One of the most commonly asked questions we hear from prospective clients at OMNI Human Resource Management is some variation of, “Why does my company need an executive search firm? I can just have my HR person post the job opening on Indeed and gather resumes.” The reality is that your organization is most likely
Higher Ed Leaders: Listen up! This Isn’t Good.
Last week, Grant Thornton, LLP, a large accounting firm based in Chicago, released the results of a survey asking over 5,000 faculty and staff about what they think of the institutions they work for. If you are concerned about the culture at your institution, and about keeping your best workers, pay attention. Almost 60% of
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Higher Ed HR: Buckle Your Seatbelts!
If you work in the HR department of a college or university – particularly a small to mid-sized private school, you better tighten your seatbelts, because we are going on a bumpy ride. Several big things coming down the pipeline are going to affect your institution, and your leaders will be—or will need to be—looking
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Conducting Effective Exit Interviews: Part II
Part I of this series explored why organizations conduct exit interviews and how to ensure they are done well. But if your organization stops there, it means losing out on a valuable opportunity to improve workplace morale and employee satisfaction. In this article, we’ll discuss commonly stated reasons for leaving a job and offer some
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Conducting Effective Exit Interviews: Part I
If your company can’t answer the “why?” for conducting exit interviews with departing employees, or if you’re not doing them at all, it may be time to re-evaluate. Too few organizations have a strategy for utilizing information gleaned from exit interviews to assess employee input and take meaningful, lasting action. And those that have no
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When OSHA Knocks: Part II
OSHA inspections are unannounced, but businesses can set themselves up for a favorable outcome by having a strategy in place before the inspector ever walks through the door. “When OSHA Knocks – Part I” provided an overview of the OSHA complaint process, along with tips on proactive steps employers should take to prepare for an on-site visit
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Avoid Costly Mistakes: Prepare Ahead for Union Activity
Part II of a two-part series on union organizing Your organization may not seem vulnerable to union organizing activity, but current trends suggest otherwise. Union activity is on the rise—during the first half of fiscal year 2022, union petitions jumped 57% from the second half of FY2021. Experts say that if this pace continues, this
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When OSHA Knocks: Part I
Note: This article is Part I of a two-part series With a plethora of investigative agencies that can show up at an employer’s door, it is imperative to understand the purpose of an OSHA visit. Equally critical is the need for employers to proactively set themselves up for a favorable outcome. Because OSHA inspections are
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Union Organizing: How to Prepare
NOTE: This article is Part I of a multi-part series on union organizing. During a union organizing drive, the statements and actions of an employer are critical. While leadership may be compelled to do or say whatever it takes to keep out a union, doing so could backfire. Once a union organizing attempt is launched,
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Want to Build a Stronger Company Culture? Talk to Employees About Their Pay.
A survey recently conducted by Salary.com revealed some major red flags regarding employee beliefs about how they are compensated. Among those red flags was the finding that nearly half of employees surveyed don’t believe they are paid fairly and equitably. As Salary.com Vice President of Consulting David Turetsky says, “the pressure is on for organizations
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