A big mistake I see employers make is assuming that every employee complaint requires a formal workplace investigation. It doesn't. Sometimes, a simple conversation, a coaching session, or manager intervention is all that's needed. Other times, an investigation isn't just the right thing to do, it's a legal obligation. The challenge is knowing the difference. HR professionals are trained to look beyond the complaint itself and ask a few important questions before decidi

I graduated in 1994. You won't find that on my résumé. And after reading this, you'll understand exactly why, and why it matters for your hiring process. More than one in four Canadian workers are deliberately scrubbing their résumés. Trimming job titles, dropping early roles, leaving off graduation years - not because that experience doesn't matter, but because they're afraid it'll work against them. This is what we now call "botoxing" your résumé. Over 1,000 Canadian adu

Here’s a topic that in my opinion doesn't get enough airtime in business conversations: Online misconduct The reality is that work doesn't just happen in an office anymore. It happens on Slack, in Zoom calls, on Teams, over DMs, in shared drives, and yes, believe it or not, on personal social media accounts at midnight. And the rules? Well, they still apply. Online misconduct carries the same weight as in-person misconduct. This is the part that surprises A LOT of mana