopefully the Feds agree to the natural progression instead of succumbing to relentless pressure from the public. Yes, it does have its short term implications and there is no disputing that fact; but in reality, for the long haul of protecting our nation, today’s economy needs that cold shower.)
History has a habit of repeating itself. Even during the Industrial Revolution when industrial growth was at its highest levels ever there were issues that created labor crunches. The Plague, Deadly Flu, Small Pox, tuberculosis, typhoid, cholera, just to name a few – and of course there was the mass migration to the “New World”. Still, as humankind continued to balance itself out and industry continued to grow and prosper- industry found a way to make good with what they knew. Brilliant minds found a way to invent technology for less human intervention and more dependence on machine. Ever notice how nature abhors a vacuum? Where there is a need ultimately that need will be met by someone who has courage and thinks differently. I often tell my kids, the job they will have tomorrow has probably not even been invented yet.
There are of course other factors that will be explored in a future article regarding why an impending labor shortage might just be more propaganda based fear mongering and bluster then reality based. They will of course include areas of the weakening dollar, strengthening of foreign competition, continued advancement of off-shoring employment, the growing national deficit, immigrant labor, long term unemployment (which has had recent record highs) and the advancement of technology.
The main concern today isn’t whether or not there is going to be an impending labor crisis; but more importantly how many companies are preparing their business for a more senior friendly environment? What are they doing to meet the needs of those individuals who can contribute so much to their organizations? It is very important to consider this as seniors plan to delay retiring as the baby boomers are a new workforce that many are not prepared for. Are you creating an organization that will attract and retain your share of the almost 76 million boomers?
Consider the following questions:
• Will you make your company friendly enough to make sure your Baby Boomer will want to stay and not leave to your competitor?
• Have you developed training and mentoring programs for your Baby Boomers and Generation X & Y’s to enhance their skills?
• Are you providing opportunities to your Boomers to develop new skills as they seek to add more value to your organization?
Are you willing to address these issues? If not, are you willing to pay the price for being unprepared? Can you see the value in having your most valuable asset, your current employees, feeling loyal and grateful for the opportunity that education offers? (Did you know that over 75% of employees would like the option to go back to college, especially individuals in their 30’s and 40’s, but financial obstacles make it difficult?) These are important issues that will enhance your business. I strongly suggest that you focus on adapting to a senior friendly environment; the benefits will be colossal and when the competition cries of the labor shortage you can sit back and be glad it does not apply to your organization
Generalization in Recruiting
If we think about it though - Well isn't recruiting all about Generalization? Unfortunately/Fortunately? Generalization does play a big role in this industry; everyday that we do this job.
Sometimes we see a resume of a job hopper and think, why should we take the risk? Yet, this one job may finally be the place that the job hopper may finally say, Yes, this is home, I finally have found my home ..
A vast majority of recruiters and clients will tend to stereotype the Job hopper - too many jobs, not interested..
We generalize with the ways that resumes are written, the places a candidate may have worked, if or where they had gone to school, Their GPA's, how a candidate interviews, what they wore. We generalize about where they live, how close they are to the job; we even generalize by appearance, how things may have been said, and what wasn't said; We generalize when we create Subjective job qualifications based upon personal desires versus what is really objectively needed to get the job done (ie college degree)
And We Especially generalize with those wonderful assessment and personality tests..
So, today, as the thoughts had turned to making generalized statements about the Passive Candidate, Versus the Active Candidate; but maybe we can ask, are these generalizations True? Especially say with regards to active versus non active candidates?
Why did the generalizations come about? where does the statistics come from in regards to the generalizations?
Why for example has the Passive Candidate been so sought after by our clients for as long as Adam knew Eve (pun intended) - there must be some truth here, for them to be so appreciated?
Did we create these generalizations in recruiting because it is easier to deal with rather than taking risks? Or do we continue to generalize because the risk is indeed to great?
Generalization is indeed a great Power in Recruiting..
MySpace Part 2 - But You Aren't judge and Jury
Last night there was a really interesting debate regarding this subject- some friends of mine and I were discussing the benefits of hiring individuals who share common activities, and are very similar background.. How easy it is to feel comfortable with people who are more “like us” – to gravitate to these individuals subconsciously. Even if we were to do online searches, looking at a picture on the internet, reading blog profiles, or even in the qualifying process of interviewing.
The discussion turned to systemic discrimination – if companies were to continue hiring people who were “more like us” that shared common hobbies and traits where would that leave so many employees? Say for example an individual who came from different countries, cultures, backgrounds? An individual who may have just migrated from say Laos who is qualified, but doesn’t have that same common bond.
Sometimes our clients may make requests of us regarding requirements of candidates based upon a feeling of perception – in our searches perception also takes over as well..
—- May I share a story that was once told to me when I first started recruiting regarding the danger of perception – There was a recruiting company in the East Coast – they were interviewing 2 candidates for a professional VP assistant, both had similar resumes – The White candidate came to the interview on time, dressed professionally. The Black Candidate came late, straight from the Tennis courts and wearing tennis attire. The White candidate was sent to interview with the client, the black female was not. The reasoning behind this when asked by the courts was that they felt that the candidate had not presented a professional demeanor. The candidate came late, dressed unprofessionally and the position was one that demanded professionalism.
The courts unfortunately did not buy that as a subjective or objective reason for not submitting the candidate. The courts decided that the Candidate had proven via her experience that she had the ability to be professional (she had worked as an Assistant to a VP in her previous job) – her experience was very similar to that of the White female who had been submitted, and that the recruiter’s responsibility was to inform the candidate of the Dress Code, advise her to be professional, show up on time.. etc, etc, etc. It was the duty the court said for the Recruiter to submit the BEST qualified candidate in regards to the Minimum Objective Qualifications, and it was up to the Client to decide if the candidate was/is the best fit for the job.
The Judge ruled in favor for the candidate in the tune of 1 million – This was granted due to the Candidates Proven experience and ability, not based upon her lack of professionalism – since we are not the employer of record or the hiring manager - then it is understandable that we obviously do not have the authority to make the decisions of who is being hired, thus Recruiters are obligated to make job referrals
in a nondiscriminatory manner. All qualified candidates must/should be submitted, in spite of our personal preferences (which includes personal judgment and impressions)
We must remember as Recruiters that ——- “The anti-discrimination statutes not only prohibit an employer from discriminating against its own employees, but also prohibit an employer from interfering with an individual's employment opportunities with another employer” quoted from the EEOC
MySpace is it Your Space as well?
http://www.boston.com/news/globe/living/articles/2007/05/29/myspace...
They didn't like her answer regarding her profile and they did not hire her..
This got me to thinking - in an interview we would not consider asking a candidate about their personal social activities, groups, associations, religious beliefs or groups they are involved in?
Is not asking a candidate about their my space profile in an interview not the same issue? Is it not getting into their personal life?
The article mentions the following - "Employees, meanwhile, have their own set of concerns. Some wonder whether employers are using MySpace profiles to violate the privacy of employees or applicants and obtain personal information to which they are not entitled. Warren Agin, a Boston attorney who specializes in Internet law, says employers would run afoul of antidiscrimination laws if they use a MySpace page to learn, say, that a job applicant is gay, and decide not hire him or her on that basis. "
I wonder what would happen if the tables were turned and some of the candidates were to google Recruiters, HR or Hiring Managers before an interview and see some of the comments that were written online.. Would it be improper for them to ask them about this in the interview?
If so why? would they not be working for this person? shouldn't they know if the person is a member of the KKK, are swingers, are members of the PETA society, had been indicted for a crime?
It isn't fair game, if the employee were to invade an employers privacy, it would not beehoove them to discuss it in an interview, yet some employers would think nothing of discussing their profiles.
Today the lines have been blurred regarding what is appropriate regarding an employee's private life. What does it matter what the individual does in the Privacy of their time off? who they associate with after hours?
But, mostly, when is the information that what one see's subjective or objective. What you believe to be as true and right may be different from someone elses values.
There would be the argument well they may not fit into our corporate environment - well really? look around you in your office, how many people have a life that You know nothing about? How would you know if the individual next to you is a member of a Wicca society and is a Warlock in their personal life? did you ask them? why not?
Would you change your view of them if you find out, even though you enjoy going to lunch togethor?
What about the best employee at work, if you found out that every evening after he left work, he enjoys going out in women's clothes.. would he stop being the best employee? Does his personal life really play into the work environment?
When is too much information too much information?
Big Brother (Your Boss) really IS watching You at work
Today I was watching Good Morning America; It usually is a great way to wake up in the AM.. That is except for the lead in on the excerpt that I Just HAD to watch. "Everything You Need to Know About Office Spying" —- they then go on to mention that the MAJORITY of Bosses are Spying on Your Electronic behavior at work - The info can be found on their site at tinyurl.com/yepslv or
www.http://abcnews.go.com/GMA/TakeControl/story?id=2695968&page=1
Of course being the inquisitive Mind I am — I wondered were their numbers right? Were 9 out of 10 Employers REALLY watching the way you used the internet? Good grief— well okay, smart bosses, watching their investment, making sure that they are paying you to work, and not waste their dime and time, but, really, that many.. and what about my privacy?? This really isn't legal?? Surly I have some rights?
Actually with the right to work and right to fire — Yep it is legal...
With the lead in from their own story on Good Morning America, here is something many don't realize— "Last week, new federal rules went into effect that require U.S. companies to keep track of all the e-mails, instant messages and other electronic documents generated by their employees. According to a survey by the e-Policy Institute, 9 out of 10 employers already observe employee electronic behavior in some way."
So what are the real numbers? and were GMA's data really on the mark, are there that many bosses really watching?.. is my boss really able to see what I do on the internet live on their computer monitor, in another room.. Without me even knowing? Gee, nerve racking isn't it.
On the flip side, with employees cracking down on usage of their employees being on the internet on their time and their dime.. And could this affect the way we recruit or how someone finds a job in the future?
So I checked out some other sites, this is a really hot topic today.. Even Forbes had a recent article titled- Five Ways How To (Legally) Spy On Employees tinyurl.com/y4asnm
So here are some interesting Facts-
As much as 92 Percent of employers will monitor your e-mail, record your conversations, video tape your moves in the office, search through your computer files, monitor your computer strokes, read all of your email, track your location via your cel phone or security badge or both – and even know that you are reading this article right now..
The American Management Association (AMA) conducted such a study, entitled the
"2005 Electronic Monitoring & Surveillance Survey". http://www.amanet.org/press/amanews/ems05.htm
* 65 percent block access to specific sites, up from 27 percent in 2001
* 76 percent monitor Website visits
* 55 percent retain and review email messages
* 50 percent monitor computer files
* 35 percent track the content, keystrokes and time spent at the keyboard
* 92 percent of employers deny employee workplace privacy rights through electronic surveillance of some sort.
* 57% of employers block access to 900 lines and other unauthorized phone numbers
* 19% tape the calls of employees in selected job categories, and another 3% record and review all employees’ phone chat.
* Six percent of companies have fired employees for misusing office phones, and another 22% have issued formal reprimands to those who abuse phone privileges
The state workplace privacy rights laws are few and far apart, and they are more in favor of the Employer. On the most part they basically require that the employer tell the employees of the electronic surveillance.. of course there are areas that are off limits – like bathrooms, changing rooms, etc.. and of course it does depend on the State you live in. That new law that got passed, well I wonder does it give them more freedom?
Which makes you wonder, okay, this is legal, and sure I can understand wanting to monitor your investment Mr/Ms. Employer; But with Employer Spying on the rise, well when does it go too far? When does it cross over into snooping? Voyeurism? Just doing it for the Fun of it, rather than business as usual?
What is really interesting is that this is really quite cost effective technology in today’s world.. gee even with XP remote desktop I can see my other computer in another room, when I choose.. and that is via the software that came with my computer.. of course it is with permission, and I can tell when "I" am online w/in my computer.. (what a mouthful).. but, it really doesn’t take much to set up a system w/in an intranet, and of course where an individual would NOT be aware that their boss is spying or to what extent.
With all that in mind, it makes you wonder also, how safe are those candidates when we send them e-mails at work, call them on the job, and ask them to send the resume. Here is something that really jumps out as well, with more and more companies jumping on this bandwagon is it possible that we will see less internet activity from employees on the net? Will companies start monitoring their employees’ blogs, their Social Network Activity.
Definitely something to think about when writing exchanging that inter office banter with your best friend. What you may think as harmless may be something Your boss may consider a concern.
It may be a good idea to keep personal comments, personal shopping and personal activities to your home computer.
P.S American Management Association has their 2006 Survey out - for more recent information see http://www.amanet.org/press/amanews/2006/blogs_2006.htm
Irrational or Rational? To a meaningless degree
We don’t have to have a degree to be a professional engineer, one can be a P.E with experience; in fact some states you don't even have to be educated to be a lawyer, so why do we also have to require a degree for a manager?
What even bugs me more is when an awesome candidate is turned down, a candidate who has had the proven experience for the position; has been successful in the same position for years. Do people use Education as an excuse; they are too lazy to write a better job ad, understand the job they are recruiting for; reduce the number of resumes they have to look at?
What is more important, sheepskin or proven abilities and accomplishments? Hands on Skills and knowledge or something a person learned 20 Years ago?
Recently the EEO published the following regarding Education.. maybe it is time for Managers to really take a look at some of their requirements.........
"Educational requirements obviously may be important for certain jobs. For example, graduation from medical school is required to practice medicine.
However, employers often impose educational requirements out of their own sense of desirable qualifications. Such requirements may run afoul of Title VII if they have a disparate impact and exceed what is needed to perform the job.
As the Supreme Court stated in one of its earliest interpretations of Title VII: "History is filled with examples of men and women who rendered highly effective performance without the conventional badges of accomplishment in terms of certificates, diplomas, or degrees. Diplomas and tests are useful servants, but Congress has mandated the commonsense proposition that they are not to become masters of reality."(89)
EXAMPLE 14
EDUCATION REQUIREMENT
Chloe, White, is the Head Secretary for a division of XYZ Corp. She took the job right after college and now is departing after three years to go to graduate school. The employer was thrilled with Chloe’s work, and when it gets notice that she is leaving, it sets out to find a replacement. Sylvia, an African American, applies for the job. Sylvia is a successful graduate of the local business institute, and has spent the last five years working as a secretary for a regional bank, rising a year ago to become the Executive Secretary in one of its major departments. The employer rejects Sylvia’s application because she is not a college graduate, which triggers a charge.
Statistical evidence shows that in the local labor market African Americans and Hispanics in the pool of administrative and clerical workers are significantly less likely to have college degrees than Whites. The employer defends its education requirement by attributing Chloe’s success to the fact that she was college educated, noting that the Head Secretary position involves not only traditional secretarial work, but also more complex responsibilities such as preparing reports, and training and supervising other clerical staff. The investigation reveals, however, that none of the firm’s prior successful Head Secretaries had college degrees, and it is not the industry standard. Most importantly, the employer presents no evidence that a college degree is more predictive of, or correlated with, job performance than a degree from a business institute plus significant relevant experience (i.e., Sylvia’s qualifications), or other credentials and experiences that would render a person qualified for the job. The evidence establishes that the employer has violated Title VII because the college-degree requirement screens out African Americans and Hispanics to a significant degree but it has not been demonstrated to be job related and consistent with business necessity"
I have seen so many jobs written on the internet and wonder why? Why would a Secretary NEED a bachelors degree..
I was speaking to one of my partners yesterday, (an attorney) we were discussing this same thing.. he made a Poignant statement.. Isn't really worth more to Your ROI to just input 3 simple Words - OR Experience Preferred.
How many Dynamic candidates did you miss yesterday because your job add did not have those three Magic words?
Is this why there is a war for talent? is the war for talent only as big as we have made it, because we overqualify, over signfiy something that should have no significance to the skills necessary to perform the job?
I wonder
Steps in protecting your Privacy and Information During your job Search
Today I will like to bring to your attention that continual caution should be taken in placing a Resume or Personal Data on the Wild and Wonderful world Called the Internet. I would further like to educate You not only to the reasons, but to provide links and Site information as to how to further Protect Yourself from Identity Theft and Your privacy whilst conducting your job search..
Besides the Privacy issues on the Internet that we will later explore - one might want to take into consideration that Your friends, Ex girlfriend/boyfriend, private detective, family or even Your Boss can see Your resume and Personal Data on line.. The information you put out there – even if it is "confidential" is easy to "figure out" and determine Your identity.
At the end of this article we have Included some links which will provide more information on the why's, how's and Where one should protect your Valuable information – Your identity, your personal information.
So In Regards to privacy - First off it is imperative to note that that we are living in a new age, one of the internet, and ID theft. One would not put your social security number on the internet, correct? - then I ask again why would one put your Resume online? -
Remember Your resume is YOUR identity. It is an EXPOSE of your life, where you live, where you went to college, what you studied, where you have worked, it allows many who are in "the Know" to determine what you earn for a living. It sometimes discusses your hobbies, interests, associations and groups you belong to - it tells the Public Much more than you think.. It is a Private Document that is out for the world to see.
We must keep in mind that in this day of ID theft that there are smart criminals - they will pose as companies, or recruiters. They will do anything to get your interest and reel you in..
Now, don't just say that I am paranoid please.. look at the following sites that I have included, and also keep in mind one unavoidable Fact -
27.3 million Americans have been victims of identity theft in the last five years, including 9.91 million people or 4.6% of the population in the last year alone.
Identity theft is up nearly 80 percent from last year. Because this crime is often misclassified, the thieves have just a one in 700 chance of being caught by the federal authorities
When you have clicked enter, Keep in mind - You now no longer have control on where your personal information is going, who has access to it, and what they do with it... Now isn't that Scary if you put it in that perspective?
What job seekers are not aware of is that virtually all independent data gathered to date has consistently shown that your odds of obtaining a new opportunity is slim. The Wall Street Journal (WSJ) conducted their own study on a persons chances of gaining new employment via " the boards." While there are some exceptions, the
WSJ report did conclude that the vast majority of job seekers have no more than a 4% chance of finding a new position via the job boards.
Okay - that doesn't mean that one must be overtly paranoid Right? No, one doesn't, but we must All take efforts to avoid being a statistic. Research Companies, make sure that the Links you click on are ACTUALLY that of the Company (think of EBAY Phishing), and be cautious of Where You apply, what and who you are working with in your job search. In other words take time to do the legwork and do the research.
Even my business or personal profile on Linked In or any public forum is VERY limited. It will only describe a small personal sketch of my life.
Great Articles about protecting yourself in your job search – Sorry for all the Links, but they all provide Great Info so check them all out -
http://msnbc.msn.com/id/3078533/
Online job listing an ID theft scam `Background check' used to steal full slate of personal info
http://www.bbb.org/alerts/article.asp?ID=269
Beware of Employment Scams AND
http://www.bbb.org/alerts/article.asp?ID=268
Employment Services Employment agencies are a major part of the personnel placement field and should be considered as an aid when searching for a job. Employment agencies can provide numerous valuable services. Most agencies are reliable, reputable and serve a vital function - Learn More
http://www.pcworld.com/resource/article/0,aid,109608,00.asp
Job Sites: Hotbed for ID Theft?
http://www.pcworld.com/howto/article/0,aid,36584,00.asp#
Find the Right Job Online - Web sites can put job hunting at your fingertips, but digital want ads can be strewn with false leads. We list five key steps to help you focus your search, avoid wasting time, show your strong points, and nail down that dream job.
http://help.monster.com/besafe/
A smart Job search is a safe job search
http://www.wired.com/news/business/0,1367,57923,00.html
The Perils of Online Job Sites
http://www.job-hunt.org/jobsearchmistakes.shtml
The Dirty Dozen Online Job Search Mistakes
http://www.asktheheadhunter.com/newsletter/OE20030617.htm
Job-Board Journalism: Selling out the American job hunter
http://www.jobweb.com/resources/library/Interviews__Resumes/Dont_Get_Personal_236_01.htm
Don't Get Personal: Protecting Your Privacy During an Internet Job Search
http://www.careerjournal.com/jobhunting/strategies/20021015-mende.html
How Career-Marketing Firms Betray Unwary Candidates
http://www.careerjournal.com/jobhunting/usingnet/20020107-maher.html
Can Big Job Sites Help Your Internet Job Search?
Some excellent Data information
http://www.privacyrights.org/ar/Dixon-JobPrivacyRpt.htm
Resume Database Nightmare: Job Seeker Privacy at Risk
http://www.privacyrights.org/ar/JobPrivRptRels.htm
Documents Reveal Serious Job Seeker Resume Privacy Violations
http://www.worldprivacyforum.org/jobscamreportpt1.html
Year in the Life of an Online Job Scam
http://www.worldprivacyforum.org/resumedatabaseprivacytips.html
Job Seekers' Guide to Resumes: Twelve Resume Posting Truths
http://www.idtheftcenter.org/breaches.pdf
2006 Disclosures of U.S. Data Incidents
Again forgive the number of links, but they do provide excellent information to Protect You a Job seeker, or just an individual with Protecting You from being a statistic.
Warmest Regards,
Karen Mattonen C.A.C. CSP
Advanced Career Solutions Inc/Acs
HVAC Mechanical Construction Search
TEL 858-668-3111
FAX 858-668-3011
Email: acssearch@prodigy.net
Website: www.acssearch.com
Proud member of good Standing with -
National Association of Personnel Services
California Staffing Professionals
CANDIDATE RIGHTS In the Recruiting Process
Recruiting is one of the Oldest and Largest industries and since deregulation it is has become a trade that is easily penetrated, and unfortunately not always by the best or the cream of the crop. Unfortunately only 3 Percent or Less of the Recruiting Trade are members of any association and Many are unaware of the Code of Ethics/Standards of this industry.
Even less are aware of the Many Government Regulations and laws that surround what we do everyday. Many come in with limited or even without any education, knowledge or experience
Okay, so what does that mean? – It means that there is going to be a lack of professionalism, structure and respect to candidates - and unfortunately this does ultimately give this industry a bad name – even though there are VERY Excellent recruiters out there.
It is important that You as a candidate do research to find out who those Good Recruiters are – It is Very important not only for you as an individual, but also for your career to make sure that you are dealing with a professional Recruiter at all times.
Partnering with a Recruiter who will respect your time, efforts and the biggest decision you are making with your life.. YOUR Job, which is also your identity as a person.
And most importantly to protect your Privacy and Identity in your job search.
Here is a guide line for you -
1 - Do research, make sure that you speak to your peers and ask them who they are working with and why. You would Research your doctor, your lawyer – why not the individual who is handling and will be responsible for YOUR next career move. The very thing that provides stability and income to you and your family.
2 – Make sure that the recruiter does know and understand your industry. A recruiter who specializes (no they don’t necessarily have to be a retained search recruiter to be a pro) – will be one who has a reputation within the industry and they will want to make sure that it stays positive. They have a lot to lose with a bad reputation, especially in a Niche industry
3- Don’t flash resumes all over the net – You would not put your SS# on the Net, so why are you putting your resume out for the world to see?– Your resume is your identity, it is and shows Who YOU ARE, what you do, and have done, where you live, and much more.
Not to mention that you have a greater chance in getting involved with the recruiter who is not professional, and you will have no control over what happens to your information after you have hit the sent button.
4- Pick up the phone, call the recruiter, talk to them and let them know WHO you are, let them understand why you are looking, what your goals and needs are. Become a person and not just a piece of paper to the recruiter.
5 – Pin point in the conversation Immediately if they are looking for people with your skills, if they can help you, and make sure you eliminate any false promises
6- Ask them to identify their process with you; ask them what they should expect, and what You need to do as a candidate.
7- Make sure You get your recruiter to promise – in writing if necessary that they will not submit your resume w/o your permission or w/o talking to You first.
8- Keep in touch with your recruiter – by e-mail, phone, whatever – but keep in touch with them. Don’t become a pest, but let them know that you are out there, and that they need to respect that you want feedback – good, bad, indifferent.
Whatever – you need feedback. Even I will forget to give feedback sometimes due to the load on my desk, but will respond immediately to the candidate who reminds me – even with a simple -hey Karen, what is going on?
9- most important, be honest with your recruiter – let them know what you are doing, that you are interviewing with other companies (NO Don’t share that names of the company that you are interviewing with with the recruiter – it is NOT in your best interest) – the two of you can and will determine through the process where you should be sent and not sent to – but NEVER tell a recruiter where you are interviewing – unless you don’t care about the job that much.
There are many unethical recruiters who will submit their best candidates to that company soon after they hang up with you… Some have been trained to do this. So be careful with the information you share - but be honest and candid.
They need specific information to be able to help you better - Accurate Work history, Complete Salary information, why you are leaving, what you want in your next move
10- Make sure that the recruiter takes the time and effort to do and provide a consice needs analysis. They understand and Know you - and you understand and know them and what they are looking for. In other words Build a Relationship with them. You also need to make sure that YOU give them the time as well.
Honesty is important – you will retain credibility with the recruiter, and demand the same from them.
Yes I am a recruiter – and I promise you there are good recruiters out there who do follow the Code of Standards of this industry, more than you think. Do your homework and I promise you will find them. When you find a good recruiter - Yes Build that relationship, build a friendship, and most importantly build a Partnership.
Warmest Regards,
Karen Mattonen C.A.C.*
www.acssearch.com
Website
http://www.acssearch.com/candidaterights/