Straight from the Horse’s Mouth: Grapevine Recruiting’s Own Generation Z Summer Intern Weighs in On What the Next Generation of Sales Pros are Seeking in Career Opportunities

By Ben McBeain

 

There is still a lot written about what millennials want and need in terms of career opportunities, and with good reason.  Larger even than the baby boomer generation, the millennial generation is massive.  However, it seems that most people still think that millennials are the youngest generation at work.  That’s not the case.  The oldest millennials are now in their mid-30’s.  By contrast, those of us who claim “Generation Z” status were born between the mid 1990’s and the early 2000’s, so we’re entering our 20’s.   With almost 73 million of us, we’re about to enter the work force, in force.

So, what do Generation Z employees want in a job?  Amongst my peers (graduation date May 2018), we are pretty likeminded on at least four main things, that we are looking for in our careers. Here’s a look at what matters most to Generation Z as we gear up to launch our careers.

*Opportunity to Advance

This may not be unique to Generation Z employees, as it is odd to think anyone would want a job with no opportunity for growth, but it is our priority.  We don’t expect to land our dream job right out of college, but we do want positions where there is a path to grow, advance, and develop as employees. We’re competitive and entrepreneurial, and we want our efforts to be rewarded.

*Welcoming Work Environment

We want an open door, low power-distance, and a friendly work environment where we feel comfortable talking to and going to our superiors for help. We want to be included, and feel like we’re a part of the team.  We want meaningful tasks, and we’re willing to work hard even if that means long hours.  We don’t expect to enter the work force, and coast.  We know that we’re going to have to be flexible with schedules, and that may include extra hours— particularly in the first few years of employment.  But we don’t want to do that in a totally authoritarian, environment.

*Salary

We grew up in the Great Recession, and money matters to us.  We don’t expect to get something for nothing, and we know that we will have to work to advance, and to increase our earnings, but our starting salary does matter.  Keep in mind that college tuition was high for us, and we’re coming out of school with a lot of student loans, that we have to start paying back immediately.   Without a decent salary, we’re in trouble.  Earnings and earning potential matter to us.

*Interaction with Others

Yes, we’re a tech savvy generation. We will bring those skills to our employers.   We don’t know life without smart phones.  But as the result, we’re not as obsessed with our screens as the previous generation.  We’ve also learned from those who came before us, that there is too much of a good thing when it comes to social media and the like.  We don’t broadcast every aspect of our lives, in part because we know that digital footprints will follow us forever.  We’re also a very socially conscious generation, so we want face-to-face interaction and engagement, and we love to create actual communities of change.

As Generation Z gears up for fulltime employment, we’re bringing a lot to the table for employers.  We’re inquisitive, intentional, and driven to succeed.  We are eager for mentorship, and want to succeed as much as you want us to succeed.  From where I’m standing, that looks like a great recipe for success for employers and their employees.

Ben McBeain is a summer intern at Grapevine Targeting Sales Recruiting.  He is currently pursuing a business degree at St. John’s University and will be graduating in May 2018.  Born in 1996, Ben will be amongst the first Generation Z’er’s to graduate from college.

 

Contact Ben at Ben@grapevinerecruiting.com or 952.856.2371

 

 

The Clock Is Ticking: To Meet Sales Goals in 2017, Sales Hiring Must Be A Priority NOW

Photo by www.bigstock.com

Photo by bigstock.com

January 2017 may sound like the distant future, but in reality it is officially less than 12 weeks away. Considering that the holidays take up the last two weeks in December, hiring managers have even less time to ensure a strong sales team is in place in order to hit 2017 sales goals.

To put it another way, hiring managers simply don’t have any time to waste when it comes to preparing for sales success in 2017. The clock is literally ticking.

Here are three reasons hiring managers need to focus on recruiting top sales professionals now in order to make 2017 the best sales year yet.

 

  1. Recruiting, interviewing, background checks, presenting offers to top sales managers or sales reps, along with allowing time for them to provide a 2-week notice can take up to 10-12 weeks.
  2. The closer to the holidays we get (taking into account Thanksgiving as well), the busier potential sales candidates (and hiring managers) will become. That equates to fewer opportunities for interviews, shadow-days, or sales rep ride-alongs.
  3. Many businesses prefer not to offer start dates after the first or second week of December, simply because of office closures/time off for the holidays. This year Christmas and New Year’s do happen to fall on the weekend. However, Hanukkah spans the entire week from December 24, 2016 through January 1, 2017. Therefore, it makes sense that in order to have new sales professionals hit the ground running come January, they will need to start early in November or early December.

In order to meet your sales goals in 2017, hiring managers can’t afford to be underprepared come January. It’s much easier to stay on target with your goals by starting out strong from the get-go, than it is to try to catch up later.

At Grapevine Targeted Sales Recruiting, we understand how crucial it is to have the best sales managers and sales reps on your team in order to reach your monthly, quarterly and annual sales goals. We are here for you today, to help you find and attract top sales professionals now, so that your sales soar in the future.

Andy Wright is the owner and an active recruiter at Grapevine – Targeted Sales Recruiting. Andy began his recruiting career in 2003, and has a proven track record of helping companies both large and small increase sales team retention and productivity through recruiting top talent. Prior to launching Grapevine in December of 2011, Andy held key leadership positions for two Twin Cities-based recruiting firms, training and managing teams of recruiters while developing new business and managing national account relationships. Visit www.grapevinerecruiting.com, call 952.856.2371 or email info@grapevinerecruiting.com.

Treasure Trove: Benefits of Using Technology to Attract Talented Job Candidates, or Track Down the Best Company to Work For

By Adam Vortherms

Technology plays a vital role in virtually everything in today’s world.  As such, when utilizing technology properly (meaning as part of your recruiting or job seeking strategy, but not as your entire strategy) the benefits to both hiring managers and talents sales professionals are numerous.  Here’s a look at three of the greatest benefits hiring managers and sales superstars alike can capitalize on, through using technology to fill sales positions, or to find a new sales job.

Online Applications

Companies who are looking to attract top sales reps or sales managers need to have an online presence which welcomes top sellers at any time.  The best way for any company to do this is by having a “careers” page or tab on their website, which “sells” the company to top sales talent, by providing an overview of company culture, benefits, etc.

In addition, this page should make it easy for potential candidates to directly contact the hiring manager, and/or provide an opportunity to apply online for a position.   Given the convenience this provides to job seekers, it is not surprising that companies that provide career information on their website, typically find themselves with a larger pool of potential hires than those who do not.

Truly savvy companies are beginning to include a video link in their online applications, whereby potential candidates are asked sample interview questions, and asked to record short answers to include along with their resume or CV.  The objective in requesting these types of short video interviews along with resumes is to familiarize hiring managers with not only names, but faces of those seeking a position. The benefit to candidates in this situation is clear as they have the opportunity to showcase their knowledge, strengths, and skills applicable to the position.

Social Media

More and more, sophisticated sales companies and their respective hiring managers are interested in potential candidates’ social media pages.  The reason is simple. Social media pages may not tell the whole story of who someone is, but they can shed good insight into who a specific candidate is, beyond their resume or CV.

For example, candidates who have lengthy career histories included on social media pages, or who maintain professional online personas, are liable to get stronger consideration for an interview, than those who have nothing about their career, or worse who have provocative, discriminatory, or otherwise unflattering content on their social media pages.

Similarly, the social media pages of a sales company can provide a bit of a glimpse into how that specific company is regarded by others.  Savvy sales job seekers will always look to read reviews, check to see how popular a company’s pages are, and often read comments about a company before deciding to submit a resume or CV. Sales job seekers are also likely to visit sites where they can read reviews from employees, such as those available at Yelp!, Glassdoor.com, and the Better Business Bureau.

Video Interviews

Preliminary video interviews make sense for hiring managers considering candidates outside their local region for a couple of reasons.  First, by offering video interviews, you’re liable to be able to schedule your interviews with top talent outside of your immediate area much faster than you would if you were to rely on in-person interviews exclusively. That’s because the talented sales professionals you’re looking to attract are likely to be busy people, which can result in delays in interviewing.  By offering video interviews to candidates you’re actively seeking to attract, you provide greater flexibility for these in-demand sales candidates.

The second reason smart sales companies are utilizing preliminary video interviews to attract top talent is precisely because they do allow for access to a much larger pool of candidates.  Rather than only appealing to candidates who can easily make the drive to your office, or chosen interview venue, by offering to conduct video interviews, hiring managers immediately have access to far more potential hires.

Video interviews benefit sales job seekers as well.  The opportunity to be interviewed from your home will save you time in traveling to interviews, and money spent traveling to interviews. If you’re offered an opportunity to partake in a video interview, it is always smart to say yes.

It’s important to note, that although technology is indeed helpful to both hiring managers and sales candidates alike, that doesn’t mean that the company or candidate should rely exclusively on technology to ensure they’ve found the best candidate or the best company to join.  Hiring managers still need to perform background checks and reference checks, and should always bring clients into the office before extending an offer, to ensure that the sales candidate meshes well with other members of the team.  Sales candidates also need to insist on visiting the office in person, to get a true sense of the company culture, and to meet those you’ll be working alongside.

In order to make the most of your recruiting or job seeking strategy, it’s smart to engage the services of a highly regarded sales recruiting company.  Grapevine Targeting Sales Recruiting specializes in finding the most experienced and successful sales professionals and is committed to delivering high performance, top quality sales reps and sales managers.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com,  call 952.856.2371 or email adam@grapevinerecruiting.com.

5 Things All Hiring Managers Should Look for on All Sales Rep Resumes

Close-up Photo Of A Businesswoman Holding Resume

By: Adam Vortherms

In this ever competitive sales climate, it is increasingly difficult to find sales professionals who are the right fit for the position, adept, knowledgeable, and

have a proven track record of success in sales. That is, finding someone who will actually take your business to the next level, can prove quite challenging.

Unfortunately, even a large pool of recruits doesn’t necessarily mean that the pool is full of qualified prospects, who have the experience, skills, and successful sales record your company needs. Consequently, hiring managers often find themselvesoverwhelmed with decisions to be made, and certainly don’t have time to spend going through every single resume. After all, when it comes to sales, efficiency can make or break your bottom line. So what tactics can a hiring manager employ to weed through resumes in search of the proverbial needle in the haystack? Obviously, employing the help of a highly reputable sales recruiting company will thin the herd. But hiring managers can also check for five specific items on a resume to quickly determine if a potential sales professional candidate deserves a second glance.

1. Intro That Excites: When considering a resume ask yourself, “Does this prospective candidate stand out from other applicants? How well have they showcased their talents and strengths?” If a sales professional cannot grab your attention in the first few lines of their resume, then they probably are not going to be able to grab the attention of a client or customer either. Favorable first impressions are invaluable in the sales industry, thus your ideal candidate’s resume should reflect they are unique, confident, and experienced. In other words, they make a good first impression before you even meet with them.

2. Statistics That Speak Volumes: Most resumes you will come across include all the basic skills required. For a sales professional to stand out they ought to exceed basic skills qualifications and show initiative. This means that they should include who they sold for, who they sold to, what they sold, their sales goals, sales goals exceeded, and any sales records. That is, their resume should explicitly state their own sales successes via statistics.

3. Industry Insight: Take note of the language used by a prospective sales representative in their resume. An experienced applicant will use words specific to your industry that will signal to an employer they know what they are talking about. A qualified candidate with industry know-how will write with a sophistication and proficiency that speaks to their expertise in their field. Look for keywords and particular language that indicates a prospective candidate not only understands but has experience within the industry.

4. Specifics That Show They Are Serious: An experienced and successful sales rep will cater their resume specifically to the position you need filled. Any seasoned sales professional who is serious about joining your team will have done their research about the position in your company. When considering applicants, look to see that a candidate’s resume is custom tailored to your business and the sales position they are seeking.

5. Conveys The Kind of Company They Keep: Hiring managers care about their business’ reputation. When vetting potential qualified sales representatives, experience and reputation are everything. Sales stars with excellent track records also tend to have reputations that precede them, because they have worked for some pretty impressive companies. When hiring managers are seeking qualified candidates, they should pay attention to those who have experience, and a history of success with reputable business.

While these tips should increase efficiency for a hiring manager looking to bring on a top new sales rep; ultimately companies and hiring managers who insist on employing only the best and most qualified professionals need a better tool for finding those recruits. Grapevine Targeting Sales Recruiting specializes in finding the most experienced and successful sales professionals and is committed to delivering high performance, top quality sales reps and sales managers. If you’re looking to recruit outstanding sales performers to join your team in 2016, give us a call. Grapevine Targeted Sales Recruiting has helped countless companies take their business to the next level by providing a painstakingly selective recruitment process to ensure that an outstanding sales professional is available to you for hiring.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email adam@grapevinerecruiting.com.

5 Ways to Attract and Manage Millennial Sales Representatives

By: Adam Vortherms

In the globalized, increasingly complex world of today, talented professionals are more important and less prevalent than they once were. According to a report at Forbes.com, the issue of talent availability in the workforce has even become an executive concern. Many companies with a goal of sales recruiting have attempted to rectify this imbalance by courting millennial workers—those ages 18-33, who are educated, feedback-oriented, and socially engaged.

It is no coincidence that some of the leading tech companies are fronted and staffed by millennial workers, definitively upending the notion that millennials are unwilling to professionally engage. It only stands to reason that since millennials will eventually lead the future professional world, the time is now to engage, hire, and successfully understand how to manage millennials as future top sales representatives and sales managers.

Below you’ll find some tips and tricks to attract millennials sales representatives for your business, as well as a few additional techniques to manage a millennial team member:

  1. Foster Ambition: Provide the Potential for Growth

Fair compensation and the opportunity to grow within a company are mainstays on a millennial’s must-have list when looking for work as sales representatives. In a recent report, 44% of millennials polled said that competitive wages were a motivating factor in choosing employment, while 52% of millennials polled reported that growth opportunities were paramount.

  1. Be Straightforward and Transparent

Because millennials grew up amidst the technological revolution, most have a certain expectation of transparency—a reason why many millennials put their dollar towards ethically minded businesses. Fostering an open atmosphere, being communicative about big decisions, and building a business culture of trust are excellent ways to attract millennial sales reps, and keep them around for the long haul.

  1. Ditch Traditional Hierarchies

Just as millennials prefer companies lean towards transparency, they also prefer to work for businesses that value individuals’ voices and insights. Promoting due to longevity rather than performance is a surefire way to lose a millennial worker’s trust and jeopardize his or her morale. The old standby of waiting 3 to 5 years to be promoted won’t fly with the millennial generation, who would rather put their ambition to work and reap the proportional result. 

  1. Feedback in All Its Forms

Millennials have a reputation for asking a lot of questions, but a staple of the younger generation is their thirst for feedback and clarity. An excellent way to provide feedback and nurture professional growth from within is to consider mentorship as a business tool. Mentoring and reverse mentoring—where the young mentee also provides valuable insights to the older mentor—can improve the weak areas of both parties, providing value and developing talent within your business.

  1. Get Connected

Millennial workers highly value a personal connection with the brands they want to associate themselves with. The same is true for the place they choose to work. Millennials are more than happy to share positive news and stories about their workplace through social media, an indispensable way to gain traction online, as well as with likeminded and talented young professionals. Defining and championing a company-wide message or mission is a great way to personally engage with potential millennial sales reps.

There is a wealth of potential within the millennial generation. Raised in an era of groundbreaking ideas and digital expansion, millennial sales representatives can provide an untapped well of talent that can drive your sales numbers up and boost your business for the long term.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email adam@grapevinerecruiting.com.

 

 

 

6 Red Flags that Hiring Managers Can’t Afford to Ignore While Interviewing Sales Reps and Sales Managers

red flagThe interview process provides a one-of-a-kind window into a potential sales rep’s capabilities and personality. To a hiring manager, the interview process can also serve as an opportunity to detect any inconsistencies or mismatches in a potential sales candidate. After all, even when working with a top sales recruiting company, at the end of the day, the decision to hire a sales manager or top sales professional will be up to the hiring manager.

When it comes time to sit down for an interview with a potential employee, hiring managers can’t afford to ignore any of the following six red flags.

  1. A Lack of Timeliness

Life is unpredictable, and sometimes matters of promptness are out of an individual’s control. But, when it comes to tardiness before an interview, it can make all the difference in the world if the candidate who is running late calls ahead to warn of his or her time delay. A candidate that truly thinks ahead would factor in a cushion of time for getting lost, unexpected traffic, and the like, but at the very least a call ahead shows consideration, and respect for your time. Furthermore, if they are late to meet with you, who is to say they won’t be late to meet with potential customers?

  1. Arriving Unprepared

A talented sales candidate should know as much as possible about your company, both from working with a reputable sales recruiting company, and through additional research they have conducted about your company. Since a frequent interview question posed to candidates is, “How much do you know about our company?” A candidate may not know everything there is to know—that’s partly what interviews are for, after all—but showing initiative, and a genuine interest in what you and your company stand for, by conducting their own thorough research is a sign of a candidate’s ability to be proactive. When it comes to sales positions, candidates who are not proactive are not likely to be successful.

  1. The Candidate Has No Questions About the Sales Position

A good hiring manager tries to offer a comprehensive take on what his or her company does, but that doesn’t mean a sales representative or sales manager candidate shouldn’t have their own questions to ask. Top sales reps and managers will almost assuredly have questions they expect you, as the hiring manager to answer. When a candidate poses thoughtful questions during the interview process, it not only indicates their serious interest in the position, and the work your company does, it is also indicative that they have an inquisitive and industrious mind.

  1. Poor Self Presentation and Communication

For many job candidates, interviews can seem like a daunting process, so it’s normal to be nervous. However, this shouldn’t be the case for a potential sales rep or sales manager. After all, if they can’t sell themselves, how can they sell your products or services? A talented sales professional will be dressed sharply, prepared, and enthused about the work your company does. Thus they should have confidence shining through. Sales reps and sales managers should also be able to communicate clearly, calmly, and with confidence in their capabilities, and their ability to succeed in the sales position they are pursuing.

  1. The Candidate Provides No Concrete Details

Take heed to look for concrete examples that clearly and concisely serve as proof of a sales candidate’s experience and successes. If a sales rep led a campaign at his/her previous employment, what were the specific figures? How many people did the sales manager oversee? How much revenue was generated? How many accounts has he/she brought in? A track record of success should be rooted in specific details, not nebulous figures.

  1. The Candidate Failed to Close

Everyone knows that first impressions are important, but the final impression that a sales candidate leaves can be just as telling. This is especially true when it comes to sales reps, as being a successful closer is vital to generating sales for your company. Does the candidate ask for the business cards of all those present for the interview? Does he/she address any concerns or remaining questions that a hiring manager might have? Does the candidate finish with a strong handshake and assurance to follow-up? If a potential sales rep or sales manager can’t close you, they’re not going to close sales for your company either.

Even if a candidate has come highly recommended and vetted by an experienced, reputable sales recruiting company, the hiring manager will ultimately be responsible for deciding on whether or not a potential sales rep or sales manager will help to meet the goals of the company. Keeping an eye out for the above red flags can make a hiring manager’s job far easier, as the strongest sales candidate for the position will stand apart from the pack.

Andy Wright is the owner and an active recruiter at Grapevine – Targeted Sales Recruiting. Andy began his recruiting career in 2003, and has a proven track record of helping companies both large and small increase sales team retention and productivity through recruiting top talent.  Prior to launching Grapevine in December of 2011, Andy held key leadership positions for two Twin Cities-based search firms, training and managing teams of recruiters while developing new business and managing national account relationships. Visit www.grapevinerecruiting.com, call 952.856.2371 or emailinfo@grapevinerecruiting.com.

The Essentials of a Healthy Employer-Employee Relationship

By Adele Halsall

It’s no secret that when a new employee comes on board, the employer who hired them is effectively beginning a new relationship.

It is the same relationship that he or she shares with every single one of their employees, and it is this relationship that will determine the success and impact of that employee’s time at the company.

An employer’s relationship with their employees has to be nurtured and taken care of in order to be beneficial for both individuals; their co-workers, and the company as a whole. It has long been noted that strong employer-employee relationships often lead to greater employee happiness and significantly improved productivity.

Many typical employer-employee relationships will vary on the scale of closeness and familiarity, but it is essential that all employer-employee relationships involve at least these five major characteristics.

1. Mutual respect

It’s perfectly fine to instigate a closer relationship with your employees to the point of socializing with them outside of work. (This is particularly common in smaller businesses and start-ups).

But even in a relaxed workplace, it is crucial to retain the traditional hierarchal structure and encourage awareness of this in your employees. As a leader, you need to be ready to give your team honest and frank feedback, whether this is  about projects, employee appraisals, or constructive criticism.

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Here’s How You Need to Upgrade Your Behavioral Interviews

By Steve Squier

You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.

A Google search for “behavioral interviewing” yields 6.4 million results. Candidates research and rehearse for the most common questions and may even be able to drill down to the specific questions your hiring managers ask via “reviews” from recent candidates on social sites.

Time for Behavioral Interviewing 2.0

You’re limited as to what you can learn about a candidate if they are merely reciting a rehearsed story. Past performance is still critical information to know. But past performance isn’t the be-all, end-all to the uncertain challenges of the future. The challenges we faced five years ago are not the challenges we face today and they won’t be the challenges of tomorrow. Success yesterday does not equate to success tomorrow. Given this, what we really need to learn from past performance is not actually what the candidate did, but why and the way that they did it. This information is useful, but it still doesn’t tell you how the person will address a new challenge. And today, more than ever, a candidate’s ability to innovate is critical to tomorrow’s success.

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The Unintended Consequences When Workers Bring Their Devices to Work

By Paul Starkman

At the top of the list of risks guaranteed to give HR a headache this year is employee use of personal technology for work.

It was only a few short years ago that employers began to embrace the bring-your-own-device (BYOD) trend, allowing employees to use their personal phones, tablets and laptops for work.

Today, bring-your-own-device into the workplace is a given, with nearly two-thirds of technology-dependent Millennials using a personal device at work.

BYOD policies growing rapidly

As the mobile workforce grows, more and more corporate IT departments are officially acknowledging that people prefer to use one device for personal and professional use.

According to Gartner, the information technology research firm, by 2017 half of all companies will expect employees to use their personal devices for work.

A mobile workforce increases security risks, challenging IT departments to develop solutions that aren’t heavy-handed. Employees understandably bristle over procedures and policies that appear to threaten their privacy or limit how they can use their smart phones and tablets to get work done.

HR can play a front-and-center role in managing the unintended consequences of tension and mistrust by working with IT to create policies that balance the corporation’s security needs with the employees confidentiality and privacy requirements.

5 areas you should focus on

In 2014, set your policies and design your security architecture around these broad areas:

  1. Update your mobile device policies to engage employees in shared responsibility for protecting corporate data. In the past, mobile device security policies generally were limited to employees who accessed corporate networks through devices that were company-owned. In 2014, review, update and extend those policies to include employee-owned hardware and software usage. Regardless of who owns the device, an effective policy includes a user agreement that clearly defines employee eligibility, usage, approved devices and platforms.

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6 Tips for Employers When Facing Requests For Religious Exemptions

by Chasity C. Bruno

In recent years, the number of complaints filed with the Equal Employment Opportunity Commission regarding religious discrimination has dramatically increased.

According to the EEOC, there were 1,709 complaints of religious discrimination in 1997 and 3,721 complaints in 2013.

Employers with 15 or more employees need to be cognizant that Title VII of the Civil Rights Act of 1964 protects employees’ and job applicants’ rights to observe their religion through dress and grooming.

Title VII prohibits employers with at least 15 employees (including private sector, state, and local government employers), as well as employment agencies, unions, and federal government agencies, from discriminating in employment based on race, color, religion, sex, or national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an EEOC investigation.

Prohibitions when it comes to religion

With respect to religion, Title VII prohibits among other things:

  • Disparate treatment based on religion in recruitment, hiring, promotion, benefits, training, job duties, termination, or any other aspect of employment (except that “religious organizations” as defined under Title VII are permitted to prefer members of their own religion in deciding whom to employ);
  • Denial of reasonable accommodation for sincerely held religious practices, unless the accommodation would cause an undue hardship for the employer;
  • Workplace or job segregation based on religion;
  • Workplace harassment based on religion;
  • Retaliation for requesting an accommodation (whether or not granted), for filing a discrimination charge with the EEOC, for testifying, assisting, or participating in any manner in an EEOC investigation or EEOC proceeding, or for opposing discrimination.

It is evident that our country’s workforce has become more diverse. With that being said, it is imperative that employers provide their managers and supervisors with appropriate training in regard to exceptions to their company’s normal rules on dress and grooming in the workplace.

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