These "graduations" are getting out of hand. Over the past few weeks, I've had to rework shifts for dozens of employees because their kids had midday prek, kindergarten, 5th grade, 8th grade, etc., graduations. Are all of these necessary?

I recently submitted a candidate that was qualified for a role. The HM looked at the video and passed on her before I even submitted the info. I asked why she said nothing just move on. The candidate asks why she wasn’t moving forward and feedback listing her qualifications vs the job description. I agree go back because I want to know what I’m missing in efforts to submit proper prospects. I was told we don’t have to give a reason and she didn’t fit the culture but don’t tell her that. 😔

Just received another rejection because my previous salary was “higher than the advertised range.” So let me get this straight: Companies don’t want to pay experienced professionals what they’re worth in this economy, yet when we apply for roles below our previous pay grade to stay employed, our past salary is suddenly used against us. Experience, education, and adaptability should not become barriers to employment. The hiring system truly needs to evolve.

What is your go to ice breaker for meetings? I’ve been given the order to start running Monday morning staff meetings. These will be at 8am, so I need creative ways to get everyone pumped.

Hello — looking for guidance on a workplace issue. We hired a manager’s son because he was highly qualified and has done a great job. Recently, two employees raised concerns about perceived favoritism. In reality, he’s often taken on difficult tasks others declined, but we can’t share those details. The perception is now affecting morale and team dynamics. Global HR said upper management should handle instead of HR. Seems not right. Any advice on managing the perception and team dynamics?