Posts Tagged Recruitment
Every attempt to try and understand what’s on the agenda for CEOs, HRDs and businesses in general will arrive at the conclusion that finding and keeping people is our main priority. The way we attract and retain, engage and develop, reward and recognise are the key differentiators for businesses of all sizes and in all sectors.
We have seen the “power” of video increase over the last few years. YouTube has over a billion viewers and YouTube on mobile alone reaches more 18-49 year olds than any cable network. Additionally, 80% of YouTube viewers are outside the US. Given those numbers will video technology become a powerful tool for HR?
Building a Magnetic Culture: How to Attract and Retain Top Talent to Create an Engaged, Productive Workforce
The perils of a disengaged workforce are well known—low productivity, high employee turnover, and failure to meet organization-wide goals. Less well known is what to do about it. How do you create a workforce that is always ready, able, and eager to take the organization to the next level?
Talent Pools Must Be Interactive to Be Effective
The world has transformed since the turn of the twenty-first century, yet why are we recruiting the same way we did in the 90s?
Fifteen years ago, I co-founded my first staffing company. We filled jobs by running ads on job boards and by matching up resumes based on keywords. As I look around at the hiring strategies of companies today, not much has changed.
A strong performance by the U.S. economy in the second quarter of 2014 seems to be intensifying employer demand for finding and hiring the best salespeople possible. And this increased competition for hiring the top-level talent is putting pressure on recruiters and human resource managers to re-examine their own sales techniques.
There is a simple answer to that question, really.
The candidates run the current labor market, at least for large, (and growing) swath of managerial, professional, and technical roles.
Check out this week's Chart of the Day, a look at how recruiters see the labor market - candidate driven or employer driven, courtesy of the MRI Network's latest recruiter sentiment study, (as always, some pithy commentary from me after the chart)
Its long been mantra that great employees want to work with other great employees. The organization can only be better when great employees see others putting out quality effort. In "First, Break All The Rules," Marcus Buckingham wrote that one of the critical 12 questions that measures the strength of an organization is "Are my co-workers committed to doing quality work?"
For years, the conventional wisdom has been that job seekers should wait to ask about compensation until later in the recruiting process, but that attitude is changing, according to a recent survey released by Robert Half, a staffing services consulting group.
SHRM 2014 Talent Management Conference and Exposition - Nashville, TN - April 28
Read all the great tweets from Day 1 of the SHRM Talent Management Conference and Exposition including general sessions with Marcus Buckingham and John Foley.
Reality shows have always been a hit, controversial and yet entertaining! I don't deny the fact that some of them are BS, too!
But here is the one show that is focused on making an impact by helping the audience find a job, learn what is happening behind the veil of job interview, and that brings you the tricks and tactics of a recruiter and the fresh and latest of the recruitment industry! The one that has its fingers on the pulse of recruitment industry-Top Recruiter the Competition on TopRecruiter.tv
Great teams can propel organizations to new levels of success. Today we’re looking at how to improve team performance with an approach that has proven results across a spectrum of cultural, geographic, and generational challenges. A few years ago The Orange Revolution was written by Adrian Gostick and Chester Elton. The book focuses on great teams and where they come from.
“It already is hard to reconcile race and gender data; I suspect adding veteran status to that reconciliation process will not be seamless,” Alissa Horvitz, an attorney at Littler in Washington, D.C., told SHRM Online.