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How to Sabotage Your Succession Plan

Insperity

Thinking your company is immune to drastic staffing changes means stalling at the starting line, and lagging behind can be disastrous. In addition, defining high-quality and high-potential individuals creates a benchmark you can use to identify possible successors. Without solid data, you’re basing decisions on faulty things like gut feelings, seniority and favoritism.

Tapping the top 3 sources of high-quality candidates

HR Times

Aberdeen Group, 2013, [link]. 3 Bersin by Deloitte Talent Acquisition Benchmarking Data, 2014. 6 Katherine Jones, Ph.D., & Kim Lamoureux, Creating an Employee Referral Program: Guideline for Getting Started , Bersin by Deloitte, December 2013.

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Tapping the top 3 sources of high-quality candidates

HR Times

Aberdeen Group, 2013, [link]. 3 Bersin by Deloitte Talent Acquisition Benchmarking Data, 2014. 6 Katherine Jones, Ph.D., & Kim Lamoureux, Creating an Employee Referral Program: Guideline for Getting Started , Bersin by Deloitte, December 2013.

RPO in Europe a “Very Big Deal”

Cielo HR Leader

According to Staffing Industry Analysts (SIA) , 75% of large businesses across Europe either “have RPO arrangements in place today or are likely to ‘seriously explore’” investing in RPO over the next 2-3 years. . billion) in revenue in 2013.

Great company cultures – Not just for big companies like Google

NCHRA

Many actions were put in place in 2012 and 2013 so that we could continue to make greater improvements in our culture. In 2013 we were awarded the Top Place to Work For in the Bay Area (Silicon Valley) by placing 14 th in the mid sized companies. The place to start is with a benchmark.

#Employee Feedback Is The Killer App #HR

TalentHQ

Gallup tells us that only about 1/3 of employees are actively engaged, Glassdoor data shows an average engagement of a C+ (3.1 I’ve analyzed data from Glassdoor , a website which lets employees rate their employers, and you can see the distribution below.

Glint 84