Aleah's Blog

  I personally believe every interview needs a balance of structured format and unstructured open ended questions. The standard questions focus on the qualities found in the job analysis for the role. Their goal being to assure that the applicant meets the minimum criteria for the role if not exceeds it. Additional questions should narrow in on answers provided. For example; “Where did you get your degree?” is a standard question but once the answer is given we can focus on the interesting part of the response, “What was the most rewarding (or difficult) part of that program?”. Elaborating can provide a more complete picture of what the applicant has to offer.  Following expected pacing can be beneficial in these situations as people know what to expect and can stress less about the process. This means more engagement with the process. From m=personal experience this also allows the interviewer to control the pacing, focus, and dynamic of the interview. When I applied to my nu...

     For this assignment I used the job boards; Indeed, and ZipRecruiter. While I have not used Indeed much I was more familiar with the website layout as I found it easy to find many positions that fit the role of HR manager. Most of the postings had links to apply directly to the company which consisted mainly of resume submissions, one was asking for a cover letter. These all seem like automated processes so it is clear to see the information is going into the ATS’s (Applicant Tracking Systems). Since it is easy to use and I can see what each company is expecting and offering, it is a bit overwhelming in terms of results. In reality New York is huge so I assume location, pay, type of business, etc. would help narrow down the list extensively.       The second site I tried was ZipRecruiter. This is a hiring site I have heard of but never opened. While it is essentially the same as Indeed the overall layout and design are more simplistic, easier to na...

       For this assignment I want to talk about going from the worst place I have ever worked at to the best and what makes them so different. First off there were indicators to how the job was going to be from the first interview. For sake of amenity, the worst job will be referred to as the Brewery, and the best Plant Nursery.            At the Brewery I had two rounds of interviews but the first manager was unorganized and barely conducted an interview before dismissing me to come back for the second round. Where the branch manager, who was brought in to “clean up house”, openly mocked and demeaned staff to me throughout the interview. I was hired on the spot and I accepted because I needed the work but the unprofessionalism I saw only got worse the longer I was there. There were health code violations, HR cases constantly (some against managers), coworker’s coming in high or drunk, and that is on top of the location not being th...

I did an online search of myself to see what was out there. The top three results were my facebook, instagram, and an old news article that was about my childhood soccer team. By all means my accounts are private to the public and the article is old so there is not much to go off of. The only information that is available is that I am in a relationship with my partner, general area I live/work in, and my pronouns (she/her). Even following his link leads to another private account. However, googling his name pulls up his military service where you can see we are not married so you could deduce we are just dating. Everything considered I think I have pretty clean if not unremarkable search results. I do think my approach to work has been in-person networking so I have never needed an online work presence. If I want to work for a larger company I need to put myself out there and establish a professional paper trail. 

Organization is essential to the future of HR. As in the video talent and leadership is not enough for a company to succeed; they need a structure that benefits all parts of the whole. Good leaders with untalented or incompetent employees will not get anything done. Similarly, a talented group of employees will struggle to make meaningful progress if guided by an ill-equipped leader. It is the organization of all efforts that collectively guarantees success. In HR it is vital to garner functionality above all else; we can not be concerned about stakeholders if we can not make progress. Organization impacts every single other item on this list in a core way. You can not have structure, practices, or analytics without being organized enough to know what needs to be done.  I believe the least important is stakeholders - not because they are not important but because it is not the most immediately impactful aspect. While refining what the stakeholders want from HR and the company can h...