Recruiters admit to widespread posting of fake "ghost jobs" | DEI leader aims to reveal biases in talent management | Use these science fiction ideas to create the future of work
Recruiters admit to posting "ghost jobs" that don't exist. (Joe Raedle/Getty Images)
A staggering 81% of recruiters acknowledge that their companies post "ghost jobs," which are positions that have already been filled or don't exist, reports MyPerfectResume. These listings maintain job board presence, evaluate job descriptions, and enhance company reputation, among other reasons. This tactic makes job seekers feel demoralized, says career expert Jasmine Escalera, who advises using Glassdoor and other platforms to identify and report these fake listings. Full Story: Yahoo (8/20),KNBC-TV (Los Angeles) (8/22)
Recruiting & Retention
DEI leader aims to reveal biases in talent management Macquarie Asset Management's global diversity, equity and inclusion leader Johnathan Medina embraces the intersection of employees' backgrounds and supports a "challenger" approach in which someone at talent discussions looks for biases and points them out. "We need our people to understand one intersection and how that impacts before we compound the learning," Medina says. Full Story: Human Resources Director (8/16)
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Employer's wellness benefits include walk-in clinic Hendry Marine Industries started a mobile walk-in clinic at the company's shipyard to give employees the opportunity to receive basic health care, says HR leader Stephanie Koch, who encouraged participation in the first several months by offering the chance to win paid time off. "One employee went in trying to win the PTO, and the doctor says, 'Did you know you had a lump in your neck?'" says Koch, adding the employee had cancer that was diagnosed early thanks to the program. Full Story: Employee Benefit News (free registration) (8/20)
Technology
AI helped IT departments support "silent sufferers" AI can enhance productivity and efficiency in workplaces by proactively identifying and resolving IT issues, benefiting employees who hesitate to seek help, known as "silent sufferers." These employees often avoid reporting problems due to concerns about productivity loss or not wanting to cause a fuss. By using AI, IT departments can gather data to identify these employees and address their issues, improving overall employee satisfaction and reducing operational downtime. Full Story: TechRadar Pro (8/20)
The term "imposter syndrome" may bring up negative thoughts about a person's ability to do a job, but University of Texas MD Anderson Cancer Center Chief HR Officer Shibu Varghese connects the phrase with a need for learning and development. "I constantly tell employees that we are developing ourselves every day so you never have to feel like you don't belong or you don't fit or you don't deserve something," says Varghese, who adds employers should help employees overcome self-doubt by showing them how to learn from mistakes, praising them for achievements and offering group mentoring. Full Story: Becker's Hospital Review (8/20)
Editor's Note
Attention HR leaders with an interest in retail! We are seeking an HR leader in retail to speak in high-level terms about the challenges and opportunities for retailers to improve the frontline experience and retain employees at their brick-and-mortar stores. If this sounds like you, please send an email with your name, LinkedIn profile and a few sentences describing the need for retailers to improve the frontline experience.
SmartBreak: Question of the Day
The Detroit Pistons, who play the Indiana Pacers to open their 2024-2025 NBA regular season on Oct. 23, will own the longest losing streak outright if the Pacers win. Which team co-owns that streak with the Pistons now?
I was in a manager’s training session last week on the topic of inclusive hiring. It’s part of our company’s DE&I initiative. At the beginning of the session, everyone had to introduce themself and say why inclusive hiring is important for our business. Their answers were good; they were what I expected. “Different voices give us different perspectives and we can better understand and respond to the needs of our readers.” “I’d like to see more people who look like me in this company.” “We want better representation at all levels in the company.” Then it was my turn. After giving my name and job title, I said, “Inclusivity is important for the reasons everyone has named thus far.” And then I took a deep breath and continued. “But I have to also say this: It’s never occurred to me that I don’t belong,” I said. “Not here or any other organization. It’s never occurred to me that I don’t have what it takes to sit at the table and contribute. I’ve encountered racism and small minds, sure. But here I am. I don’t see faces like mine in press rooms, but that’s fine too. My goal is always and only to do excellent work.” It was a compliment, though some folks looked uncomfortable. I was saying that I felt the company was already practicing fair and effective hiring. But there's always room for improvement. Inclusivity and DE&I programs, like the one profiled in today’s Recruiting & Retention section, have good ambitions and serve a right purpose. They raise our awareness and remind us not to slip into cruise control with our recruiting and hiring efforts. I appreciate them for that. What do you think? Are you more mindful of your hiring practices after working through DE&I initiatives? Let me know! Enjoying this brief? Great! Please tell others so they can benefit also.
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