Five More Reasons Silicon Valley Needs HR - Workology

Five More Reasons Silicon Valley Needs HR Five More Reasons Silicon Valley Needs HR Silicon valley again? Ugh, yes its true. A topic I cannot leave alone and, it seems, that no one else can either. So here we are again with five more reads on silicon valley startups struggles with people management. This week theres no new scandal to chew over (though there are updates to old scandals!) but there are some new think pieces on just how to solve the problem. Five More Reasons Silicon Valley Needs HR Here is your Friday five: Heres Proof Your Startup Needs HR Last week I wrote about Thinxs CEO leaving the company amid accusations of employee mistreatment, ranging from bullying to low pay. This week we learned that  Miki Agrawal is also being accused of sexual harassment. Agrawal said last week that HR was a blind spot for her that she hadnt fully considered in fact, she hadnt considered it all. Despite being a growing startup with steadily increasing sales, Agrawal hadnt hired an HR manager or even developed HR policies for the company.  Rebecca Greenfield  and  Kim Bhasin look into the consequences of absentee HR for a growing company. Gender Pay Gap Not An Issue To A Quarter According to a recent study almost 30% of senior leadership (35% of men and 22% of women) dont think that the gender pay gap is an issue, although they do acknowledge its existence. They site women taking breaks to raise families, working part time, and not pursuing leadership positions as reasons for the disparity. In The Age Of Silicon Valley Sexism, Where Is HR? Does silicon valley need HR? Yes, writes Cheryl Swirnow, but it needs a more robust HR department than companies like Uber and Tesla are used to. One thats the ethical heart of the company and can really advocate for fair treatment and a better work life for all and perhaps most importantly, one that is empowered, emboldened and not complicit with bad behaviour by executives. What It’s Like To Be A Therapist For Minority Tech Workers Fast Company interviews a therapist whose client list  is mainly comprised by minorities working in the tech field.  Niketa Kumar says that her clients have dealt with everything from harassment to being left out of all social gatherings. Kumar suggests ways for companies to go beyond diversity hiring efforts to really making workplaces inclusive, including removing alcohol from the social equation, leadership coaching, and a more proactive HR response. Your Startup Doesnt Have a Morale Problem. It Has a CEO Problem When startups develop a toxic company culture its not just the natural result of a bunch of bros working together. Rather, a toxic culture can only develop when CEOs participate in it, either purposefully or through lack of experience. Diana Ransom writes that inexperienced CEOs tend to make bad decisions about HR policies and this can lead to serious problems down the road. In the case of Thinx (yup, them again), Agrawal was a great entrepreneur bad a poor manager of people and the company is now looking for a professional CEO. In addition to hiring HR, startup CEOs could probably do with some leadership coaching.

The Upside to Customer Service Resume Samples Free

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The Fight Against Reference Page for Resume

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7 Personal Branding Tips for College Graduates - Personal Branding Blog - Stand Out In Your Career

7 Personal Branding Tips for College Graduates - Personal Branding Blog - Stand Out In Your Career Visitor post by David G. Heiser, school senior and assistant. Supported: Online professional educations can make competitors out of the past unemployable It's peculiar to consider it since it's just October, yet for seniors like me, section into this present reality is rapidly drawing nearer. We might not have any desire to acknowledge that our last summer break simply finished, yet we need to begin increase our arrangements for life after graduation. Note from Dan Schawbel: Employers intend to recruit simply 1.3% a greater number of graduates in 2009 than they recruited for this present year, as indicated by an overview by the National Association of Colleges and Employers. That is the most fragile standpoint in six years and mirrors a sharp late downturn. Subsequent to changing majors a couple of times, I chose advertising toward the beginning of my lesser year. When I settled on that decision, I understood that I expected to build up a subject matter, something that would separate my own image from the a large number of other newly stamped advertising graduates. For me, this was quite simple; I needed to concentrate on food and cafés. The focal point of your own image must be something you are going to eagerly anticipate learning and discussing each day. Since I set my objective, I've started finding a way to make my objective a reality. I despite everything have far to go, however coming up next are a portion of the things that have in any event improved my odds: Disconnected marking I radically expanded my utilization of media identified with my image. Email organizations that you're keen on working for after you graduate and approach them what characteristics they search for in a lesser recruit. A typical subject in the reactions I got was as a rule extremely acquainted with the significant business distributions. I promptly bought in to three magazines, ensured I'm perusing everything about cafés in my nearby papers, and began a campaign to extend my culinary jargon by perusing books by mainstream food essayists. I inquired about and forcefully sought after the most pertinent entry level positions in my general vicinity. Search for the organizations in your town that are generally like those at which you'd in the long run prefer to work. I wound up protecting temporary jobs with my city's food and wine celebration and a neighborhood PR office that has a few eateries as customers. I searched out chances to get counsel from effective PR experts through my school. It's simple. Organize lunch with an educator who worked in your picked industry. Ask and react to inquiries when visitor speakers go to your grounds. Engage with any grounds program that may manage the cost of you organizing openings. I got my byline in a printed distribution. Regardless of whether it's a grounds paper, network magazine, or organization pamphlet, businesses love to see that another person thought your work merited distributing. My audits in our grounds paper arrive at 3,000 perusers week by week. As a little something extra, the senior supervisor of one of the eateries I investigated making the most of my composing style so much he selected me to help compose its bulletin. Web based marking I guaranteed my image and began organizing Asserting your image on person to person communication locales protects that you have authority over your notoriety, yet in addition gives inspiration to, you know, really organize, which may prompt in any case inaccessible chances. I have profiles on an assortment of informal organizations and have utilized them to make contacts which I will approach during my pursuit of employment. I began delivering important substance. Feature your special voice with reliably refreshed substance that will help position you as an idea/supposition pioneer in your field. My audits every now and again show up in the initial barely any Google results for well known Charleston cafés. I likewise as of late bought www.DavidGHeiser.com and am putting forth attempts to climb in the outcomes for my name. I make the most of each chance to expand the perceivability of my own image. Hop on any opportunity to get your name before a group of people that it regularly wouldn't be presented to. Notwithstanding composing this post, I additionally attempted to get my eatery audits coordinated on a nearby network news site. David G. Heiser is an assistant at Leapfrog PR, an advertising office gaining practical experience in café and other way of life customers. Hes additionally a senior at the College of Charleston and a twofold major in humanism and correspondence examines. He is the inhabitant food and film pundit for the College of Charlestons understudy paper, the George Street Observer, which has a dissemination of 3,000 week by week. After he graduates, he anticipates seeking after a profession in advertising with an attention on the culinary business.