R.E.S.P.E.C.T. It’s what Aretha Franklin wanted. Is it what your employees need in order to eradicate sexual harassment?
— Grace Roache
During my 20-year HR career, I was fortunate in that the organizations I worked for helped me to protect those who brought claims of sexual harassment and to thoroughly investigate their claims. However, in light of the seemingly endless reports of sexual harassment in our workplaces, I worry that I may have failed some employees in not providing the information and safeguards they needed to report harassment. The painful truth I’ve come to accept is that, while I was responsible for employee welfare, some employees may have been harassed by…

Click here to read Grace’s full article on Humentum’s website.

Stress, Money and Gender – What Ails Society, Holds Back HR

No other profession in recent years has had to justify its existence like the HR profession. The article below explores some of the biases and challenges impacting the profession being set up for success. The article also goes on to look at some critical actions that need to be taken to set the function and the functionary up for success.

— Alamelu Dev

Flip to page 59 in the link below, to read more about this, in Alamelu’s article published in the National HRD journal.

RISE is recruiting interns!

Internship Program

We are seeking Digital Marketing interns for summer 2018. Interns will work with RISE partners on a variety of digital marketing strategies, and complete a project on a mutually agreed topic responding to a business need. This internship will provide exposure to various aspects of digital media that may include, but are not limited to: social media, email marketing, and web analytics. Learning objectives are achieved through training, observation, and “learning-by-doing” under close supervision with constructive feedback. All duties and responsibilities listed below are facilitated under close observation through a mentor-trainee relationship.  Internships are unpaid but we can promise a very interesting experience, and advice on how to land a great job!

What we need from you:

·       Work with team members to develop and understand digital marketing strategies that will meet RISE objectives

·       Develop and write marketing content executions to be deployed across partner and client social media channels

·       Analyze reports to create insights that will help drive digital marketing content strategies

·       Create and implement tracking code designed to measure social content executions

·       Help manage email database and improve RISE’s day-to-day contact with constituencies

·       Contribute to work on social media channels

What will help you be successful:

·       At least high school diploma. Preference for those seeking or who have achieved undergraduate degree and for someone who is interested in furthering his or her education and experience in the world of digital marketing.

·       PC proficiency and strong skills in MS Office Suite (Outlook, Word, PPT, Excel) essential

·       Detail oriented with strong attention to follow-through

·      Strong writing skills

·      Communicate effectively in both written and verbal form

·       Ability to manage multiple tasks and meet deadlines

·       Proficient in managing large amounts of data and ability to interpret and extract meaningful insight from data

·       Knowledge in design skills, experience with Adobe Creative Suite (Photoshop, Illustrator, etc.) a plus

·      Great attitude and interpersonal skills, with an interest in working in a start-up environment

·      Interns must be eligible to work in the US (US Citizens, Green Card holders, or with a valid work visa)

Internships are home-based.  

How to Apply:

1.    Submit your CV, a cover letter, and the names and contact information of two references to grace@riseglobaltalent.com  ASAP.

2.    Short listed applicants will be invited to interview and selected applicants will be notified by June 21st.


·       How long is the internship?

o   Internships will be at least 20 hours/week for 8 weeks and can be extended.

·       Will I have to travel to an office?

o   No, you can work from home.

·       Is there a stipend or payment?

o   To start, the internships will be unpaid.

·       Do I need a computer?

o   Yes, interns need to have their own computer.

·       Is the internship for undergraduates or graduate students?

o   We want people who are motivated and the right fit. Preference will be given to applicants who are interested in staying on through the fall (can be at reduced hours).

·       I recently graduated, can I still apply?

o   Yes.

·       I'm still in school and to get credits for my internship I need to meet certain requirements. Can RISE accommodate those requirements?

Probably. Just tell us in your cover letter what you need for your internship to be eligible for credits.

It's all about the boss, baby!

Research has consistently shown that employees leave managers not companies.  Yet when employees search for work they spend a lot more time researching and examining the organization they are interested in joining rather than the manager for whom they might work.  This doesn’t make sense.  If your manager is the main reason that you may not like or even leave your job, then surely they should also be researched too.

How can I possibly do that, you ask.  Well, in this era of social networking, it’s a lot easier than you might think.  Your potential manager will probably have an online profile that you can locate and most likely will have a version of his/her CV posted on LinkedIn.  Of coruse, it’s likely to be the best version of themselves but there are red flags that you can look for.  If this person is endorsed and/or recommended by current and past colleagues, this could be a good sign.  If they have moved jobs a lot, it may not be such a good sign.  Through the intricate web that is now LinkedIn you may also find that someone who has previously worked for this person so you can get direct feedback about them. 

In addition, you may also find more information online related to their activities outside of work.  Is s/he a soccer coach, run for charity, or involved in local neighborhood activities?  Whilst some of these things may not scream good manager or bad manager, it starts to paint a picture of the person who may soon control a lot of your work life.  For those of you who may find this akin to ‘snooping’, remember, this is public information and any good recruiter will also search your online profile in just the same way.

Of course, you also have the opportunity to talk directly with your potential manager.  And, whilst I don’t recommend asking “how would your direct reports rate your management skills?”, there are other questions that can be asked.  Examples include:

·         With such a globally dispersed/diverse/large department, how do you ensure that there is good communication across the team?   Communication methods can vary but what you really want to hear is that there is regular communication.

·         I love the department’s strategy/annual goals, how did you create it?  Hopefully, with a lot of input from team members & buy-in from the rest of the organization.

·         As we’ve previously discussed, I would have some learning needs in this role.  How would the organization support my development?  Hopefully, the manager will want to support your development quickly and perhaps offer some ideas on how this can be achieved.

Meeting for a coffee or lunch can also help you build a sense of the individual’s personality and management style as people are often more relaxed when out of a more formal office environment.  It’s even better if other work colleagues can join you as you can see how they interact with one another.  I also recommend meeting separately with the manager’s other direct reports.  Again, it’s hard to ask them directly about the management skills of their boss but a more indirect approach, addressing team communication and development opportunities, etc., can be just as informative.

So, although it is not easy, it is possible to gain insight into what type of manager you may be working for soon.  They may be the reason you love or hate your next job, so good luck with your manager search!