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Recruiter Call To Action

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As most of those running Talent Acquisition are working increasingly through automated systems, it's important that we do not forget that the candidate is still human. A little old-school recruiting wisdom will help you keep your candidates engaged in your processes.

By Rod Lacey, Sunstone HR Consulting

To Those Engaged In The Art of Talent Acquisition:

I recently ran a search for a friend of mine who just launched a new company. As I moved candidates through the process, I kept them personally posted on the status of the search. As the list narrowed, each candidate received prompt updates. When the search was closed, all were notified. No candidate went more than about 4 business days without an update.

As I communicated with the last few finalists who did not receive the position, I received the following unsolicited comments to my "regrets" communications:

"Thank you for the update on this role with (company). I appreciate your excellent communication; it's a …

Key Benefits of an Ethics Hotline

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By Rod Lacey, MySilentWhistle / Sunstone HR

Are you considering implementing a whistleblower hotline?

Believe it or not, a whistleblower hotline is actually quite an easy and economical tool to incorporate into your corporate governance. Fraud, waste and abuse can all be detected early by incorporating a system for reporting ethical shortcomings. Additionally, if employees are able to report on wrongdoing anonymously, the organization will learn of the challenges earlier than they would have otherwise.

Public companies are required to have a whistleblower program in place to satisfy SOX. However, even if your company isn't public, a hotline can still benefit any organization. In fact, smaller companies suffer more fraud and other wrongdoing than their larger public counterparts, so having a whistleblower program in place makes good business sense.

Here are some of the key benefits an organization and employees will experience after implementing a ethics hotline:
Learn of the miscond…

Exit Interviews - You're Not Asking The Right Questions

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By Rod Lacey, Sunstone HR / MySilentWhistle

With most companies I visit, the number one reason I see in exit interview reports is generally "better opportunity" (or something very similar). If this sounds like the most common statistic in your exit interview reports, read on!

Let's think about this for just a minute. Doesn't it seem to make sense that most employees leave their current opportunity for a 'better opportunity?' I would argue that most people leave their employer for a better opportunity. If that's the case, why not just pre-populate your exit interview forms and get the exiting employee to sign on their way out?

The 'better opportunity' reason leaves far too many questions unanswered, and the work you might do to remedy problems becomes a guessing game, rather than a strategic exercise. For example, if this is your major category of turnover in your current reporting, you're likely having managers insisting that your pay rates ar…

HR Playbook: Boundaryless Service Part 2 - Vertical Service Amplification

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I’ve had some requests to provide some additional insights in my theory of Boundaryless service and how this can improve the service levels of an organization’s HR department.
My original Boundaryless Blog focused on both horizontal and vertical Boundaryless behavior. To provide additional clarification, I will now break this into two separate blog posts, one on each of the Boundaryless directions.
WHAT IS BOUNDARYLESS SERVICE? Simply stated, Boundaryless is a commitment within the HR team that they will serve immediately, and at any level in the organization. Boundaryless doesn’t change accountabilities, but it does dismantle territorialism.
If a human resource team can embrace operating in a boundaryless way, service levels will reach a new high and organizational support and confidence in the HR team will greatly increase.
WHAT DOES IT REQUIRE? Vertical Boundaryless service requires the HR leaders and managers to check their egos at the door, and recognize and respect that as service le…

How to Introduce an Ethics Hotline

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By Rod Lacey, MySilentWhistle / Sunstone HR

According to multiple fraud studies conducted by the ACFE, the most effective method for reducing
workplace fraud is the application of an ethics hotline. Hotlines allow and encourage employees, customers and others to report corruption and wrongdoing. Tips received through hotlines are the most common way fraud is uncovered, and the promise of anonymity is an important ingredient in opening the doors for information flow as wide as they should be.

So, it definitely makes sense to have a third-party compliance hotline. If you don't have one, you should get one. (If you're wondering where to start, check-out MySilentWhistle)

Rolling out a whistleblower program should be presented in the right way, however, if the organization hopes to get the most out of the new tool.

Whistleblowing has had a historical reputation of being a "snitch" behavior, but recent publicity has significantly opened these doors and these individuals ar…

HR Playbook: Boundaryless Service Part 1 - Horizontal Service Amplification

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I’ve had some requests to provide some additional insights in my theory of Boundaryless service and how this can improve the service levels of an organization’s HR department.
My first Blog focused on both horizontal and vertical Boundaryless behavior. To provide additional clarification, I will now break this into two separate blog posts, one on each of the Boundaryless directions.
If a human resource team can embrace operating in a boundaryless way, service levels will reach a new high and organizational support and confidence in the HR team will greatly increase.
WHAT IS BOUNDARYLESS SERVICE? Simply stated, Boundaryless is a commitment within the HR team that they will serve immediately. The first face an employee sees in the HR department will ideally be able to answer most employee questions. Boundarless doesn’t change accountabilities, but it does dismantle territorialism.
There are two key commitments that must be in place for Boundaryless Service to work within an organization. Fir…