Human Resources

With intentional commitment and conversations, you can start to eliminate the glass ceilings that are holding your company back.

I’ve been a fan of phone interviews even before the pandemic drove many tasks in the LBM world—from office work to product training—online.

When you manage a lot of people over the course of your career, it’s inevitable that you’re going to make a bad hire, have under-performing employees, and even wind up with a few difficult people.

Droves of long-term employees who will be retiring soon and taking a whole load of internal knowledge with them.

As you consider your open entry-level positions, whether on the floor or in the office, it’s important to keep in mind that we’ve officially moved into a new generation—the oldest members of Generation Z are now in their early 20s and represent the next crop of young hires.

The dawn of a new year always brings the feeling of fresh starts and new opportunities. What better time to set goals for improving your company’s recruiting and hiring practices?

If you’ve seen a lack of interest in your job postings, had great candidates turn down offers, or just feel like your recruiting and hiring efforts haven’t netted the return they should, a Recruiting Audit can help pinpoint where you could use improvements.

According to HR Exchange Network, the U.S. Dept. of Labor estimates a bad hire can cost as much as 30% of an employee’s first-year earnings.

Why is hiring amidst high unemployment a challenge? The first concern is the quality of the applicant pool.

Few things are more exhausting than a disappointing hire. It affects your confidence in your ability to interview, to “pick” the right person, and your ability to onboard and manage people to success.