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How to Avoid Hiring Victims, Liars, Bullies, and Saboteurs
- The one thing that guarantees you will regret a hiring decision regardless of the applicant's talent
- How you can tell if someone is a "fake good person" or the real deal
- Identifying attributes of positive psychology and how they should factor into your decision-making
- How to determine confidence vs arrogance
- Bullies do not carry signs, or maybe they do. How to spot a bully before you hire them
- Avoiding the poisonous passive-aggressive person. Easy to spot if you know for what to look
- Those who lack empathy for others - how to tell
- Liars are silly easy to spot - if you do four things
- The most important thing for you to do to avoid hiring these seriously troublesome employees
Overview of the webinar
There are no groups of individuals who cause more trouble in a workplace than the bullies, the liars, the passive-aggressive people, and the saboteurs. Those four types of people will run ethical, hardworking, and talented people right out the door of an organization regardless of compensation, benefits, perks, and work-life balance. Because employees cannot experience a good work-life and employers cannot have a good workplace culture with these people. Saboteurs in particular can cause you to lose employees, as well as customers, funding, and opportunities.
As we travel out and about our universes, we have all had occasion to wonder, “Why on earth did anyone hire that person?” Alternatively, “Why are they keeping that person?” Usually, that person’s manager is wondering exactly the same thing, or even, “That’s not the same person who came to the interview” or “That’s not the same person who temped for us for 6 months.” They ask themselves over and over, “How could I have known?” Nevertheless, this indeed is the same person and if the employer had known for what to look and the right questions to ask, they would have easily known to skip getting to know that person any further.
Who should attend?
- HR Generalists
- HR Managers
- HR Directors
- Managers
- Branch Managers
- Store Managers
- Management
- Business Owners
- Department Managers
- Employee Relations Personnel
Why should you attend?
Once you know what to look for it is downright easy to skip hiring bullies, liars, passive-aggressive people, and saboteurs. Skipping hiring them is important because they will damage your workplace culture, create complaints, and can even cause lawsuits on both their own behalf and from other employees. When they find a workplace that allows them to operate unheeded, they almost never leave. They also create risks on the operational side of the business as well. You cannot change them and besides, they do not think there is any reason for them to change. Managing them is an almost full-time job that requires copious and accurate documentation while watching your own back every day. Not something, most managers have the time or inclination to do.
Faculty - Ms.Teri Morning
Teri Morning, MBA, MS, President of Hindsight HR specializes in solving company “people problems” and providing big company style HR service to small businesses. Teri has enjoyed consulting with employers throughout the country, solving problems and training managers and employees for over 20 years, meeting and working with employees from all types of businesses. Her years of experience in human resources and training in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector, and both profit and non-profit companies allow Teri to understand employers (and) employees particular point of view. Teri also provides software solutions for incident management, employee relations investigations, and safety purposes (Incident Tracker.)
In addition to an MBA, Teri has a Master’s degree in human resource development with a specialization in conflict management. Teri was certified by the state of Indiana in mediation skills and is currently certified in project management, IT management and qualified as a Myers Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.