Thanks for this article (Trending, March 2018). I’m so tired of corporations
wanting Dom Perignon-quality candidates on an of-brand soda budget.
They want four years of experience for entry-level jobs!
And the list of unrealistic expectations goes on and on. Recruiting is what
drove me out of HR. Even when presented with facts and data, managers
never listened and wanted to complain when you couldn’t fnd their purple
squirrel in two days and onboard him or her by the third.
One company seemed to think I should be able to order people from Amazon.
But human beings have brains and might not think that a job requiring 10 years
of management experience with a salary of $40,000 is the best opportunity.
*Slams head to desk*
Jane Feeley | Woodstock, Ill.
HR may be the one feld remaining
that is going backward in terms of
efciency and efcacy. The hire-slow-fre-fast phenomenon noted in
the article about wanting “perfect”
HR candidates has done more harm
than good. The onboarding times are
frankly ridiculous and a complete
anachronism in 2018. The best talent
Matt Jefs | Asheville, N.C.
UNTANGLING THE FMLA
This was a great article (March
2018). Remember, it is important to
know and comply with the rules of
the state you are doing business in as
well as those required by federal law.
pensation, we may see fewer and fewer
opportunities to fnd creative ways
for keeping workers at the top of their
salary band satisfed with their pay.
Kathy Byfeld | Fort Worth, Texas
HAS COLLABORATION GONE TOO FAR?
I really liked this article (Viewpoint,
March 2018)! It’s a good reminder that
sometimes the loudest voice is not the
only voice on a team. Also, every team
is made up of individuals who have
their own individual tasks to tackle.
Joseph Jackson, SHRM-SCP | Las Vegas
HIRING FOR SKILLS, NOT PEDIGREE
Hiring should always be about the
ability of an individual to execute
on the responsibilities and expectations of the position (March 2018).
For some roles, a degree requirement makes sense (e.g., science and
engineering, legal, medical, etc.), but
for a great many more, it just isn’t
germane. I suspect we will start to
see some organizations being tested
legally as to whether their degree
prerequisites are genuinely bona fde
Todd Noebel | Richmond, Va.
IS HR READY FOR BLOCKCHAIN?
The prospect of using blockchain
technology for HR is innovative
and forward-thinking (HR Technology, March 2018). It will centralize and streamline employment
and education verification. But at
what cost to all customers? I still
see the potential for bias and misinterpretation of information that
could be misleading and risky.
Tracy Brown | San Diego
HR Magazine welcomes feedback from readers. E-mail us at HRmag@shrm.org or engage with us on social media.
THERE ARE NO PERFECT PEOPLE, SO WHY
EXPECT PERFECT CANDIDATES?
It is equally critical to consider the
integration between the Family and
Medical Leave Act, the Americans
with Disabilities Act, and workers’
Fred Engbarth | Sebastopol, Calif.
Your article did a disservice to small
public agencies such as political subdivisions. While it clearly outlined the
employers deemed “covered employers,” it did not fully defne who is an
“eligible employee” by leaving out the
critical criteria of the employer having
50 or more employees. Therefore, the
following statement was misleading:
“… and public agencies and schools
regardless of the number of people
working there … .” It is imperative
to point out that, to be eligible, an
employee must work for a covered employer that has 50 or more employees.
Christine R. Stevens, SHRM-SCP |
HITTING THE CEILING
This article on what to do when
workers hit the top of their pay range
included some great suggestions
(March 2018). I have used many of the
strategies the author highlights to address pay challenges. As we see more
and more regulations around com-