Hiring & Retention

Many organizations depend on part time talent, as part time employees not only save employers money in terms of wages and benefits, but they also fulfill critical roles that full time employees are many times unable to fill. However, part time employees also provide special challenges to managers, and managing these employees requires that managers pay close attention to the unique situation in which part timers are found.

A new report released by the Partnership for Public Service and Booz Allen Hamilton says that in order to increase employee retention and workplace productivity, federal agencies should improve how they bring new employees onboard and how they are integrated into the workplace culture. Onboarding, the process of familiarizing new hires with their new workplace requirements and responsibilities, is rarely used as a retention tool.

Mike Rickheim is the Vice President of Global Talent Acquisition for the international consumer products giant Newell Rubbermaid, which employs a global workforce of nearly 30,000 employees. He recently sat down with LatPro to discuss Newell Rubbermaid’s perspective on diversity recruiting and its future goals for Hispanic talent acquisition. Below is an excerpt of his interview, but you can read the entire interview here.

A new study by Catlayst has found that women of color in accounting feel less included in the work environment than their white counterparts, they feel that the firms they work for lack accountability in diversity practices, and they believe that their firms lack racial sensitivity. The results of the study come at a pivotal time where there is both a continuing shortage of accountants and an increasing number of persons of color receiving accounting degrees. As such, the talent pool for CPAs, as well as the accounting workforce, will increasingly be made up of people of color.

From the very start, forward thinking companies have realized that the best way to connect with diverse consumers and markets is to hire individuals who look like and understand the languages and cultural nuances of the diverse communities they serve. Today most companies have realized the critical need for attracting and retaining Latinos and other qualified diversity employees at all levels, but hiring qualified diversity candidates remains a formidable challenge.

Mae A. Douglas is a Senior Vice President with Cox Communications and has served as the company’s Chief People Officer for 7 years. She recently spoke with LatPro about Cox Communications’ diversity goals, objectives, and strategy the critical role of Hispanic and Bilingual employees at the broadband communications and entertainment company. Below is an excerpt of her interview, but you can read the entire interview here.

Employers and HR personnel need to focus their efforts on a candidate’s transferrable skills, rather than searching for the perfect match of skills and qualifications when searching for candidates in a tight job market with a skills shortage, according to the CEO of Australia’s Recruitment and Consulting Services Association.

Employers sometimes reward workers who quit smoking while others fire them if they can’t. To eliminate the drama, companies are beginning to shy away from hiring smokers at all.

More than half of the 50 states have made it illegal to discriminate against smokers who smoke on their own time.

Employment verification recently received a boost as another document was added to the list of acceptable Form I-9 credentials that companies can use to verify the employment eligibility of new hires.

The U.S. Citizenship and Immigration Services says that employers may begin using the new Form I-9.

A recent survey at retail companies points to the industry's renewed focus on reducing turnover in their store management ranks.

The survey encompassed compensation and benefits issues for store managers across all retail channels, with the participating companies operating over 12,000 locations throughout the U.S.