CBCTC Blog

By Amy Zimmerman, Entrepreneur

For almost 10 years, I’ve been laser-focused on building a culture at Kabbage, a financial technology company, to ensure we’ve got the best possible mix of skills and personalities to build the best possible company. If you’re thinking about how to manage talent in your business, it's important to focus not only on how to hire new team members, but also how to gently transition away anyone who isn't a fit.

By Harling Ross, Man Repeller

Seyi Falade, the executive director at Cornerstone Barricades, a Maintenance of Traffic service provider doesn't have a background in construction at all, her undergraduate degree was in sports management. In 2008, when the recession hit, she got laid off and enrolled in business school. She went in to business with her dad who was a civil engineer for the Florida Department of Transportation for twenty two years.

By George F. Will, Cleveland Plain Dealer

In the 1940s, Steve Shelton's grandfather dressed up — white shirt, tie, fedora — to take the streetcar to the steel mill where he would change into work clothes, and would shower before dressing up to return home. ''There was,'' Shelton says, ''such dignity in the trades back then.''

By Mai Lan Nguyen, HR Technologist

Gender equality in the workplace is a critical topic, and for good reason.

Research clearly shows that companies and employees experience real benefits when they commit to gender equality. These include higher retention rates, more innovation, greater job satisfaction, and above-average profitability, for starters.

By Chiradeep BasuMallick, HR Technologist

Diversity and inclusion (D&I) is now among the top priorities for companies across the world. A Gartner survey of 1700+ senior executives found that it is the no.1 talent management priority for CEOs. And an essential part of diversity in the workplace is cognitive diversity – or diversity in thought, ideas, and problem-solving approaches.

By Kim Slowey, Construction Dive 

By Tory Summey, HR Insights

Today, social media platforms, including Facebook and LinkedIn, allow employers to target their job listings based on various characteristics of the users they wish to reach. As a result, employers can theoretically identify better candidates while expending fewer resources. However, these ad platforms have drawn the ire of certain plaintiffs’ law firms and, more recently, the EEOC. 

AGC 

By Marla Tabaka, Inc.com