Ask The Hiring Boss
Your HR Questions Answered.
A more human take on the most pressing human resource questions.
Human resources is an art and, like all art, sometimes we do great work, and sometimes we struggle with inspiration. In this HR advice series, our owner Nicole Serres answers readers’ burning questions about human resources best practices, gives recruiting and hiring advice, and offers tips on employee retention and leadership. Expect questions like:
- What is the most important recruiting metric I should be tracking?
- How do I give employees critical feedback without affecting our retention?
- I am not getting any skilled employees for our open roles. What is something I can do to change this?
Nicole will tackle a new hiring or HR question each week. Submit yours below for a chance to see her answer in print.
Hello! There’s a reason why one of the most common search terms for hiring and staffing professionals is “human resources best practices.” Every day brings a situation that we’ve never encountered before. I’m here to wade through these moments with you.
I have over 20 years of experience at the intersection of talent and operations in the staffing world and working with hundreds of employers on their hiring and HR initiatives. As the owner of Star Staffing, I’ve also learned the many nuances of both California labor practices and general HR best practices. I also write regularly for Forbes’ Human Resources Council on hot topics and all things HR-related. Above all, I believe in building inclusivity and empathy into every aspect of the hiring process. This HR advice column explores all that and more.
I’ve seen it all and can’t wait to help! Send me your questions — no matter how big, small, or unexpected!
submit your question here
Questions and responses may be shared in an upcoming issue of the HR industry magazine, HR Jolt, or other media published by Star Staffing. Not all questions will appear in the magazine, please include an email address if you would like a response. Contact information is optional.