Why you should hire people who make typos
By Suzanne Lucas
The best people for certain jobs may not have perfect résumés. Oh, sure, they’ll have the skills you need, but you might spot a “their” that should be “there” or vice versa. Many hiring managers reject such people on the spot. Research suggests that this may be a bad idea.
Typos are made because we’re so busy trying to convey meaning that we don’t always notice when we’ve made an error. We all know that it’s difficult to catch our own typos, but why is that? It’s because we already know what we mean, so our eyes read one thing but our brain translates it into the meaning that it already knows exists.
I almost always agree with my buddy Suzanne Lucas, one of my favorite HR people. But not about typos. I’ve discussed why I think illiteracy is a sign of ignorance before. The fact remains that writing is a serial process — you put down one word after another. This permits you to go back and check for accuracy. If the document is an important one, there’s no excuse for errors.
Do you carefully proof your resume? Would typos in a resume lead you to reject a job applicant? Do these kinds of errors tell us anything about a job applicant? Or am I full of baloney? What’s your take?
Amazon Lawsuit: Managers Scoured Job Candidates’ Social Media for Race and Gender Info
It doesn’t matter what your motivation is, illegal discrimination is illegal.
By Suzanne Lucas, aka The EvilHRLady
Lisa McCarrick filed a lawsuit against Amazon on Monday, alleging two significant problems. The first: she’s paid less than her male coworkers. The second: her manager told her to “scour” job candidate’s social media to determine race and gender/ethnicity and then fired her when she complained.
McCarrick claims that her managers wanted her to search out race and gender to increase diversity at Amazon…[but] It doesn’t matter that your goal is to increase your minority or female hires. You cannot discriminate based on race or gender for almost all positions.
This article gave me a headache. Amazon HR instructs managers to use job applicants’ social media footprints to make sure they hire more women and minorities. Is that discrimination or reverse discrimination or just plain illegal any way you slice it? And if a manager refuses to scour a job candidate’s social media for race and gender info, the manager gets fired? You can’t make this stuff up!
What’s your take?
Have your social media tracks ever helped you get a job? Or cost you a job? What will HR and employers think of next to discriminate — and to get their companies sued?
How a Signing Bonus Can Take Your Recruitment Efforts to the Next Level
Source: Anthem: The Benefits Guide
The majority of companies — 74 percent, to be exact — give bonuses to at least some of their new hires, but amounts vary widely depending on the field. Signing bonuses usually come in the form of a lump sum given at the start of a new job. Unlike a relocation payment, there are no strings attached to how the employee may use the money. A bonus isn’t a magic recruitment wand, and it’s not meant for every circumstance.
Here are three situations, however, where a well-placed bonus can help bring in a new hire.
My good buddy Suzanne Lucas (the infamous TheEvilHRLady) offers a good primer about signing bonuses. Written for employers — it’s an insider’s view! — this article explains what a signing bonus is, what it isn’t, and why companies grant them to job candidates. Signing bonuses aren’t just for executive-level jobs. Don’t try to negotiate your next job offer without understanding how you might score a lump-sum signing bonus!
What’s your take?
- Have you ever gotten a signing bonus in your job offer? How much?
- Did you ever have to return a signing bonus because you quit too soon?
- If you’re an employer, when and why do you give signing bonuses?