The Politics of Talking Politics in the Office

Despite the political climate in which we’re currently enmeshed, talking politics in the office is still inexplicably taboo. You’d think that something so incredibly public – played out on TV screens and during family dinners across the country – would by now be acceptable office fodder. And yet, to announce your preferred party or to ally with a certain position is considered distasteful at best, offensive at worst. There is a reason for this – not everyone in an office will share the same beliefs, and mutual respect is at the foundation of any good workplace. Civility, politeness, and common courtesy cannot be overemphasized in a well-functioning office. But who does it benefit, to categorically ignore some of the most influential discussions of our time? Is this ‘silencing’ not more detrimental than considering the topics openly and respectfully? What we’re really asking is: should the office be a refuge from political dram...
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Supreme Court Justices and the one type of Diversity everyone seems to ignore.

Every Supreme Court Justice before 1967 was a white man. That’s the year Thurgood Marshall was appointed the first African American Justice. Still, no women were voted in until 1981, when Sandra Day O’Connor claimed her spot on the court. Comparatively, today’s Supreme Court is impressively diverse.
  • Three women – Ruth Bader Ginsburg (1993), Sonia Sotomayor (2009), and Elena Kagan (2010) – offer a sharp female perspective, absent until 1981.
  • The addition of Clarence Thomas (1991) and Sonia Sotomayor (2009) provide much-needed representation for the African American and Hispanic communities, respectively.
  • Three of the nine sitting Justices are Jewish, the remaining six Roman Catholic.
So what’s the problem? It seems that in only fifty-odd years we’ve transformed the highest court in the land from a homogeneous slice of white bread into a representative panel of dynamic cultures, experiences, and perspectives. And yet ...
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How we built an award-winning culture + earned a spot on Inc. Magazine’s 2018 Best Workplaces

What makes people choose to work for your company over your competitors? Why, when so many other offers exist, do candidates accept yours? According to Quantum Workplace, the best benefits aren't usually physical - people prefer flex hours, a casual environment, and a clear mission statement to food in the fridge or a fancy gym. Again and again, research shows that giving your workers something to believe in can be more valuable than salary or bonuses alone. At Proven Recruiting, we pride ourselves on the close-kni...
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Why You’re Not Attracting More Female Candidates

Depending on your industry, it can range from extremely easy – doctors, social workers, veterinarians – to extremely hard – software engineers, statisticians, data scientists – to identify and retain female professionals. While women comprise nearly 50% of the US workforce, they make up just 24% of STEM workers. But women aren’t an impenetrable black box of motivations and desires, their needs unknowable and their job search patterns random. Their drives are, in fact, quite easily discernable – if only you make the effort to listen. Stop losing out to your competition or lagging behind your industry. With the talent shortage growing every day, the need to attract, hire, and support fema...
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The Definitive Guide to Networking: Before. During. After.

There’s a reason people, myself included, avoid networking at all costs. It’s painful, awkward, and often fruitless. That is, if you go in without a plan. My last article, 'How Networking Will Change Your Life (& Drive Your Sales),’ made a broad case for networking – drawing on stats like the fact that 70% of jobs are found through personal connections. In Part II of this series, we’ll be diving into the juicy stuff; the real-life tips you can utilize before, during and after your event to exponentially grow your network...
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Which perks work (and which hurt)

In the age of elaborate – and frankly extravagant – perks, it can be tempting to simply throw money at benefits. Funds permitting, you may be lured into following Google’s lead by offering on-site massages and chef-crafted lunches. But is that really the best use of your money? According to recent surveys, 60% of candidates consider benefits as a crucial element in their job decision process. This begs the question, exactly which perks pay off in the long run? Although most employees are motivated by unlimited vacation and a well-stocked fridge, are those truly the benefits that will keep your workers happy? How about loyal? Productive and fulfilled? Not all perks are made equal. Find out which benefits work best for hiring and reten...
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Hiring Strategy in the New Year: 5 Trends to Watch in 2018

Are you ready? The countdown is on! It’s only a matter of days until 2017 is behind us. It’s been a whirlwind year – unemployment is at a ten-year low, a new tax plan promising major corporate cuts looms large on the horizon, and most recently women everywhere, from Hollywood to Washington D.C., have been empowered to speak out against workplace harassment. What’s ahead in 2018? We’ve got some ideas:

1. Paychecks get bigger as job market tightens.

Despite record breaking unemployment rates, wages have yet to increase in any significant way; the median salary growth over the last 12 months is 2.5%. This is virtually unsustainable - as it becomes increasingly difficult to attract the best talent, companies should prepare for salary surges across the board.

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Making the Salary History Ban Work For You

Everyone’s least favorite interview question has been banned in California. Last month, Governor Jerry Brown signed into legislation a law prohibiting Hiring Managers, Employers, and Recruiters from asking any questions pertaining to past salary or benefits. The law, AB-168, aims to narrow the wage gap in California by eliminating a well-known source of racial and gender discrimination - one’s salary history. Taking cues from recent legislation in New...
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Salary History is History: What You Need to Know as an Employer

Last week California Governor Jerry Brown signed AB-168 into law, effectively prohibiting Hiring Managers and Recruiters from enquiring about an applicant’s salary history. Following similar legislation in New York City, Massachusetts, Puerto Rico, Delaware, Oregon Philadelphia (pending legal challenge) and California’s own San Francisco, AB-168 promises to minimize wage discrimination by leveling the playing field for all workers.  

What does this mean for you?

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How Diversity Can Make Your Team Stronger

Search any business resource and you’ll find a handful of articles touting the benefits of “workplace diversity” - a term often thrown around without much regard for its real world implications. Reduced to a handy catch-all phrase used in place of real, institutional change, diversity can at times be more about appearing inclusive than actual inclusivity. Yet its value cannot be overstated; a business that can effectively bring together and promote various perspectives, levels of experience, and approaches to work, is a business with a significant competitive edge over otherwise similar companies. Still, many consider the move toward inclusive work environments as an unwanted and inconvenient obligation. The prospect of creating a more diverse and inclusive workforce should be exciting, not daunting.

Intentional Team Building

Don’t just hire an individual ...
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