Fast Track Human Capital LLC

Folks, veteran discrimination is discrimination, and it is illegal. Some examples include but are not limited to: ·?Inappropriate interview questions o??“Do you have PTSD”? o??“Have you ever killed anyone”? o??“What is your VA disability rating”? §?You can ask if they need accommodations. o??“Can you do more that yell at people and make them do pushups?” I have been asked every single of these questions in a job interview at one point, some more than once… ·??Off color remarks o??“Stop acting like you’re still in the military”. o??“Are you off your meds?” o??“People like ‘you’ are the reason we’re always at war”. o??“Isn’t there a limit to how many of you people we can hire?” ·?Other types of discrimination o??Not counting military career experience as “real” experience. o??Paying less for the same work, due to veteran status. o??Denied promotions due to vet status or continued reserve service. If you do the hiring, take the time to understand the differences between officer and enlisted, and lower enlisted versus senior enlisted.?This does not mean you hire veterans that are not qualified; however, try to dive a little deeper before you hit reject.?Moreover, just because someone served, does not mean they will be a good fit or a good employee.?The military is a representation of our society. There are performers and non-performers.

Anyone new to the HR field, here is some advice to keep you out of trouble. Keep your personal opinions and feelings at the door, they will get you in trouble every time. Follow the law; if you don't know the law, look it up; surf the EEOC and DOL website for everything you ever wanted to know. HR is not a popularity contest or mob rule, it is supposed to be objective and pragmatic. Don't gossip, even with people inside HR. Everything should be need to know. Please, don't make Tik Tok videos bragging about firing people. One, that is a great way to get yourself fired and get your organization sued. Two, no one should be gleeful about terminating an employee's livelihood. Even if the employee was arguably a bad actor, there is likely still an innocent family that will feel the impact.

Question: "Should I list gig work on my resume?". Answer: It depends. If the gig work is relevant to the job you're applying for, yes, it should be listed. However, let's say you're applying to be an accounts payable specialist. You've got 10 years of AP experience spanned across 3 different employers. Throwing an irrelevant gig in the middle of your 10 years of AP experience may cause a first glance rejection, or an AI rejection. Keep in mind, during the first round of resume reviews, resumes may only be looked at for 10-15 seconds. Job titles, tenure, and required education decides if you go in the 2nd look pile or not. Moreover, inflated titles such as CEO or President of an Uber/Lyft gig will not look favorable. Hiring managers will feel as if you're trying to insult their intelligence--especially if you're applying for an entry or mid-level position.

?? Exciting Announcement from Fast Track Human Capital! ?? We are thrilled to share some exciting news with you! The Party Pourer, a new and innovative private bartending service founded by the talented Angelina Peters, is officially launching! This unique business is set to elevate events with top-notch service and creative cocktails. We're proud to have played a part in this journey. John Furr, MBA, SHRM-SCP provided expert consulting on the business start-up, helping to lay a solid foundation for The Party Pourer's success. Meanwhile, I had the pleasure of bringing the brand to life by designing a vibrant logo and creating a stunning website that captures The Party Pourer's essence! ?? Logo & Branding: The designs capture the fun, energy, and professionalism that The Party Pourer promises to deliver at every event! ?? Website: We’re excited to announce that the new website will be launching soon! It will offer a seamless experience for clients to explore our services and book their next unforgettable event. Stay tuned for the official website launch, and get ready to pour your party to life! https://thepartypourer.com Do you have a new business and need direction? Do you have a project and need guidance? Contact us today! https://lnkd.in/eWXy4VJc #FastTrackHumanCapital #ThePartyPourer #BusinessLaunch #BartendingServices #EventSuccess #LogoDesign #WebsiteLaunch #TeamSuccess

By and large many companies are either not addressing this, or they address it by fear. It is impossible to address the issue unless we start by being honest with ourselves and others by admitting that we all have unconscious bias; it is a natural phenomena. Once we can admit that, we have reached the stage of awareness. You cannot remedy something you are not aware of. When we are aware, we can step back and look at situations through a different lens and mitigate unconscious bias. Remember, people are the sum of their experiences. Try to understand the who and the why behind things before jumping to conclusions and ridicule.

Every business wants the best employees; however, we fail to realize that the best employees are often ambitious employees. Structured succession planning puts the ball in the employees court.