Sat.Dec 06, 2014 - Fri.Dec 12, 2014

How to Identify Bottlenecks in Your Recruitment Process

HR Bartender

(Editor’s Note: Today’s post is brought to you by our friends at iCIMS , a leading provider of Software-as-a-Service (SaaS) talent acquisition solutions for growing businesses. NJBIZ recently ranked iCIMS 18 th on the list of New Jersey’s Fast Growing Companies. Congrats to them! Enjoy the post.).

The Most Common “I Quit” Motivators & What You Can Do About Them

ClearCompany HRM

There are many different types of turnover; some are welcome, and some aren’t. When a consistently poor performer with a bad attitude is replaced with an employee who excels, that’s the kind of turnover you want to see. However, that’s not always what happens.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Weekly Must Reads: What’s Your State’s Most Distinctive Job?

Cornerstone On Demand

The top stories HR pros need to know this week. Florida is loaded with motorboat operators, and Kansas is chockfull of. Home Ec teachers? Vox Media analyzed Labor Department Statistics to uncover the most disproportionately popular jobs in each state. Read more at Vox. Recession’s Over.

Leadership and Being a Role Model – 20 Ideas

The People Equation

At one time or another, we’re all in a position to lead. We’re parents, teachers, coaches, managers and committee leaders. As such, we know that setting a good example is an important part of leadership. But it’s not always easy.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Employees Need to Own Their Success

HR Bartender

During the HR Technology Conference , I was chatting with someone about job titles. She had heard the most interesting title – Vice President of Employee Success. It didn’t sit well with me then and the more I think about it…it still doesn’t.

More Trending

How Healthcare Organizations Can Build Stronger Leadership From Within

Cornerstone On Demand

In healthcare there has always been an attitude that the need for a nurse or a doctor is steadfast, no matter what happens to our economic climate. While that may be true, it doesn't mean healthcare workers will always remain in one place.

Can I (and Should I) Fire An Employee for Social Media Content?

UpstartHR

There is a phenomenon that doesn’t get talked about much publicly, but it’s something that in-the-trenches HR folks deal with fairly regularly. While we want to “rise up” and think about big picture, have a strategic viewpoint, and assume the best , there are always going to be friction points that hold us back.

In Defense of Business Buzzwords

HR Bartender

I saw this post recently on Jennifer McClure’s Unbridled Talent blog and I can’t resist commenting. I was going to reach out to her directly, but decided I’d like to pick your brain on the subject of buzzwords or buzzphrases. I totally understand where Jennifer is coming from in her post.

6 Reasons You Need to Step Away from the Email

ClearCompany HRM

While email has become a staple of workplace communications, I think we can all agree there are some flaws in this system.

System 266

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

3D Living: How to Inspire Better Employee Performance

Cornerstone On Demand

We want our employees to excel at what they do. Let’s presume for this moment that you have hired your employees wisely — they have the skills, experience and behaviors necessary to perform the required tasks. You know the employee is capable.

How To 343

Trust in Leadership Affects Employee Retention #EWS2014

The People Equation

I’m a sponsored blog partner with Spherion (a staffing and recruiting organization) and am participating in the release of findings from Spherion’s 2014 Emerging Workforce Study. All opinions are mine. This is the final in a series on Spherion’s research project, the Emerging Workforce Study 2014.

The Ultimate Holiday Party Flow Chart

UpstartHR

I don’t know about you, but I have seen, read, and heard more about holiday parties this year than ever before. Honestly it’s more exhausting reading this stuff than actually planning, hosting, and cleaning up after one of the things. Should we have one? Should we not?

ATS 180

Surprise Someone with Gratitude This Holiday Season

RecognizeThis!

by Traci Pesch. Recognize This! Expressing gratitude and appreciation for others is a powerful way to show how much we care. You’re running late to work. Maybe you’re going a tad bit too fast. You look up and…oh, no…you see the flashing lights in your rear-view mirror.

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

Q&A with Jacob Morgan: A Future Without Email?

Cornerstone On Demand

There was a time when email was a new technology that promised to make workplace communication easier, faster, and more efficient. That time was the 1980's.

Tools 326

Why Should You Want to Work There?

All Things Workplace

'An international survey of more than 500 HR executives by global talent management firm Bernard Hodes (now part of Findly ) has found that the quality or reputation of products and services, the corporate culture and the work environment are a business''s most important attributes when it comes to bringing talent on board. Ethical reputation also scored highly. But benefits and compensation were, perhaps surprisingly, toward the bottom of the list. What does it tell us? That job seekers have a keen idea about the kind of atmosphere in which they want to spend their work life and are savvy and discerning in their search. Discerning to the point that companies are getting professional help to create a "brand" for recruiting. I think that''s a worthwhile endeavor. But consultants and their client companies have to pay more attention to what''s actually happening: "The War for Talent" is really "the system-to-make-it-as-difficult-as-possible-to-ever-get-in-the-door.". Is Anyone Else Experiencing This? Our daughter graduated from a well-known university. High GPA, Dean''s list, two semesters of study abroad in two different countries, fluent in a second language and quite conversational in a third; leadership experiences during college, worked at a real job for a government agency in her junior and senior years and had additional work experience with a professional firm. Most of all she was motivated to work and clear about where she wanted to be. . Here''s how the job search actually went: 1. All resumes had to be submitted online (not unusual or surprising). She understood the whole "keyword" deal in order to get through internal search machines. a. More often than not, there was no response indicating that the document was actually received. b. Many websites seemed to be designed by IT people for IT people. They were difficult for even the web-savvy to navigate. c. Frequently--very frequently--three quarters of the way through the process all of the information would disappear. On numerous occasions she had to enter the information multiple times before the site remained "up" long enough to complete the application. 2. Seldom did she ever receive any acknowledgment from a real human-being that the resume had been received. I understand that huge corporations receive many applications. If there is a "war for talent" and "company culture and reputation" are really important, then spending dollars on public relations is wasted capital if no one is actually talking to the talent. 3. Career Fairs. My favorite. She figured that if the online application system wasn''t yielding results, then some face-to-face contact could move things along. So she registered for the Career Fair and showed up with the requested twenty resumes. Please feel free to use the following dialog if you are a stand-up comedian and need some job-related material: Daughter: HI, I''m interested in talking with you about __. Recruiter: HI, my name is. (Casual conversation, brochure distributed by Recruiter) Daughter: I think this (points to brochure) might be an area where I''d like to contribute. Here is a copy of my resume. Recruiter: Go on our website and fill out an application. Daughter: Uh, I thought this was a place to talk about jobs and exchange information. Recruiter: We don''t take resumes. Go on our website and fill in an application. Daughter''s evil thought: ( What are they paying you for if you don''t handle resumes. I already knew there was a website. Maybe I should get a Recruiting job with your company so I wouldn''t actually have to do Recruiting and could travel and turn in expense reports for meals and hotels.). Her target companies were well-known and in the Fortune 500 with some in the Fortune 50. Many tout their Talent Management initiatives. Experience tells me that the internal presentations about Talent Management may be more impressive than the actual execution. Happy Ending: She started working at a global firm on a temporary assignment. She liked the company a lot. They liked her work a lot and hire her as a full-time professional there. Question: If companies are waging a "War for Talent," then wouldn''t it be useful to remember that wars are won by the people on the front lines doing their jobs--not in the staff headquarters or the branding office? Careers Ethics HR Talent Management Business Careers Ethics Job Search Talent Management'

Coaching for Managers 101 - Use An Observation As An Anchor

The HR Capitalist

I know, it''s simple. But I got in thrown in my face yesterday, and it was a good refresher. You''re a manager. Sometimes you have to course correct with people who work for you. In your honest but ineffective moments, you''ll prepare some notes to get you started.

Give a Bonus of Heartfelt Appreciation This Year

RecognizeThis!

by Lynette Silva. Recognize This! Even after a difficult year, giving employees the appreciation and recognition they deserve is an important bonus. Last Summer I followed the Market Basket grocery store saga religiously.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

LA Tech: Our Time to Shine

Cornerstone On Demand

It’s been a full year since we hosted the inaugural LA Tech Summit. In that time, a lot has changed in the technology ecosystem of LA and Southern California: big growth, new players, marquee exits, new investment dollars, stronger connections and a higher profile for the community as a whole.

Building a Productive Learning Culture: Rightsizing Learning Opportunities

ATD Human Capital

This installment of the blog series on building a productive learning culture examines how organizations can rightsize learning opportunities (instead of offering too many choices) to ensure that employees engage in relevant and high-quality learning. Click here to read full version

Stuff the Capitalist (aka KD) Likes: "The Profit" with Marcus Lemonis

The HR Capitalist

Who am I? Who cares? Good questions. It''s my site, so I''m going dig in once in a awhile by telling you more about who I am - via a "Stuff I Like" series. Nothing too serious, just exploring the micro-niche that resides at the base of all of our lives. Potshots encouraged in the comments.

Video 140

Different Pay Rates: Paying Employees the Right Rate at the Right Time

nettime solutions

The workplace is often depicted as a monolithic stereotype. On TV and in movies, we frequently see workers moving across the screen performing a set role. But the inner workings of a business are more nuanced than that.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

Flexible Work Arrangements Fever

China Gorman

How would you describe flexible scheduling? Does a standard definition come to mind?

Study 137

Educating the Organization on Recognition – Recognition Radio #5

WorkHuman

In this week’s Recognition Radio broadcast, we will talk about Educating the Organization on Recognition. We will offer advice on driving adoption and enthusiasm for recognition throughout your organization.

Data 134

Growing Talent Management Firms: Business Development Engine

ATD Human Capital

Another ingredient important for achieving success in the talent management industry is the maturity of a firm’s business development engine. This includes both the quantity and quality of the distribution model, in terms of its reach to targeted buyers and the system to access those buyers.

Over 160,000 Users Putting their Time in the Cloud

nettime solutions

A few weeks ago, the nettime ® solutions team celebrated the news that we now had over 150,000 users managing their time and attendance in the cloud with us.

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.