HR Made EZ

08/20/2026

I recently did an interview about Diabetes Stigma in the Workplace. Check it out here! Feel free to share with friends, employers and HR Teams!

🎙️ Diabetes doesn't stop when the workday begins, and for many peop...

08/06/2026

The Interview Goes Both Ways

As an HR Consultant that recruits, we spend a lot of time helping employers evaluate candidates. But candidates should be evaluating employers just as carefully.

Recently, I placed two candidates with the same organization. Both accepted offers, started their new roles, and ultimately resigned. Their feedback was similar: the leadership style and workplace environment were very different from what they expected. Perhaps I had blinders on about the employer?

Whether you are actively looking for work or considering an offer, due diligence matters.

Before accepting a position:
✅ Research the company and its leadership team
✅ Read employee reviews with an open mind
✅ Leverage your network for insights
✅ Ask questions about culture, communication, and management style
✅ Pay attention to your instincts during the interview process

A job offer is more than a paycheck. It's a commitment of your time, energy, and career.

Remember: accepting a job isn't just about being chosen. It's about deciding whether the organization is the right fit for you.

What do you do to evaluate an employer before accepting an offer?

07/29/2026

Are Employers Ever Allowed to "Push" Someone to Quit?

In Ontario, employers sometimes make a critical mistake: instead of addressing performance issues, restructuring properly, or terminating employment when necessary, they attempt to create conditions that encourage an employee to resign.

This can expose an organization to claims of constructive dismissal.

Constructive dismissal may occur when an employer makes significant changes to a fundamental term of employment without the employee's agreement, such as:

✅ Substantial pay reductions
✅ Demotions or removal of key responsibilities
✅ Significant reductions in hours
✅ Forced relocations
✅ Unpaid leaves
✅ A toxic or poisoned work environment
✅ Ongoing pressure to resign

Many leaders assume that if an employee resigns, the organization has avoided the risks associated with termination. In reality, the law may view that resignation as a termination initiated by the employer.

For HR professionals and people leaders, the lesson is simple:
Manage performance fairly.
Communicate transparently.
Document appropriately.
Treat employees with dignity and respect.

Trying to make someone's work life difficult enough that they quit is not a people strategy—it's a legal and organizational risk.

Strong workplaces don't push people out. They address challenges directly, ethically, and professionally.

What are your thoughts? Have you seen organizations successfully navigate difficult employment situations through transparency rather than avoidance?

06/03/2026

Reach out if you need assistance with valuation of your team!

05/30/2026

Our new research identified the leadership skills that L&D buyers are prioritizing to navigate complexity and systemic disruption.

05/15/2026

The Art of Recruitment: When to DIY vs. Bring in the Experts

Recruitment isn’t just a process—it’s an art. It’s about balancing speed, strategy, culture, and long-term impact. And one of the biggest decisions leaders face is this: Do we hire internally, or bring in outside help?

Here’s a simple way to think about it 👇
🔹 Do it yourself when:
You’re hiring for roles you recruit often and know well
You have the time and systems to manage the process effectively
Culture fit is critical and you want direct control over the candidate experience
Your internal team already has strong recruiting expertise
In these cases, keeping it in-house can save cost and strengthen your employer brand.

🔹 Bring in outside help when:
The role is highly specialized or hard-to-fill
You need to hire quickly and don’t have internal bandwidth
You’re entering new markets or scaling rapidly
You want access to passive talent or broader networks

A good recruitment partner doesn’t just fill roles—they expand your reach and perspective.

💡 The real art? Knowing when to shift between the two.

The most successful organizations don’t choose one approach—they build a flexible strategy that evolves with their needs.

At the end of the day, recruitment isn’t about filling seats. It’s about building teams that drive people, profit, and purpose.

05/11/2026

Are you having turnover? Have you looked at why? The majority of time it is the leadership or culture, not the job! Turnover can be expensive!

04/17/2026

This happens so often. The issue is usually the lack of self awareness that the manager has related to people management .