One of the biggest biases we have as leaders is ageism. If you’re 35 years old and running a department and you are looking to fill a position on your team that will be your righthand person, the last thing you’re looking for is a 55-year-old to fill that spot! That’s just me being real for a second.
You and I both know that a 35-year-old hiring manager is looking for a 25 – 28 year old to fill that spot.
Even with COVID-19 reshaping the talent marketplace, companies are still challenged to make sure the right talent is in place for long-term objectives. Talent strategy is just as crucial as financial, marketing, or operational strategies in driving future success. The ability to develop, recruit and retain the right people—at high velocity—to fill talent gaps created by the evolving business strategy is a DEFCON 1-level priority.
"Of all talent-management processes, a strategic exit interview program—one that is designed to yield ongoing, long-term benefits—may be one of the most powerful yet least understood." -Harvard Business Review
On November 14, @shrmnextchat chatted with Leadership and HR technology expert, and author of “Digital HR: A Guide to Technology-Enabled Human Resources” Deborah Waddill @deborahwaddill.
As trends in technology continue to impact how organizations manage talent, learning and knowledge, HR must be in front of the trends to ensure the creation of smart HR technology strategies that will accomplish organizational goals.
I’m here at #SHRMTalent in Las Vegas and hanging out at the Smart Stage this afternoon as I’m in the mood for smaller deep dive sessions. SHRM’s Smart Stage is a neat way to gather the goods – 18 minute presentations from Subject Matter Experts who give you just enough to think about.
When I joined the Society for Human Resource Management (SHRM) as its Chief of Staff in January, I trusted that I would enjoy the work, but worried I wouldn’t develop a passion for the work. I was wrong.
It’s time for HR to catch up with the new realities of employment.
Recently, a CEO posed this question to a colleague of mine who leads HR for a midsize organization: “How can we reduce the attrition occurring throughout the company?” At first blush, that seems like a pretty good question. But many of our views of attrition remain anchored in the past. Consider the following:
One of the top reasons employees leave organizations is the lack of career development and advancement opportunities.
Millennial this, millennial that. Advertisements for products to hide gray hair or wrinkling skin. Slogans like “60 is the new 40.” Increasing charges of age discrimination. All these factors indicate that the U.S. is stuck in a youth oriented society. The problem is that perception drives employers to ignore older workers, often to the detriment of the company.
Older workers a rising force
Over the coming decades “Mature Workers” (defined as age 50+) will be one of the largest sources of talent available. Given this reality and the invaluable nature of older workers’ experience and skills, organizations must develop both acquisition and retention strategies to employ the mature workforce and stay competitive. That’s where SHRM, the SHRM Foundation, and AARP come in.
Overworked, without recognition and underpaid to boot. This is a common complaint by employees and a reason that many believe their teams are unhappy, but the HRM Canada article Are Your Workers Underutilized? – How to Tap Into Their Potential reveals an alternative explanation, and it might be the secret to supercharging teams.
Talent management is, without a doubt, one of the greatest challenges facing HR professionals all over the world. As I travel back and forth across the nation connecting with SHRM chapters and members, I hear that putting the right people into the right positions has become even more difficult in the past year. Talent is top of mind for everyone, and they all want know:
How do I make my recruiting practices more effective?
Nearly 50 human resource and recruiting experts will offer presentations on a wide range of talent acquisition and recruiting topics at the 2017 Talent Management Conference & Exposition April 24-26 in Chicago.
Some of the concurrent session speakers shared quotes that highlight the focus of their presentations.
Monday, April 24
Today is Pi Day as well as Albert Einstein’s birthday. As you may know, the number π is a mathematical constant, the ratio of a circle's circumference to its diameter, commonly approximated as 3.14159. If we round up, it’s 3.1416 or 3/14/16 – today!!
This is a day to think about math and science and the future of work. To change the world will require future generations to anchor their learning in science and math.