Search Video Library for: Leadership, Management
Dealing with members of a federally-protected status group during the recruiting and interviewing process.
The importance of avoiding reverse discrimination in the recruiting and hiring process.
Managing employees' expectations of privacy in the workplace.
How to be sensitive to an employee's expectation of privacy; the obligation of a manager to inform employees about re-entry
The internet and social media have created new areas of concern for managers. You might wonder, how can privacy law even be an issue for something that is so public? Well, the answer is, there are at least two kinds of privacy. One is where we have to keep confidential information… confidential. But the other is where an employer is not allowed to consider an employee’s private life, even if that life is very public.
You have a responsibility to safeguard employee records by ensuring that confidential information is kept in appropriate confidential files, preferably in a locked cabinet or office. Neglecting to take action to correct filing problems could open your organization up to a lawsuit.
Dealing with hot tempers that could potentially lead to workplace violence.
Responding to unprofessional or violent behavior when dealing with an ADA-protected employee.
Discusses how an employee who makes threats toward persons who do not work for their organization can still impact the organization's susceptibility to hostile work environment issues and other lawsuits.
The importance of investigating rumors of threats regardless of who is involved.
Obtaining permissions for pre-employment screening
Everybody makes mistakes. That's a true statement. But the expectation should be that we get all the work done and that it's 100% accurate. This video walks through setting accuracy/work expectations.
Learn how to listen for words or phrases... clues... that will lead you to probe for the information you need. Or, an expression or gesture during an answer can suggest discomfort or conviction. Here you might probe based on non-verbals.
Explanation of the probing strategy of probing for a current work example
Example of interview question and candidate response to prompt probing question. Interviewee is asked about a time when they followed procedures when it wasn't convenient to do so.
Interviewee is asked to describe when they were especially successful in managing several important priorities? Example of interview question and candidate response to prompt probing question.
Example of interview question and candidate response to prompt probing question. Interviewee is asked to describe a time when they did a market research that was a meaningful influence on product sales.
Another follow-up strategy involves Clarifying Actions And Outcomes. Sometimes a candidate's answer will refer to what "we" did or what the "team" accomplished. With these types of responses probe for the specific actions taken by the candidate. You'll also hear answers with outcomes that were caused by the economy, a new product, or a financial commitment. You can then ask a follow-up probe to identify the specific causes of the outcomes.
Interviewee is asked to describe a recent programming challenge, which required they to be particularly systematic in developing a solution. Example of interview question and candidate response to prompt probing question.
When it comes to preventing workplace harassment and discrimination, you need to recognize it... and quickly. This video outlines how to recognize and stop both.