Social Media and Selection: Ingenuity or Slippery Slope?

ACME Corporation wants to screen applicants by casually checking out their Facebook pages or following their tweets on Twitter. Yet, they selectively choose to do this for "younger applicants who are most likely involved in social media outlets" only and have no clear guidelines for gathering or evaluating their findings. One member of the human resources department raises concerns about potential ethical violations and/or privacy law invasions. ACME Corporation proceeds anyway. "It is all public information, what is the worst that can happen?" they wonder. Click here to read more.

EASI·Consult’s David Hoff was a guest expert on the CFR Career 100 podcast. Click here to listen.

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Introducing A New Assessment Tool, The BURKE Learning Agility Inventory™

In times of change, leaders need to be more agile than ever. Adapting to new business strategies, working across cultures, dealing with temporary virtual teams, and taking on new assignments all demand that leaders be flexible and agile. But why are some better at this than others, and how did they get to be that way? How can we measure this?

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Title: Designing Workplace Mentoring Programs: An Evidence-Based Approach
Authors: Tammy D. Allen, Lisa M. Finkelstein, and Mark L. Poteet

Designing Workplace Mentoring Programs presents well-thought through processes which address the structure of a high functioning mentoring program, the recruitment and training of both protégés and mentors, the matching of mentors and protégés, and the very important step of ongoing evaluation and program development. A generous number of Case Studies illustrate the points they make and the easy-to-identify Lessons Learned boxes walk us through the lessons they have drawn from real world experience. Their approach is practical, and as their sub-title indicates, it is based on the evidence of high-functioning companies and the lessons they learned in the implementation of their own mentoring programs.



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