Senior finance leaders have long taken special interest in human resources, given that compensation and benefits constitute a large portion of any organization’s expenses. But according to a recent study, American chief financial officers (CFOs) might be ratcheting up their oversight of HR because of the tough economy and concerns about health care reform legislation.
Posts Tagged Recruitment
A new Society for Human Resource Management (SHRM) poll released on July 14, 2011, appears to have some good news for college students and graduates who are looking to enter the job market. The poll of nearly 350 HR professionals throughout the United States revealed that the number of employers hiring undergraduates in 2011 jumped 11 percentage points, from 30 percent to 41 percent, when compared to the results of a similar poll conducted in 2010.
Employers in the U.S. looking to recruit members of Generation Y for their workforces might want to consider their organizations’ social media strategies and incentives, according to survey findings from 8,088 university students from the Class of 2011.
For one, this generation—also known as Millennials and born from about 1980 through 2000— doesn’t mess around with job boards and employer postings.
Women who are members of Generation Y are more hesitant about mixing their work and social media lives than their male counterparts, according to a new global survey.
While that gap between male and female attitudes is consistent among those surveyed in the United States, the United Kingdom and Canada, women in the U.S. are far more open to mixing work and social media.
SAN DIEGO—The work recruiters do post-recession is going to look much different than the work they did before the recession, and companies’ people strategies will be the key component to defining their success and profitability for the next 10 to 20 years.
Although recent survey findings by the Society for Human Resource Management (SHRM) indicated that a majority (56 percent) of employers are tapping Internet social networking sites to search for potential job candidates, results released by SHRM from the second phase of the survey show that a much smaller number of businesses are using web-based resources, such as online search engines and social networking websites, to screen applicants.
Throwing a dart at a stack of semi-qualified resumes? That’s not exactly Kristen Weirick’s style. In fact, Weirick, the director of talent acquisition and global human resources for appliance giant Whirlpool Corp., prides herself more on driving a combined internal and external effort to deliver a holistic employer brand than she does on keeping people in their jobs.
Jay Forte is a former financial executive and corporate educator, turned performance consultant, speaker and author, and is a nationally ranked Thought Leader and President of Humanetrics. Jay teaches organizations how to maximize manager performance, ignite employee performance and advance women’s performance. He has helped organizations and individuals become more performance-driven, more successful and more capable in work and life.
Swedish firm H&M gives employees 4 million shares
The founding family of the Swedish clothing giant H&M announced plans to show appreciation to more than 76,000 employees worldwide by donating 4 million shares in the company, worth about 1 billion kronor ($137 million U.S.), to fund a new incentive program.
More than half of human resource professionals are tapping into social networking websites to look for potential job candidates, a significant increase from 2008, according to a poll report from the Society for Human Resource Management (SHRM).
Human resource professionals are adapting social media tools for internal use. These tools foster more-efficient communication with dispersed workers, have self-service features that free up HR staff members to focus on strategic issues, and allow employees to swap tips and experiences around topics such as wellness or 401(k) investments.
Here are some innovative ways internal social networks are being applied by HR:
Social media allows businesses and individuals to capitalize on the phrase, “It’s not what you know, but who you know.” Social media has forced an evolution of how businesses recruit talent and how job seekers look for their next opportunity. From Monster and CareerBuilder to LinkedIn and BranchOut, social media is enabling businesses and individuals to connect in ways never imagined.
Hiring managers as well as human resource leaders at Burger King Corp. had grown increasingly frustrated with the fast food company’s paper-based job application process. Paperwork was unwieldy to manage, restaurant managers too often spent valuable time screening candidates who didn’t pan out, and there were significant cost and time inefficiencies in processing I-9 and Work Opportunity Tax Credit (WOTC) forms.
In the not so distant past, recruiters and staffing managers pored through resumes, posted on job boards and hosted expensive job fairs in top markets to find candidates and fill jobs. Now, they might interact with social network site users by posting a challenging technical question, then contact individuals who provide the best answers to discuss a potential job.
While social media outlets appear to be changing the way employers identify and recruit job applicants, the impact and long-range implications of social media on staffing functions remain unclear. According to the 10th Annual Sources of Hire Study released by CareerXroads on March 17, 2011, more than 88 percent of employers responding to a survey reported that they consider social media to be a part of their overall direct-sourcing efforts.
There was a time when social media was cutting edge. Now it is mainstream. Case in point: Facebook has more than 500 million individual members worldwide.
As with all communication, social media presents business benefits and legal risks. This article discusses four ways social media and HR have become inextricably intertwined: hiring, harassment, off-duty disparagement and “friending” of colleagues.
Richard Sheridan, CEO of Menlo Innovations, discusses their unique hiring process, which includes interviewing for both skill and cultural fit.
Companies are aware of it, they’re afraid of it, and they’re scrambling to figure out what to do about the poaching of their top technology workers.
Talent poaching occurs when one company snags a rival’s top staffers with the lure of higher salaries, better benefits or other perks, according to a recent survey by tech employment website Dice.com.