2012 Global HR Interview Software 
Strategic HCM
MAY 20, 2012
Gamification - thats the name of the game HR. Sunday, 20 May 2012. Interviewing Ryan Blair at the Economist’s Talent Management Summit. from Brave New Talent , who as CEO of the social recruiting platform, Brave New Talent, certainly fits the bill. ▼ 2012. HR Performance 2012. Global HR.
Strategic HCM
DECEMBER 10, 2012
Gamification - thats the name of the game HR. Monday, 10 December 2012. In the meantime, resources of HR departments are drained, and further complicate the task of finding, identifying and recruiting highly qualified candidates. Applicant Tracking System. Social Recruiting Tools. Industry Research Tool.
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Strategic HCM
MAY 3, 2012
Thursday, 3 May 2012. Right, to finish this little mini-series of posts on talent management, here is further advance warning of the Economist’s 2012 Talent Management Summit, www.thetalentmanagementsummit.com. ▼ 2012. HR Performance 2012. Middle East HR Summit. 1 year ago.
Fond
NOVEMBER 14, 2019
Christina is a strategic HR leader with over 20 years of experience advancing talent goals at high-performing technology companies. At LinkedIn, she empowers people to do their life’s best work and manages a global team of over 600 employees. How did you first get into the HR space? I first moved into HR at Intuit!
Strategic HCM
NOVEMBER 1, 2012
Gamification - thats the name of the game HR. Thursday, 1 November 2012. Being a business person first, HR person second, and other nonsense. You see it all the time these days - that proud assertion from leading HR professionals that theyre business people who just happen to work in HR. Labels: HR role.
Strategic HCM
APRIL 17, 2012
Gamification - thats the name of the game HR. Tuesday, 17 April 2012. BersinIMPACT: Agile HR. And to make matters worse, HR teams are not always aware of modern solutions. I particularly liked the example of a group selection process from Walmart Canada in which 9 managers interview 18 associates in one 1.5
Strategic HCM
MARCH 26, 2013
I think there’s a good few reasons for this, including that: Recruiting is fairly process oriented, with an extensive adoption of traditional technology use. It is often one of the least well executed areas of HR (see my post on the candidate experience) so has the most potential for improvement. This post is sponsored by iCIMS.
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