Talent Acquisition Specialists, time to look in the mirror for 2017. How do you make your recruiting efforts sky-rocket? Let your hiring managers run the show.
Here are some of my fundamental beliefs:
Technology, cloud computing and data continue to transform the talent acquisition space, and specialists need to stay ahead of the curve to attract talent, tech leaders said June 28 at the 2017 Talent 42 Tech Recruiting Conference.
Talent acquisition specialists must create a technology road map that will work in tandem with human resources and IT road maps, suggested Nick Mailey, vice president of talent acquisition at financial software company Intuit in San Francisco. "Developing that tech road map is critical," he added.
[SHRM members-only toolkit: Introduction to HR Technology]
In Working Deeply: Transforming Lives through Transformational Coaching (Emerald Group Publishing, 2017), Robert Barner and Ken Ideus apply their decades of experience in leadership development and executive coaching to show how coaching can move people well beyond behavioral change to achieve deep transformational learning. Barner is an associate professor at Southern Methodist University's Simmons School of Education and Human Development. He was employed for 30 years as a corporate talent development executive and executive coach. Ideus's work in human development spans over 40 years. His experience includes behavioral health, corporate leadership, organizational change and voice communications. Following a successful...
On July 19, @shrmnextchat chatted with special guests SHRM Senior Vice President of Knowledge Development Alex Alonso (@SHRMKnwldgeSVP) and SHRM Vice President of Research Shonna Waters (@Shonna_Waters) about Strategic Employee Benefits.
If you missed this informative chat filled with great ideas, you can read all the tweets here:
The other day, I was scrolling through Facebook, and I get a notification that my friend and college roommate tagged me. He shares very openly some pretty major challenges in his life (depression, losing his house and belongings in a fire. You know, THAT kind of major). Then he says “I wouldn’t be where I am today without the following:”, listing a number of people, including me.
Two things hit me instantly:
1. I felt like a lousy friend. How could I not know he was struggling so badly?
Some trendy movements in HR just don’t live up to the hype.
Unless you’ve been living under a rock for the last few years, you’ve probably been inundated with the information about the concept of “disruption.” According to this new movement, disruptive forces are absolutely everywhere, doing almost universal good. I embrace change more than most people, but the ubiquitous calls to “disrupt” just make me want to erupt—in protest. Such movements, especially in HR, are rarely helpful and they seldom deliver.
Disruptive forces have been around since the...
There are few HR topics that garner more media attention than employee benefits.
A simple Google search of “employee benefits” yields more than 429 million results.
Paid family leave, workplace flexibility and health care now dominate the conversation in Washington, D.C., and in our workplaces, and employee benefits continues to be among the most popular topics at SHRM.
The recent 2017 SHRM study on Employee Job Satisfaction and Engagement found that benefits were a significant factor in employees’ decision to stay with or leave an organization.
HR professionals today have to face a hard reality: your hard-won employees, at any moment, could walk. According to our research at LinkedIn, 90% of professionals are interested in hearing about new job opportunities. This means that today everyone is a candidate, regardless of whether they’re actively looking for a new job.
Recently at the 2017 SHRM annual conference, I had the honor of presenting on the topic of recruiting and retaining great people in the age of ‘Open Talent.’ So what’s driving more of an open talent mindset?...