Yee-haw! Welcome to the first installment in a new series, the ConveyIQ Weekly Roundup. We’ll be gathering five interesting articles from HR and Talent Acquisition experts that you probably missed while you were out hunting for the best talent. Enjoy!
Okay, so this one wasn’t actually from this week, but it’s a must-read anyhow. You might have caught this post from a UK man whose daughter’s handwritten letter received a personal response from Google CEO Sundar Pichai. Does your company have the capacity to respond to a hopeful 7-year old, let alone all of your candidates?
Per usual, a quick, entertaining, and informative post from Matt Charney over at Recruiting Daily. He proposes three interview questions that are conducive to a better conversation and allowing the candidate to be interesting. I’m not quite sure how I’d answer the second one…
We’ve all been hearing about automation and how it has affected the American workforce. This piece from Hunt Scanlon explores how this prominent shift in the workplace is impacting HR practices. Their research finds that centering the employee experience on “career paths and personal development” will be vital moving forward.
Coming in hot! This interesting read from ERE contrasts the United States’ unwillingness to adopt extended parental leave with a small city in Sweden that is proposing a one-hour midweek sex break. Yes, a “hump day” joke is very tempting here. “Even in Sweden the idea is eliciting laughs, but consider that Sweden offers 480 days of parental leave (divvied up between the parents). In the U.S., there’s no requirement, other than what the FMLA requires for new mothers.”
A long read from FirstRound, but an incisive look into a topic that has become rather overused. Ebay’s first Chief Diversity Officer, Damien Hooper-Campbell discusses his strategies for progressing from simple recruiting efforts that aim for higher percentages of minorities to an approach that humanizes the matter. One technique? His “Circle of Trust” format allows employees to surpass surface-level conversation, and isn’t afraid to be politically incorrect for the return of greater team trust.