Like searching for a partner in life, recruiting is all about finding the best person for the job: one who has the right character, qualifications, and experience... And, like personal relationships, it’s impossible to find the "perfect fit."

Hiring Managers invest extensive time and effort developing the most successful hiring strategy. Including stakeholders in the decision making and job description processes, as well as building a solid assessment and screening program, go a long way toward ensuring that a role draws top talent. These same Hiring Managers are also working under the strain of limited time to fill the role, a fixed budget, and a laundry list of candidate “must haves.”

The pressure to find the “perfect” candidate inadvertently leads to creating and looking for a candidate that simply doesn’t exist. In the recruiting world, we call this the "Purple Squirrel."

Over the years, we’ve identified what works (and what doesn’t). We’re far from finding a one-size-fits-all formula but we do know how to significantly reduce recruiting costs and “time to fill” metrics, while simultaneously increasing your offer acceptance rate.

Click here to discover our Seven Rules to Finding and Hiring the ElusivePurple Squirrel.”

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San Diego HR Roundtable Hiring Hints
My Account  |  Job Search  |  Manage Resumes  |  Job Alerts
San Diego HR Roundtable
Job Seeker Strategies
Here are 3 resume tips from San Diego HR Roundtable to help you land an interview:
  1. Focus. Your resume must target a specific job function and include only your most relevant work experience.
  2. Show results. Just listing tasks you’ve performed doesn’t answer “So what?” Make sure employers understand the results you’ve achieved.
  3. Be concise. Highlight your accomplishments but also leave the reader wanting to learn more about you. A recruiter will be intrigued to reach out for an interview.
Remember to proofread your resume and upload it to San Diego HR Roundtable so that employers can find and contact you about your next job.
Did you know?
You can also have your resume evaluated for FREE. Upload your resume to San Diego HR Roundtable and find out how!
San Diego HR Roundtable, 815 S Rose Street, Escondido, CA 92027

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Whether or not the name sticks, we are currently calling the population between the ages 6-20 years old Generation Z. I’m sure this group’s stereotypes will continue to change and evolve but right now, what are the experts saying about this next Generation? 

Unlike the Millennials who experienced the Great Recession while they were in the workforce, Generation Z experienced it during their formative years, watching their parents, siblings and neighbors lose their jobs and struggle to find stability again. Due to this, they are grounded, practical and frugal. In a survey taken of teenagers between the ages of 15-19, their top three priorities are getting a job, finishing school and safeguarding their money. 66% of the teens rate their number one concern is college debt and 75% say there are ways of getting a good education besides going to college. With the rise of free online educational resources, organizations may be forced to rethink education minimums if this generation follows through with their current belief system and pursues alternative forms of education. 

Another side effect of the downward economy is their “survival” instincts have kicked in and they have learned to be entrepreneurial by necessity. Harvard Business Review called them “Side-Gig Gangsters” because 70% of teens are working non-traditional jobs like teaching piano or selling items on eBay and anticipate they will carry these side-gigs into their professional lives. As organizations, we will need to think about how we embrace this generation's desire to have other forms of employment even while they are working full-time. 

This generation will also be facing a challenge not many of us GenXers or BabyBoomers understand well. Personal Brand Management – we have all heard about having a “personal brand” at work and have probably attended a workshop or two to give us tips on how to build, sustain or improve it, but this generation has been living it since they can remember. Choosing what to share and on what platform.  An interesting quality is that they seem to more discerning than earlier generations, choosing only to share certain types of information or information that represents their “brand.” They are moving away from the practice of TMI or “oversharing.” How will this affect organizations? We may need to build in time allowances for these types of activities and help them balance their personal and professional brands. 

And since we are on the topic of brands, they may or may not think much of your company’s. As a whole, they are distrusting of brands and value the odd, unique and non-traditional things in life. They are likely to turn to a trusted source rather than advertising or information produced by the company. Transparency, honesty and the ability to admit when the company has mis-stepped is going to be critical to a company’s success in attracting customers and employees. 

Whether you are ready for the changes this new generation will bring or not, we may see a more drastic change than usual simply due to demographics. In ten years, the Millennials and Gen Z will make up 75% of the workforce.  

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San Diego HR Roundtable Hiring Hints
My Account  |  Job Search  |  Manage Resumes  |  Job Alerts
San Diego HR Roundtable
Job Seeker Strategies
Are you having trouble finding the time to search through all of the available positions on San Diego HR Roundtable? Make sure the perfect opportunity doesn't pass you by. Create a personal job alert on San Diego HR Roundtable and new jobs that match your search criteria will be emailed directly to you.
  • Receive newly-posted jobs matching your specified criteria
  • Set how often you would like to receive these alerts
  • Focus your time elsewhere and let your next job come to you
Sign up for job alerts today on San Diego HR Roundtable to be notified as soon as the job you're looking for is posted!
Did you know?
You can also have your resume evaluated for FREE. Upload your resume to San Diego HR Roundtable and find out how!
San Diego HR Roundtable, 815 S Rose Street, Escondido, CA 92027
San Diego HR Roundtable Hiring Hints
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San Diego HR Roundtable
Hiring Hints
Have you uploaded your logo to your company profile on San Diego HR Roundtable?
If not, you're missing out on a key branding opportunity.
Showcasing your logo on your company profile is a great way to exhibit your company's identity. Job seekers are more likely to look further into working for your company if you utilize proper branding. After all, your brand provides the very first impression a user will have of your company. Make it count!
Upload your logo in 3 easy steps:
  1. Log in to your employer account on San Diego HR Roundtable
  2. Create a company profile if you haven't already done so
  3. Upload your logo - .jpg or .gif format and no larger than 180x200 pixels
Add your logo to your company profile on San Diego HR Roundtable today to ensure your company receives maximum exposure.
San Diego HR Roundtable, 815 S Rose Street, Escondido, CA 92027

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Your resume made the cut. Now it’s time for The Interview. The success or failure of the interview now rests solidly on the job seeker’s shoulders: … or does it?

As recruiters, we work hard to prepare our candidates for an interview, helping them develop strong answers to the questions they can expect. (We may even throw in a prayer to the traffic gods for them.) Then we anxiously wait for the post-interview call, only to find out that the interview was a complete disaster to no fault of their own.

The burden of responsibility for a successful interview lies equally on the shoulders of the interviewer and the interviewee. Ideally, during the process of developing the job description, employers will have done their homework and created a picture of the ideal candidate. Before a search is even launched, employers should have already defined what the best possible candidate will possess in regard skills, experience, seniority, strengths, weaknesses, and education, to name a few. Ultimately, these requirements should drive the interview.

  1. Never ask a candidate questions about their race, religion, family life, or sexual orientation. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate various state and federal discrimination laws. There is nothing wrong with getting to know a potential hire. In fact, understanding what makes him or her tick will provide insight regarding work ethic, commitment, leadership skills, etc.
  2. Never ask a candidate to describe his or her greatest strength or weakness. These questions have been overused and any candidate can produce a canned answer he or she has used in every interview before yours. Additionally, knowing that someone is “loyal” or that he or she “works too hard” is not an indicator that he or she will thrive in your company. A good interviewer will have specific questions that will allow the candidate to highlight his or her successes and experiences and this will show his or her strengths and even some weaknesses.
  3. Never ask a candidate where she sees herself in five years. According to the Bureau of Labor Statistics, the average length of time people stay with a company or in a job is 4.6 years. Given this information, it still surprises us that employers ask this question. Obviously you are looking to hire someone who wants to make a commitment to your company, making your hiring and onboarding dollars worthwhile. You know it. The candidate knows it. What the interviewer really wants to know and should ask is, “How does this position align with your broader professional goals?”

Always ask a candidate well-thought out questions which provide them the opportunity to demonstrate what they have done, vs. what they "might" do.  Questions that address issues such as teamwork, handling conflict, and career path, set in a "what if" scenario, are ok. However, in order to truly uncover the personality, decision making ability, critical thinking skills, and intellectual curiosity, you need to walk your candidates through actual situations that occurred in their previous positions. Excellent examples include:

  • Walk me through your last 3 sales/projects/marketing campaigns/month end close, etc.

The key is to ask about the components of their situation including decisions, motivations, results, lessons learned and people involved. Questions such as:

  • Where did the initial idea/project/process stem from?
  • Who was involved in the sale/project/campaign?
  • What was the initial directive/goal and what was the final result?
  • What tools did you leverage to complete the project?
  • What was the initial timeline, and did it take more or less time than anticipated?
  • What went right with the sale?
  • What would you do different, if you could do it all over?
  • What challenges did you encounter along the way and how were they resolved?

To hire the best people, you have to ask the right questions about real life, actual situations they experienced. Using an interview to discuss information that is clearly available on the candidate’s resume, only allows for yes or no answers, or elicits canned answers that can be found simply by Googling “Best interview answers”, is a waste of everyone’s time. From the moment an employer sits down to create a job spec, she should be developing quality interview questions which will allow candidates to demonstrate why their skillset, experience, and passion will meet your needs.

Check out our website for more interview discussions and tips.

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Being the glue that holds the organization together can be a very thankless job, but also very rewarding if you put the people first.

Our San Diego Human Resource professionals have been put in the spotlight over the last two years as the economy grows and the amount of work on the average HR professional desk is growing faster than the economy!  

HR has to work to execute strategies and make changes across various business functions to come up with innovative solutions to offset business cost pressures internally and externally. Throughout the economic growth, many HR professionals have become more prominent members of the management team, needing to demonstrate objectivity and ask difficult questions in a bid to ensure organizational success.

The ability to act as a business partner and cement relationships with senior professionals across the organization is a critical step in Human Resource’s role within the company. The business needs a senior HR professional to act as adviserto the company and therefore it's really important to invest time in building strong working relationships with the employees of the company.

HR plays a key step in meeting the organization needs, employee’s needs and the executive team’s vision.  This can be done by focusing on the people. People create value & people create efficiency - remember you wouldn’t even have a company if it wasn’t for the people.

Building a company has never been easy, but it's more challenging today than ever before. Getting the right people on the bus and keeping them is like playing a game with rules that are constantly changing and with endlessly increasing competition. The Resourceful Human is the person, or person(s), that keeps the ship sailing, balancing the employees and executive team to drive the company forward.

Focus on people: Innovation doesn't make us unique anymore, or at least not for very long. What makes us unique are the people we hire and the culture they work in. Invest in your people and your culture, to be simple – it’s just the right thing to do. People can create more value quickly because they're more invested in your success as a company. Those HR professionals looking to provide value to their organization must understand how they impact the people as the Resourceful Human.

Those HR professionals that focus on people not only win with senior management – but will win in their careers!

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San Diego HR Roundtable
Is The Key to Improved Recruiting ROI!


In this challenging economy, it's important to evaluate your recruiting programs in light of tightened budgets.

Many Recruiters and HR Professionals are finding it difficult to fill jobs because there are so many unqualified people applying for the few jobs that are open. They get lots of resumes but only a few really good candidates.

Shift your recruiting dollars to more targeted types of job boards like
San Diego HR Roundtable.

The key to improving your recruiting ROI is to post your jobs to a recruiting site that targets your hiring audience.

Make the most of your recruiting dollars by targeting your efforts for
maximum exposure and improved performance.

Post your job today at
San Diego HR Roundtable.

Your email address has not been given to any third parties. You are receiving this email because you have an existing business relationship with San Diego HR Roundtable. To unsubscribe from future job board emails, click here.

San Diego HR Roundtable, 815 S Rose Street, Escondido, CA 92027

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THE POINT empowers productive offices to embrace healthy corporate culture.

The Point is a California Style off-site location, thoughtfully designed for organizations to come together and find their biggest breakthroughs. With a mix of a hi-tech and environmentally conscious framework, The Point aims to provide a turnkey solution for any organization looking for a non-traditional place to bring their team outside of the office.

We want to provide an inspiring and environmentally diverse space that companies consider the go-to place for team bonding, team building, and team training. With our board room and flexible collaboration space steps away from Mission Bay, it makes for a seamless transition between indoor work and outdoor activities.  We are designed to be whatever it is our corporate partners need to have a productive day away from the office.

Corporate Memberships: We offer different levels of Corporate Memberships that provide multi-meeting discounts depending on the yearly requirements. This option is perfect for organizations that find value in developing their corporate culture long term and will go offsite multiple times a year.


  • Conference Room: Long cedar table and grass roots floor with seating for 14.
  • Bay Room: Large open room with tall windows facing Mission Bay. Locally and sustainably sourced wood tables with a variety of modular set ups: Classroom for 60, Theatre for 100, Cocktail for 150, but these numbers can each be expanded if needed.
  • Breakout Garden: Private outdoor garden space with options for breakouts, catering set up and lounge.

Activity Coordination: The Point experience coordinators can manage your day beginning to end, including catering, bar, team building, leadership training, and water sports. Complimentary ping pong and blankets for front yard picnics. We have a flexible open catering and bar process for convenience and are willing to work with anyone the client prefers.

Meeting Technology: Full A/V with options for electronic branding and display of schedule. White boards available as well.

Set Up: All table arrangements are modular and can be customized to meet the needs of each event.

For more information call 858-336-7083, email, consult

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‘Accuracy and Efficiency’ is the Main Advantage of Outsourcing Background Checks

Performing background checks lead to better results for the employer.  Hiring the wrong candidate can be a costly and time-consuming process, so employers from start-up companies to large corporations are now outsourcing their background checks to a third party with expertise in federal and state law compliance. For staffing companies that hire laborers for contingent workforce, or contractors who hire for projects in multiple cities and jurisdictions, it is highly recommended that they outsource the background check process to a third party company with expertise in specific jurisdictional laws.

A major area of concern for the employer is identifying prospective candidates who might have a criminal history. This is an extremely sensitive area in the job interview process and one that must be approached carefully by the employer.  If the employer elects to perform their own background checks, they should address the following to ensure they are complying with FCRA, FTC, and EEOC rules.

  • Are we receiving a criminal history that is outside of the seven year scope?
  • Are we using the most up-to-date Disclosure and Authorization forms?
  • Are we following up with the candidate when reporting adverse information on the report?

It is ultimately the responsibility of the employer to have a thorough knowledge of all applicable laws with regard to criminal history and to comply with them. On December 9, 2016, the City of Los Angeles enacted the Fair Chance Initiative Ordinance, a "ban the box" law that significantly restricts employers when conducting a criminal background check or taking adverse employment action merely because of an applicant's criminal history. Los Angeles joins the growing list of states and cities throughout the country implementing "ban the box" laws. The Los Angeles City ordinance takes effect on January 22, 2017.  As more jurisdictions adopt policies to remove barriers to employment, employers need to ensure that their company is incorporating updated fair-chance employment laws into their company policy.  EEOC provides guidelines on Consideration of Arrest and Conviction Records in Employment Decisions.

Since the employer bears the burden of proving that consideration of an applicant’s criminal history is justifiable because it is job-related and consistent with business necessities, it becomes most important that their approach to this subject is conforming to the jurisdictional requirements.  In most cases it has been proven that the best method of ensuring accuracy and efficiency in the background check process is to outsource the process to a third party.  This will greatly decrease the chance for future disputes and factual inaccuracies. For more information on guidelines, please contact Securecheck360.

Marijuana Legalization in California Affecting Employers

Since the legalization of recreational use marijuana, the most common question we have received is “Can we still run a drug test to keep a drug-free workplace?”  The answer is “Yes!”  You are still allowed to run a drug test on potential candidates and reject the candidate based on the test result. Marijuana is still considered an illegal substance under federal law; however, Proposition 64 left the decision up to the employer on how they enforce the workplace policy pertaining to marijuana use. This also includes employees who hold a marijuana prescription.  Employers should consult with their legal counsel on how to implement any policy changes with respect to the new proposition, making sure their drug policy meets state expectations regarding possession and use of marijuana at work. And it should be emphasized that whatever policy the company ultimately decides upon, it must be clearly outlined in the policy manual and be unconditional to all existing employees and new hires.

About our company: Securecheck360 provides national and global background screening solutions to offer flexible and tailored employment verifications. We assist clients with background screening challenges, work place safety, and hiring risks to empower them to hire and retain the best talents. Our screening verifiers are certified through National Association of Professional Background Screeners (NAPBS) to comply with EEOC, FTC and FCRA laws.

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San Diego HR Roundtable
Are you attracting the right candidates with your recruitment advertising?
San Diego HR Roundtable will help ensure your recruitment advertising efforts attract the hard-to-reach candidates you seek. Here's how...
  • Posting jobs to a niche site like San Diego HR Roundtable exposes them to highly qualified niche professionals instead of the unqualified masses.
  • Upgrading your job listings to ensure they appear high on search results drives significantly more views, clicks and applies.
  • Supplementing job postings with banner ads can help build your brand as a desirable employer and attract the best candidates.
To learn more about job posting and banner advertising options, email us at or LOG ON today.

Ask professionals at any level how they feel about annual performance reviews and you’ll probably hear words like: pointless, ineffective, demoralizing, biased, antiquated, restrictive, and a few more words we won’t print.

Throughout the last century, the performance management pendulum has swung between employee accountability and employee development to assess engagement, accomplishment and overall contribution. Both have proven to have merit but are also riddled with faults. What’s leadership to do?

The Powers That Be are listening. In fact, one-third of U.S. companies are abandoning the traditional appraisal process completely.  According to Wharton management professor Peter Cappelli, “[I]t’s a fundamental change in the way to manage your employees and the relationship with them.”  How will companies assess performance?  The jury is still out.  Meanwhile companies’ need a system that will engage, empower and nurture their employees so that they can not only be success now, but also reach their full potential.

5 Things That Should Be Included in An Effective Performance Review

1. Increased Frequency of Reviews: One of the largest drawbacks of the traditional performance review is that it no longer follows the natural cycle of work. Most employees’ workload consists of a larger number of smaller projects, rather than year-long assignments. Conducting a cumulative year-end review is challenging for managers. Quarterly or project reviews allow for a more accurate assessment of performance and growth and provides the environment for course-correcting coaching throughout the year. Which leads us to the next important component of an effective performance review…

2. Focus on the future, not the past. Current end-of-the-year annual reviews focus primarily on past behavior and sacrifice the opportunity to improve current performance and advise employees for the future. More consistent meetings give managers the opportunity to offer resources and encouragement for future growth – both of which employees can implement immediately.

3. Self- Review: Often viewed as a chore, rather than an opportunity, self-assessment must be part of the equation. Employees should take advantage of this chance to be proud (but honest). By asking themselves two simple questions, employees can share details of completed projects, highlight their leadership roles, identify areas of growth, and give examples of collaboration. “What am I doing that I should keep doing?” and “What am I doing that I should change?” provide the perfect platform for self-review. It also gives managers insight into performance that was not overtly obvious. Employees should also think about career- development, using their self-evaluations as a time to think about what they want out of this relationship.

4. Clearly defined and communicated objectives. Goals and objectives must be assessed and realigned frequently. While some roles may not change between reviews, other will change from project to project. It is imperative that management and their team are in communication to ensure goals and objectives are still pertinent. It’s impossible to meet or exceed a goal that is clearly no longer relevant.  Employees need to proactively engage with management to clarify points of concerns.

5. Real-time feedback. Subjectivity and bias are two of the largest complaints we hear regarding the review process. But eliminating bias and increasing authenticity is not an easy task when reviewers and reviewees have innate biases that they may not be aware of. Using real-time feedback through apps and logs allows managers to create a record more reliable than memories after the fact, give workers quick access on how to navigate certain situations, and fast effective communication and coaching.

A solid review processes strikes a balance between accountability and development. It is comprehensive enough to give management the power to objectively and accurately assess their employees’ performance, highlight development, and set future goals on a consistent basis. On the employee side, the review process should include an authentic self-assessment of contribution, success, and growth, while empowering them to create future goals and a plan to achieve them.

What would YOU like to see included in YOUR next Performance Review?

*Click here for an interesting and comprehensive look at the tug-of-war between accountability and development over the decades.

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Spring is here! This season feels like a new beginning, and many people will do some spring cleaning on their careers by seeking new jobs. Are you ready to dazzle them with your stellar onboarding process?

Onboarding is a crucial piece of both talent acquisition and employee retention, yet is often overlooked. An employee’s first 6-12 months in a new role is a critical time, when that employee assesses whether or not to stay with the organization and how fully to engage in the work. Research indicates that employees who participate in structured orientation programs are 69% more likely to be with the organization three years later than employees who do not.i]

No matter where you’re starting from today, you can make small changes that will improve the onboarding experience for your new hires. I’ll never forget when IT informed me they didn’t have a computer for my new hire starting in 3 days. I hadn’t given them enough notice, and they didn’t have any extra machines. That was the day I decided to ensure nothing would ever fall through the cracks again.

There are all kinds of sophisticated tools out there to help you manage the onboarding process, but most of us have limited resources. Fortunately, we can get pretty far with a good checklist. Let’s start with the simple stuff. 

Be prepared 

Organize yourself: First and foremost, you can’t manage an effective onboarding process without being organized. A comprehensive checklist is a great way to ensure that you never miss a step. All you need is a word processing program, like Microsoft Word, with a table function. Once you set up the checklist, you can add to it each time you think of something else you don’t want to forget. 

The next step is to establish the systems and procedures that make the checklist work. What is the trigger that prompts you to use the checklist? Do you create a separate checklist for hiring managers—and put an item on your own checklist reminding you to send that to them? You need both the checklist and the reminders to use the checklist. 

Appear prepared: The purpose of being organized is to ensure a consistent, positive experience for all new hires. As an employee, nothing is worse than showing up for your first day on a new job, all excited and nervous, only to feel like no one knows—or cares—who you are. 

Avoid major sins like not having the new hire’s work space set up, not having a computer for them (oops!), having them start on a day their supervisor is out, or not making plans for their first lunch. Try to put yourself in their shoes: what would be a turn-off? Come up with that list, and make sure you don’t make those mistakes. 

Cover the basics – immediately 

As quickly as possible, show the new hire how to navigate the physical, social, and cultural spaces of your organization. This crucial orientation will give the new hire a solid base from which to understand the job-specific tasks they will learn over the following months and years. 

Physical space: You’ll want to make sure the new hire knows basic information about how to navigate the workspace, such as where they sit, how to get to the restrooms and kitchen, and where to park. They also need to know where the first aid kit and fire extinguisher are, and what to do in case of an emergency. Don’t forget to point out other important locations such as meeting rooms, office supplies, HR, and the hiring manager’s office. 

Social space: It’s critical to ensure the new hire feels comfortable navigating the social space. Introduce the new hire to their colleagues and workspace neighbors as soon as possible. If feasible, arrange to take out the new hire for lunch on their first day; at minimum, the hiring manager can eat with them in the kitchen. Do what you can to make them feel welcome, and avoid them feeling out-of-place or forgotten. 

Cultural space: To be effective in their new role, the new hire must know how things are done in your organization. This is an area that often gets overlooked because organizational culture is like water to the fish—so obvious that you don’t think to point it out. 

How information is shared, how work gets done, how people address one another, how meetings are handled, how people dress—these are all subtle elements of culture. This area also includes items such as organizational mission, vision, and values; team goals, challenges, and timelines; and individual goals and performance expectations. The hiring manager should be clear about their expectations, including how they like to communicate. 

It’s worth noting that the cultural information takes a long time to fully convey, and should be spread out over a longer period of time so as not to overwhelm the new hire. Information on how to navigate the physical and social spaces should be immediate, but for the cultural space it should be gradual. Think of it as a slow drip rather than a deluge. 

Look past the first few weeks 

Most people think of “onboarding” as the first week or two, but it takes months for someone to become oriented and comfortable in their new role. A common gap is planning a structured onboarding program for the first few weeks but having nothing planned after that. 

A simple way to extend the onboarding experience is to schedule check-ins for later in the year. These conversations could be conducted by HR, the hiring manager, or even the department VP; the important thing is that someone cares enough to ask how things are going and listen to the responses. You could also include check-ins as part of your performance management process. 

Once the new employee has been there a few months, the challenge is no longer to orient them to the basics of working there—it’s to engage their energies as fully as possible, motivate them to do their best work, and retain them. The challenge shifts from effective onboarding to effective employee engagement. 


To properly onboard a new hire and lay the groundwork for an engaged employee: 

  1. Use simple tools such as a checklist in order to be organized and prepared for the new hire’s arrival, and to ensure a consistent experience for all employees.
  2. Once they arrive, provide critical information as quickly as possible. Include information on navigating the physical, social, and cultural spaces.
  3. Finally, plan ways to engage them beyond the first weeks

Follow these guidelines to make sure your new employees know that not only are you prepared for their arrival, but the whole organization is super excited to have them there.

Elisabeth G. Waltz is an employee engagement expert who specializes in creating win-win HR solutions: building company cultures where employees are empowered to do their best work, while developing employees who produce amazing results for the organization. Still a New Englander at heart, you can find her sampling all the cheese and cider available in her new home, San Diego. Say hi on LinkedIn at

[i] Robinson, Amy Hirsh, “New Hire Onboarding: Guidelines for Boosting Employee Performance & Retention,” 2012.

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  San Diego HR Roundtable

Need to expose your job openings to top candidates?

Here are some helpful recruiting reminders to increase your exposure to qualified active AND passive job seekers on San Diego HR Roundtable.

  1. Niche sites like San Diego HR Roundtable attract highly qualified professionals, reducing unqualified candidates.
  2. Making your jobs "Preferred" ensures they appear near the top of search results and drives more views, clicks and applies.
  3. Supplementing job postings with banner ads builds your brand as a desirable employer to work for.

To learn more about job posting and banner advertising options email Employer Support at

Your email address has not been given to any third parties. You are receiving this email because you have an existing business relationship with San Diego HR Roundtable. To unsubscribe from future job board emails, click here.

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Pull it Together! How to Refocus in the Ever-Changing World of HR . . .

Let’s face it . . . Human Resources is often a department of limited resources. Whether you have a department of one or are lucky enough to have a team, it is almost always inevitable that you will find yourself wearing multiple hats. I personally am finding it more and more challenging to sit and focus on a single project because I am constantly being pulled away to extinguish the fire of the moment. I am sure many of you feel the same as we are often juggling several priorities within a limited amount of time.   

I have been testing out a few tips and tricks that can help refocus your energy after being derailed. Having the ability to bounce back and quickly focus on the next task is so important because in the tedious and often high-risk environment of HR there is little room for error.

Try these out in your office today!

Be mindful

Take a minute to think and breathe in the morning about what you want to accomplish for the day. Make a mental note of what it will take to accomplish those tasks.

Make a list and keep it visible

I know this seems basic, but keeping your action list visible and current can trigger focus, help you stay on task and ensure you will not skip a beat when pulled away.

Organize your inbox

Keep your inbox clutter free! Unsubscribe from those pesky emails that may distract you as click bait and be sure to keep only relevant emails visible.

Organize your work space

On average people spend 2.5 hours looking for items in their work space. Minimize this distraction by staying organized and keeping what you will need for the day handy. 

Fight the snack attack

When your mind starts to wonder it often will send hungry signals. Eat a filling and healthy meal so your energy levels will be stable and sustained. 

Keep your cell phone out of sight

Keeping your phone out of your line of sight can minimize distractions from alerts and notifications. Many of us need to keep the ringer on as the boss may call, but I might also suggest changing the tone for those that are urgent so you can disregard other notifications throughout the day. If you can silence it… even better! 

Knock out creative projects in the morning

Before you are burnt out from your hectic day utilize your creative energy in the morning. Save the mindless tasks for later in the day. 

Complete a task, then get up!

Take a stretch break when you complete a task and you will feel re-energized for the next one!  

Learn when to say no

I know we all live and breathe the open door policy, but it is okay to physically and figuratively shut your door. You know when something is a true priority and requires your full attention. Empower yourself to say a polite no and request to get back to whatever is being demanded of you at that moment. Don’t forget to follow up, but it is okay to say no at the time!

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How would you feel about adding a benefit that makes employee lives easier, doesn’t cost your company a dime and is LOVED by your staff?

OneClick Cleaners™ San Diego (OCCSD) offers competitively priced dry cleaning, laundry, alterations, shoe shine/shoe repair service with free pickup and delivery to your workplace.  That includes large and specialty items such as drapes, comforters, rugs and leather items. Through their robust, full service website, employees can register online, enter cleaning preferences, schedule pickups and set schedules without having to leave their home or office. 

Employee benefits:

  • Always free pick-up/delivery Monday – Friday
  • Typical 2 day turnaround (Thursday and Friday pick-up delivered on Monday)
  • Handy credit card payment
  • Saving of time, effort and gas
  • Account info, order and payment history online
  • Email or text notification reminders of pick-up/delivery/order log-in

 Company benefits:

  • Zero cost
  • Convenient amenity to add to your benefits package
  • Less stressed and neatly attired personnel
  • Dealing with a professional company having well-identified personnel and delivery vehicle
  • No disruption to work flow
  • May be qualified for a secure Drop-n-Clean locker

 One Click Cleaners San Diego started service in 2015 with partners who have been in their respective businesses for 25-30 years.  In 2013 after 35 years in global sales and marketing roles in the medical device and automotive industries, OCCSD owner, Michelle Albanna, founded Global Business Connect (an international franchise consultancy) to help aspiring business owners find a new or existing franchise opportunity.  While assisting a candidate in Miami seeking a mobile dry cleaning concept, Michelle introduced them to OneClick Cleaners.  Since there was nothing like it yet in San Diego, it gave her the idea to bring the service to the County opening in Carmel Valley, Miramar, Mira Mesa, Rancho Bernardo and Sorrento Valley to start.  “I really wish that I had such a service when I was a busy executive”, she explained. “With everyone so busy, we are now able to give them extra time to spend it doing their favorite things”.  Their mission is to simplify the lives of your associates and give them some extra time as well as less stress! 

For more information call 855-728-1999, email, consult  

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Can People Collaborate Effectively While Working Remotely?

In this current employment marketplace, companies need to stay ahead of the game in order to remain competitive and attract and retain the right talent for their organization.   As such, many startups and enterprise companies alike are turning to remote / agile workplaces instead of the traditional office space. It’s no wonder why — individuals who work remotely are reportedly more productive and seemingly happier.  But what about collaborating remotely?  What may be lost when workers have little opportunity to interact directly and how can companies mitigate these factors in order to be successful while continuing to maintain their status of places where employees want to work?  It can be challenging to master remote collaboration because it’s more complex than simply deciding whether or not to get out of your pajamas for the video conference call. How do you replicate the in-office banter over the computer? How do you communicate effectively without blowing up someone’s email?  Questions like these often come up when considering how to collaborate with remote coworkers. These tips (courtesy of will help quell communication concerns and make remote collaboration more effective.

1. Be Available

While working collaboratively means you’re working with others on a project, there are often times in which you work independently and then meet back together to share ideas. In an office, you can pop your head over a cubicle wall to run a quick idea by your coworker or you might mention something when you’re walking down the hall.

Obviously, you don’t have that same experience when you work from home. However, staying available on chat, email, and phone during work hours provides the same opportunity for experiences like those to happen.

And don’t simply flip the switch to “available” while begrudgingly responding to a chat or being irritated you have to answer the phone. Genuinely welcome calls, emails, or chats from coworkers — it will help keep the lines of communication open and conversations will be more natural.

If you turn off communication, you completely turn off the opportunity to work collaboratively, let alone effectively.

2. Don’t Rely on Email

With the ability to chat, post messages on message boards, and pick up that old-fashioned phone, save emails for important communication that’s lengthier in nature. Similarly, stick to email when you need to address multiple topics of conversation in a single message. Don’t hit the dreaded Reply All when it’s unnecessary, and keep your emails to the point.

Avoid bombarding your coworker with emails for shorter conversations and send them quick chats instead. You could always pick up the phone, but be courteous and send them a quick chat to see if they have time to talk. It will avoid interrupting them if they’re in the middle of something that demands their attention. Be courteous and purposefully communicative.

Here are some great communication apps you and your team might find useful:

  • Google Hangout: You have to have a Google account to use this feature, but it’s well worth it. You can chat or have a call with or without video.
  • Campfire: This is a chat feature within Basecamp (formerly 37 Signals), which allows for on-the-fly conversations while collaborating on a project.
  • Hip Chat: Hip Chat is secure, plus it allows for private and group chats, file sharing, and integration with a variety of APIs, all while staying synced up.
  • Calliflower: This app makes conference calls a possibility, whether you’re working with a tablet, phone, or browser.
  • Skype: The household name for video calls.

Keep in mind that, if you have a dedicated office space, it’s a lot easier to communicate for the simple fact that people are going to be able to hear you better.

If you’re trying to have a video chat from Starbucks, chances are, the person on the other end isn’t going to be able to hear you over the coffee shop atmosphere — and you’ll really be in trouble if the cafe has live music. When jumping on a video call (or even just a conference call), try using headphones and a microphone to keep background noise at bay.

3. Hang Out and Don’t Be Strangers

As I mentioned, Google Hangouts is an amazing tool that allows you to have a video chat with one person or multiple people. Whether you choose to use Google Hangouts or another video chat program, maintaining regular contact with the coworkers with whom you’re collaborating is going to make the remote aspect of your collaboration seem not quite as remote.

Stay current with project progress and keep faces fresh. When you can see your co-workers faces, read their mannerisms, and actually talk, you might not be as guarded when it comes to communicating, especially if it’s happening frequently.

Video chats can also be very useful in sharing whiteboards. With a well-positioned computer, you can see the scribbles that matter.

The bottom line is that maintaining a regular communication schedule lets you and your team stay current with the progress of a project, have the ability to ask questions and gain clarity, and communicate more easily.

4. Have Compatible Technology

Don’t even think about working remotely — let alone trying to collaborate — if your technology isn’t up to par. Your internet must be fast enough to handle video chats, large document sharing, and multiple tabs.

And even more importantly, your computer needs to be up to date and running the same programs as your coworkers. Compatibility issues could cause you to waste hours of time, whether it’s just trying to open the document or reformatting issues that popped up between versions or file types.

Although those working for larger companies likely have the same company computer, laptop, or tablet, if you’re an entrepreneur or a startup where each employee is using his or her own, it’s imperative that you’re all on the same platform and using the same programs (as well as the same versions of programs) to keep collaboration effective and running smoothly.

5. Use Collaboration Tools

There are a number of project management / collaboration tools, some examples include:  Slack, TrelloBasecampCreately.

There is a variety of other project management and collaboration tools out there, so don’t be shy when investigating what would work best for your team.

Collaboration tools not only help you keep track of what you’re doing but help your team as a whole to stay organized. When you’re faced with high-pressure deadlines and complex projects, staying organized and having the ability to monitor the status of a project can hugely affect the outcome of the project in a positive way.

This is especially true for developers, designers, writers and content managers, and other collaborative groups who work remotely and take on large, complex projects with multiple stages and components.

6. Don’t Forget About Time Zones

You might be an hour into work at 9am, but your coworker three time zones over might still be hitting the snooze button.

Especially when you’re collaborating, be mindful of what time zone your coworkers are in and schedule meetings or calls when the work time overlaps. Integrating effectively across time zones, cultures, and work styles might take a while to get used to, but it’s not impossible.

Pay attention when scheduling a time to talk and make sure you’re aware of each other’s time zones — in fact, when scheduling calls with coworkers who live in different areas of the world or even just the US, always include the time zone in the message when scheduling so that everyone is clear.

Always ask before scheduling because it shows you respect your coworker’s time and you’ll be able to find a time to talk in which you both can dedicate your attention to the task at hand.

7. Get Back to the Basics

Don’t forget that not only are you human, but the coworker you’re connecting with is human, too.

Establish a positive working relationship and value your coworker’s contributions. Make sure to take a few minutes to have some “water-cooler” talk — it will help build a rapport and relationship with your coworkers.

Consider how you communicate, especially when working remotely. Your tone, intent, and sarcasm cannot always be easily deciphered through text.  In fact, it’s usually best to leave sarcasm out of the workplace, but if you let it slip, at least let it be on a video chat where your tone and expression can help set up the context.

Keep criticism constructive — when providing feedback to others in your group, be sure to point out the things he or she did well in addition to the areas that need work so you don’t sound like a Negative Nancy. Your comments will be taken more seriously, and the group will benefit from honest feedback.

Remember: Communication Is the Key

When working remotely, it’s critical that you remember your basic communication skills. Communication is the key to effective collaboration — and that’s true whether you’re working remotely or in an office. 

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Back-to-school season is upon us, and those returning to work can learn just as much as students returning to school. Today’s lesson: how to build a wildly successful organization by tapping into the talents of your employees. 

Open any business magazine, and you can’t help but hear about the importance of “employee engagement.” It’s a trendy buzzword, and seems to be sold as the cure for all organizational ills. But what does it actually mean? 

What is employee engagement, anyway?  

Employee engagement means inspiring employees to go “above and beyond.” It results from building a workplace culture where people are free to unleash their passion and commitment to each other and to the organization as a whole. It means building a workplace culture that talented people want to be a part of—and want to stay a part of. 

You know in your gut when you’re in a company that’s getting it right; you can sense it. People treat each other well. They rally together around shared goals. There’s a sense of energy and excitement. The business is successful. 

You know even more clearly when a company is not getting it right. Management is secretive. Employees whisper around the water cooler. Turnover is high, and you have trouble getting new people to apply for or accept positions.

Yes, engagement matters—and is worth the effort 

We’ve all heard of the companies that are exceptionally good at appealing to top talent: Google, Southwest, Zappos. Can you guess what they have in common? You saw this one coming: they’re all known for strong company cultures of engagement. 

Applicants have better odds of getting into Harvard than getting a job at Google, which receives an average of 2 million job applicants each year. Imagine having a culture that attracts that much interest! It’s no coincidence that these are some of the most successful companies in the world. 

Research indicates that organizations with engaged workforces beat their competitors on many critical performance measures:

  • Gallup studied 1.4 million employees in 34 countries and found that the most highly engaged workforces are four times more successful than the least engaged.
  • Top performers have 25% lower turnover, 37% less absenteeism, and 22% higher profitability.[i]
  • The Harvard Business Review surveyed executives at top companies around the world and found that 71% of leaders rank employee engagement as a top factor contributing to their future business success.[ii] 

The news keeps telling us that we’re facing a “war for talent,” so these numbers should make every leader sit up and take notice. As the economy improves and talented professionals have more options, it will become harder to attract them to your company and then keep them around. 

3-point lesson plan for inspiring and energizing employees 

Those who work in your organization aren’t just employees, they’re people—and they find value in the same kinds of things that you do. Just as you want respect, control, and meaning—so do they. Keep that in mind as you make decisions, and you’re well on your way to engaging them. 

There is no magic bullet; no one secret thing you can do to motivate your staff overnight. Engagement comes from sustained effort over time, and success starts with treating people like more than cogs in a machine. All efforts should stem from that core principle. 

Here’s a simple framework you can use to guide your efforts: the ABCs of employee engagement. How you implement these strategies will depend upon your organization’s unique culture, direction, and priorities. 

A. Treat employees like adults. 

First and foremost, the assumption underlying your policies should be that most people are inherently good, mean well, and want to do good work. It may sound deceptively simple, but there are many ways that organizations are inadvertently sending the message that they don’t trust their employees—and in response, employees don’t trust the leadership or give them their best efforts. 

Here are a few quick ways to show that you value and respect employees as equals. 

Act with integrity. Culture starts at the top. The organization’s leadership must model the values they expect from others. If employees don’t trust management, they won’t be motivated or give their best selves. Integrity means doing what you say you will, treating people equally and fairly, and not tolerating bad behavior. Trust is a prerequisite to engagement.
Write policies aimed at the best employees, not the worst. It’s ineffective to craft policies aimed at the small percentage of employees who misbehave. You can’t anticipate and prevent every problem that may occur; and by trying to do so, you irritate the majority of your employees who don’t need to be told how to act. You’re better served aiming policies at the top performers, and handling performance issues as they arise. 
Let them manage their time. Even if you can’t allow employees to work from home, you can still allow them the flexibility to control their hours. In doing so, you remove the distraction of unmet personal demands and enable them to fully focus on their work. By giving them control of their work and their life, you demonstrate trust and foster goodwill that will come back to you in the form of increased productivity. 

B. Be all ears. 

Companies run into trouble when they assume they know what employees want. You can’t know unless you ask. Train your managers to ask good questions, to encourage their staff members to come to them with ideas, and to be attentive to the responses. 

What do they need? Ask about what obstacles prevent them from doing their work efficiently, and what tools would enable them to do their work better. The best suggestions for improving operational processes come from those working on the front line daily. 
How do they want to be recognized? Not every employee wants to be recognized in the same way. While Kelly may appreciate a certificate presented publicly, Juan may prefer a handwritten note presented privately. Recognition is much more meaningful when it feels personalized and sincere, and is something the employee actually values.
Where do they want to go? Find out about their long-term career goals and where they want to go within the organization. Work with them to determine what skill gaps exist and what training or professional development would help them reach their goals. Then provide them that training. 
Act on the responses. Simply by asking these questions, you establish the expectation that you will do something with the information. Managers know that the responses will lead to more work for them, and that is often the key deterrent to inquiring. But wouldn’t you rather know? Ignorance is only bliss until your best employee resigns. Follow-up is key to building trust. 

If knowledge is power, obtaining the answers to a few simple questions will put managers in a much stronger position to make informed decisions. Asking these questions is also a way for managers to demonstrate that they respect and value the people on their teams. 

C. Communicate, communicate, communicate. 

Communication should flow both ways. For maximum effectiveness, an organization needs to create a two-way dialogue and keep employees in the loop. You need to understand what employees think and value, and they need to understand the big picture and the rationale behind decisions. 

Provide context. Most people likely joined the organization because they believe in the mission. Keep that passion alive by continually making the connection of why their work matters. Also be clear on the direction of the organization, and how each individual’s goals are aligned to the broader strategy. Everyone in the organization will make smarter decisions if they understand how their actions impact their colleagues, customers, and vendors. 
Be up front about challenges. Be honest with employees about what’s going on, especially during tough times. They don’t necessarily need to know the gritty details, but they should be aware when there’s a problem and how they can help. If they know that the biggest client has been lost, they’ll be more motivated to bring in new clients and more forgiving of cutbacks. 
Include everyone in designing solutions. Front-line employees have essential insights into the business from working directly with customers, systems, and machines on a daily basis. The most effective solutions are created collaboratively by involving the whole organizational system. Including everyone in problem solving also builds buy-in for the solutions that are ultimately implemented. 

Employees are making decisions every day that affect your customers, vendors, and the achievement of the mission. If they don’t have current information, they can’t make wise choices. 

The bottom line: You’re never “done” engaging employees 

Engaging employees is at once an enormously complex concept and yet a profoundly simple one. It’s complicated because every aspect of a work environment can potentially engage or disengage the people who spend time there—and even the best executives cannot control all of these factors. Yet it’s elegantly straightforward in that a few small changes can have a big impact. 

Motivating employees isn’t about offering free food or building nap pods. It doesn’t come from quick actions you can check off a list—it’s about handling the fundamentals well. The ABCs of employee engagement are simple, but certainly not easy. Creating engagement has to be an ongoing organizational priority, and you have to work at it. These guidelines can get you started. 

About the Author -- Elisabeth Waltz is an employee engagement expert who specializes in creating win-win HR solutions: building company cultures where employees are empowered to do their best work, while developing employees who produce amazing results for the organization. Still a New Englander at heart, you can find her sampling all the cheese and cider available in her new home, San Diego. Say hi on LinkedIn at


[i] Gallup, Inc. “State of the Global Workforce,” 2013, pg. 21. Available from, accessed August 26, 2016.

[ii] Harvard Business Review Analytic Services. “The Impact of Employee Engagement on Performance,” June 1, 2013, pg. 4. Available from, accessed August 25, 2016.

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As a professional in the talent space today, you’ve no doubt run across some facts and figures from the likes of McKinsey, Gallup, Deloitte…the list goes on…showing that companies with more female employees, particularly in management roles, yield stronger organizational and financial performance.

As a result, the focus on recruiting female employees continues to grow, and companies are pulling out all the stops. Fertility benefits, shipping breast milk home from work trips, in-office massages and manicures, on-site OB/GYNs, and feminine products in the restrooms are just a few of the ways companies are getting creative with trying to appeal to women.

While these things may be appreciated by female employees, they’re not what’s driving their decision to come on board with your company—or to stick around. We must realize that recruiting female talent is about more than just flashy perks.

At InHerSight, a new platform in the online recruiting space, we’re striving to propel this perspective. Through our site, we enable women to rate their current employers on 15 fixed metrics such as management opportunities, maternity leave, and salary satisfaction, and we use this data to match women with new job opportunities based on what they’re looking for in an employer. And from the company’s point-of-view, we help organizations be more successful at recruiting female talent and building more female-friendly workplaces using our data and insights.

Recently, we analyzed responses from 15,000 women looking for great workplaces on our site, across a broad range of ages, industries, and geographies. Women were able to select multiple options from our metrics. The results may surprise you—what women said they wanted most from their employers was not ample maternity leave or mentorship programs or other fancy incentives.

So, before you update your career website, write your next job description, craft your latest job offer, or even decide how you’re going to allocate funds to certain benefits and perks, read on to learn what women really value most from their employers and then use this information to appeal to them to come work at your company. Here are the top five items, in order of importance:  

1.  Paid time off (90% of respondents)

Our top answer, paid time off, demonstrates that women want the ability to manage their own work-life balance. This comment from an employee at non-profit DonorsChoose highlights the positive impact of being able to take time off when you need it: “As a junior leader…I feel extremely supported and empowered to take risks, take time for myself, and prioritize my workload to meet business needs without burning myself out. We work extremely hard, but we also get lots of vacation time and flex(ible) work opportunities.” If your company isn’t providing a reasonable amount of paid time off, it may be time to rethink the value that this could bring your workforce.

2.  Salary satisfaction (89% of respondents)

This is an obvious one—women want to be paid fairly for the work they do. While there is certainly more strides to be made regarding equal pay in this country and elsewhere, women at the very least want to be compensated competitively for the amount of effort they put in, the experience they bring, and the scope of their responsibilities.

Our research revealed that computer technology company Dell appears to be getting this right as one employee commented: “…it seems that salaries are based on hard work, perform(ance), and seniority, not gender.” And an employee from tech giant Amazon commented, “(There are) long hours and high expectations but (it’s) manageable with the right boss, and salary is commensurate with effort, in my opinion, which makes it worthwhile.” Beyond making sure your salaries are competitive in the market in general, companies should conduct an annual salary review to ensure that men and women who have the same level of responsibility and experience are paid in parallel. And wherever discrepancies are found, you should work with your CFO or Financial Planner to make the necessary adjustments.

3.  Outstanding co-workers (89% of respondents)

Our research shows that women seek co-workers who are respectful, professional, unbiased, and generally easy to work with. This comment from an employee at enterprise software company Asana highlights the positive benefits that women feel when they get to work with great people: “I feel encouraged to speak my mind, supported to soundboard my thoughts, and in very good company.” Clearly, interactions with colleagues and the social environments cultivated by companies have a huge impact on how women feel about their employers, with women citing specifically that strong male-dominated “old boys” and “bro” cultures were off-putting, and that instead, they sought a culture that took gender out of the equation. By implementing a structured interview process in your company, you can be sure to hire for the qualities, personalities, and culture fit that fuel an environment that women are attracted to—and thrive in.

4.  Equal opportunities for men and women (85% of respondents)

There’s no hidden message here; it’s exactly how it sounds—if men have access to an opportunity, a women should as well. Opportunities should be based solely on merit. So, follow suit and provide equal access to promotions, leadership roles, salary increases, and incentive programs. One employee at mobile games platform Chartboost describes it well: “(This is) the first time in my career that I’ve felt my gender truly had no bearing on how I’m treated as an employee. I see men and women equally represented in management positions and being given equal opportunities to move up within the company.”

5.  Flexible work hours (81% of respondents)

Women strongly seek employers who are flexible with working hours, allowing them to set their own schedules and successfully attend to both the demands of life and work. An employee at best practice insights company CEB stated: “As an employee who has both a senior job and a lot of outside commitments, my manager and I work together to create the right schedule for me—and communicate (it) to others within CEB—in order to fulfill my personal AND professional ambitions.” Employers seeking more female talent should thus become amenable to the idea that it’s about your employees’ ability to do their jobs and do them well—and not as much about when and where they do it.

What women want

As a whole, our data indicate that women are not looking for employers to answer their specific needs, whether for family-raising, socializing, or creating work-life balance. Nor do companies need to offer a bunch of fancy perks and incentives. Rather, women seek employers that treat them fairly and provide them with the choice, the flexibility, and the financial means to fashion their own lives as they see fit.

A version of this post was first published on

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