Paul Wolfe is SVP of Human Resources at Indeed. He oversees all global human resource functions, including talent acquisition, employee retention, compensation, benefits, and employee development.
Mr. Wolfe has over 15 years of experience as a human resources executive having served as a VP and SVP at number of well-known companies, including Match.com, Orbitz, Conde Nast and Ticketmaster. His specialties include talent acquisition and management, succession planning, performance management, and leadership development.
Traditionally viewed as a marketing tactic for companies and products, brands have moved into career planning and job searches. Many jobseekers now consciously develop and enhance their “personal brand,” or the unique combination of skills, experience and personality that defines an individual.
Providing a positive candidate experience is essential to attracting great talent in today’s tight labor market. Yet, a positive interview experience alone may not translate into a hire. Companies must go above and beyond to not only secure a ‘yes’ from a candidate but also ensure that ‘yes’ is lasting.
Stress is almost impossible to avoid these days. Of course, a little stress can be motivating, but too much or the wrong kind can have a major effect on employees and businesses. The World Health Organization estimates that stress costs American companies $300 billion a year in health care, sick days and lost productivity.
Many companies plan to boost employee engagement in 2019. With benefits for both employees and employers, the strategy is easy to understand. What’s more, a strong employee recognition program can set your company apart in a tight job market.
In today’s candidate-driven hiring environment, job seekers have many options. That’s why providing a positive interview experience is gaining recognition among employers as a pre-requisite for attracting top talent. In my experience, it is an essential recruiting tool.
Contemplating a remote work policy? You’re not alone. Many careers no longer require punching a time clock. In fact, research indicates that 70% of people work remotely at least once a week. Nevertheless, many employers have not yet embraced remote work.
With the unemployment rate at record lows, the battle for talent is on. Big or small, every company has to fight to win the attention of today’s savvy job seeker.
Politics is a sensitive subject in any setting. Today, disagreements seem even more polarizing and divisive, even at work. How much political speech is too much at work? Can expressing a political opinion hurt your career?
The curse “may you live in interesting times” could apply to this year’s college graduating class. Unemployment is at its lowest point in decades and new technology has disrupted nearly every major industry. But the curse may actually be a blessing in disguise.
The online revolution has changed the decision-making process for everything from what to eat for breakfast to where we apply for a job. In an age of radical transparency when information is just a few clicks away, a whole new HR discipline has come to the fore: employer branding.
Last year, I wrote about the early success of Indeed’s open paid time off initiative (PTO). Now, I am even more convinced of this offering’s positive benefits for both employees and the firm after reviewing the results of 2017.
Simply put, I believe our open PTO policy has increased employee productivity and accelerated our corporate growth. In fact, I think every company can benefit from open PTO.
The internet has revolutionized the job search, but it hasn’t really changed job seekers’ attitudes about privacy. People share many details of their lives on social media, but looking for a job remains intensely personal. In an age of oversharing, job searching could be described as the last taboo of the digital age.
This year’s open enrollment period has just ended for many companies. For HR professionals, that is the best time to begin thinking about next year’s benefits offerings. As you plan, it is helpful to look at your company’s workforce holistically from a demographic perspective.
Do you ever feel like your job applications have gone into a black hole? If so, you’re not alone. It’s frustrating not to hear back from a prospective employer. However, for employers, it is frustrating to sort through numerous applications in the hopes of finding a needle in a haystack: the candidate who best fits their needs.
Nearly a quarter of US workers did some or all of their work from home in 2016 according to the Bureau of Labor Statistics , but corporate attitudes about remote work may be cooling. Citing a need to increase control over the workday and promote team collaboration, big companies such as IBM, Yahoo and the Wall Street Journal have recently reined in remote work programs.