Jumping Back Into the Workforce, at Mid-Life



Q: I’m a 50-something looking to re-enter the workforce after a decade-long absence during which I was a “trailing spouse”. My husband’s career had us relocating every couple of years; during that time I also received my Ph.D. I’m concerned about explaining the “gap” in my work history given that most online applications are first reviewed by computer algorithms. I’m also concerned about listing my Ph.D. – afraid it will scare people away.  My last professional job was as an Executive Assistant to a CEO. Any advice is appreciated....


Focus on Skills to Hire and Retain Top Talent





Business is booming and it’s time to add a new member to the team. You want someone who has the right experience and wants to grow within your organization. But, traditional ways to source candidates may not be working so well, given today’s tapped-out talent pool and stiff market competition.

The good news is there’s a better way. Changing just one word can shift your entire recruitment strategy, helping you beat the...


#Nextchat RECAP: Hacking HR – Little Things that Make All the Difference


On August 21, @shrmnextchat chatted with Ben Watts, CEO of wattsnext Australia, and Sue-Ellen “Sel” Watts, founder of wattsnext Australia and founder and CEO of wattsnextPX about Hacking HR - Little Things that Make All the Difference

If you missed this #Nextchat filled with excellent tips for implementing the "little things" that make all the difference, you can read all the tweets here or below




Arise !!



As an HR professional, you’re in one of the most emotionally demanding professions around. That’s the case because you are bombarded by the various emotions of every person you encounter throughout your day. This isn’t bad. It’s just a fact. The result of this is that HR pros are flat worn out. This is the type of tired that goes to your bones. And, it can become a daily reality.

Add on top of this the reality that in today’s workplace the majority of employees also are exhausted and drawn...


Just Do Some HR Today!



If you’re highly active in HR and Talent Acquisition in the social space (read: blogs, sites, pod/videocasts, webinars, conferences, Facebook, Twitter, etc.), you might be caught up in this mindset that what you’re doing is not what you should be doing.

You’re being told what you should be focusing on by idiots like me, and thousands of others, most of whom don’t even work in HR...


#Nextchat: Hacking HR – Little Things that Make All the Difference




HR can be a complicated profession. Hiring, onboarding, training, performance, benefits, employee relations, compliance, strategy, frameworks, workplace planning, culture ... and the list goes on. Even with all the latest technology—designed to save time and provide a better experience—there are still strategies and systems that can be updated, changed or completely rebuilt so HR can work smarter and not harder.

The ability to find innovative ways to uncomplicate working with people is key to creating a happier and more productive workforce—both inside and outside the HR department.  

According to...


#Nextchat RECAP: Boosting Candidate Attraction

On August 14, @shrmnextchat chatted with Rob Shepard (@rob_shepard), industrial/organizational psychologist at SHL, and Christy Smith (@ChristyGMSmith), a talent strategy consultant at SHL about Boosting Candidate Attraction

If you missed this excellent chat you can read all the tweets here or below: 





Turnover Contagion: Are Your Employees Vulnerable?



Employee retention is top-of-mind for any organization looking to stay competitive in today’s market. Despite swaths of technological advances, in our knowledge-based, global economy an organization’s key assets are still its employees. Considering this, substantial amounts of research have been published about potential predictors and causes of employee turnover. Most of this research can be classified into two categories: individual-level explanations (e.g., job satisfaction, person-job fit, etc.) or external and organizational-level explanations (e.g., unemployment rates, job demand, etc.). However, only having these two types of explanations ignores team-level and the...