Update 3/1/17: the presale is over, but the course is now available for the public here. The bundle with the SPHR course is here. Audio continues to be added to the course to flesh it out and increase the value. 

One of the most common questions I get from people interested in certification is where to find something they can listen to in the car, on a walk, or even at work. I’ve mentioned before that as busy as I am with kids and work, I really like to listen to podcasts and other audio programs while I’m washing dishes or chaperoning people around town. Today, I’m excited to announce the presale for the new HR certification audio series.

Until now there has only been a minimal selection in the market for audio prep tools, and they are all fairly pricey. I wanted to develop something that would help to improve the HR certification prep experience while still meeting that need for auditory learners. We are launching this in time for people to use it for 2017 exam preparation.

The Details

This program is in presale and officially opens up later this spring. I have been developing it since late 2016 and expect the first version to be available by the end of February. Presale supporters will be the first to gain access to the audio course when it opens. The course will have lessons spanning all areas of HR to help students better understand best practices and have the most up-to-date knowledge of how to leverage those practices for business success. In addition, these courses can be used for recertification credits! If you’re currently certified and want to use the content in these courses for recertification purposes, you can manually add them to your profile to get credit.

Is this just for the PHR or SPHR?

No. I’ve had dozens of students use our other courses to study for the SHRM-CP and SHRM-SCP exams. I’ve also had some even use it for the aPHR exam with excellent results. The principles explored in this audio study course will be applicable across the spectrum of HR. If you like the kind of work I do here at upstartHR (including the podcast) or if you’re interesting in improving your HR game, this will help you.

What is included? 

The course will initially include audio lessons totaling more than 3 hours of content. This will grow to 5+ hours by June and could eventually reach 10+ hours of training by the fall, depending on the level of interest in the course. It’s my goal for learners to be able to use these audio lessons for reinforcing concepts, examining practical applications, and exploring case studies of HR in action.

What is the format?

The presale will include mp3 audio files so learners can learn anywhere. The official launch later this spring will include a CD option as well. At that time, the course will be offered in either format or as a combined offer to allow learners to study anytime, anywhere. The mp3 files will include lifetime access in the event you need to put off your studies, come back later to refresh, or just want to use them for recertification credits after you pass your exam.

What is the price? 

The presale price has been discounted to allow as many people as possible to access the course. I regularly get questions from people needing tools that don’t cost an arm and a leg to purchase, and these definitely make that cut.

  • Digital mp3 audio course presale price: $47

As a reminder, this price is temporary and will increase after the presale period closes.

Special Presale Bonus Offer: For a short time only, we are bundling this audio with our powerful SPHR course to help people get a jump start on their certification prep. The bundle price is just $127, a savings of more than 10% off the combined set of tools. This offer will not be available after the presale period closes. Click here to get the limited time bundle.

If you have questions, please contact me at ben@upstarthr.com and I’ll be glad to answer them. I’m excited about the next evolution of certification preparation support here at upstartHR, where we’ve been helping hundreds of HR professionals like you with certification for more than seven years. If you want to go ahead and get on the list for the limited time presale, click here. If you want the bundle with the SPHR email course, be sure to click here.

were-only-human-logoThe idea of a “gig” isn’t anything new, but the concept of using gig workers as an alternative source of talent certainly is. More companies are starting to realize that getting a job done doesn’t always have to mean creating a requisition, posting a job, interviewing candidates, and making an offer. In the case of some new applications on the market, companies can bring talent to their front door at the veritable push of a button. Yes, really.

In episode 5 of We’re Only Human, host Ben Eubanks interviews AJ Brustein, cofounder and COO of Wonolo, an on-demand hiring application. Ben and AJ discuss Wonolo’s beginnings as a startup within Coca Cola to solve a specific talent challenge and how it spun off into its own brand. In addition, they talk about how companies can make use of gigs to not only meet company objectives, but to help meet the needs of workers as well. It’s a fascinating conversation and one that will challenge your assumptions about the on demand workers you meet on a daily basis.For more information about Wonolo, check out http://www.wonolo.com

If the gig economy topic interests you, be sure to check out my previous post on the topic about how to use the gig economy to find talent.

Subscribers click through to stream the show below or click here to visit the podcast site. As always, if you subscribe on iTunes, Stitcher, or your favorite podcast app, you’ll be notified of the new shows and never miss an episode. 

To check out other episodes of We’re Only Human or learn more about what Ben’s up to, check out the podcast or the Where I’ll Be page.

As an HR professional, I am used to being on the interviewer’s side of the hiring table. That makes it easy for me to forget all the hard work candidates put into preparing for their interviews—well, some candidates. There are also people who waltz in totally unprepared, which makes me wonder whether they really want to be hired.

These 21 tips from Company Folders reveal the things prepared candidates do before, after, and during their interviews. Knowing these prep strategies will help you discern which candidates did their homework—and which ones didn’t—so you can get a better idea of who will make a good employee. Besides, it never hurts to brush up on interview etiquette; one day, you may find yourself on the other side of the table. Continue reading

Last week I published some new research that frankly surprised me. When we hear about video interviews, assessments, and hiring processes, we expect candidates and employers to be on opposite ends of the spectrum.

But it’s not the case. When asked a series of questions, both groups responded similarly, and the priorities for each group matched in terms of ranking, even if not in terms of exact percentages. In short, it was a very interesting set of research. I’ve posted a chunk of it below, but to read the full piece you’ll need to head over to Lighthouse Research.

The Candidate Experience: Perspectives on Video Interviews, Assessments, and Hiring

In some ways, hiring looks very similar to what it did twenty years ago. People search for positions, indicate interest, and are filtered down until the most promising candidate is offered a job. However, the technology we use has upgraded considerably over time. Today employers have tools to increase efficiency and efficacy, including video interviews, automated assessments, and more.

In a recent Lighthouse Research study backed by mroads, we explored some of the key aspects of hiring with video technology from both candidate and employer perspectives. The November 2016 pulse survey reached more than 250 individuals and employers, uncovering some interesting findings that both validated existing beliefs as well as uncovered some new insights. Here’s what we found out.

lighthouse special report

Key Findings

  • Stress Factor: Nearly 8 in 10 job seekers say that video interviews are as stressful or more stressful than in-person interviews.
  • Attracting Top Talent: 61% of companies say that peer interviews and interactions would be the best way to attract top talent with video hiring solutions.
  • Candidate Preferences: Nearly 25% more job seekers said they would prefer a live video interview to an in-person interview.
  • Candidate Assessment Perspective: Just under two-thirds of candidates think the right kind of assessments—those that give them an opportunity to showcase their skills or a work sample—prove their value in the hiring process.
  • Candidate Experience: Candidates believe that resumes are just as valuable as employment tests/assessments (25% each), but half of candidates say that video interviews are the most valuable tool for helping them stand out in the hiring process.

Click here to read the rest of the article (1,600 words total)

Over the past several years, I have seen a growing trend where businesses have started investing in cool workplace incentives to try to attract and retain talented workers. Some companies are totally nailing it (think Google and Moz), but others are still struggling to create the type of work environment their employees really want.

The difference is that companies with successful incentives programs know why they are offering certain benefits. Others just choose perks they think sound cool, without really understanding the reasons those perks appeal (or perhaps don’t appeal) to the type of employee they want to attract.

The team at Company Folders has created a list of the top ten workplace perks and why they matter to help you create your own incentives program for 2017. You’ll learn what appeals to your team’s specific interests, rather just jumping on a trend for the trend’s sake. Continue reading

Employee turnover is part of life in the corporate food chain—you hire someone, they work for a while, you replace them. But what if I told you that you can lower turnover while spending little to no money?

Since HR professionals are often holed up in our own little cubbies, we don’t necessarily get to see what daily life looks like for everyone else in our company. But understanding the work environment is crucial to lowering turnover. In fact, you could be missing valuable warning signs that employees are about to quit—like low engagement.

Employee engagement rates are lower than ever, with just 30% of employees fully engaged at their jobs. Disengaged employees are more likely to complete personal tasks at work, produce lower quality work, and ultimately, quit their jobs. Continue reading