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Dated: 12-23-2013
We know all candidates are not created equal – but how can we better communicate with the right ones?
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Dated: 12-23-2013
I recently sat in on a prospective client call who presented us with a series of recruiting challenges: a dire need for quick ramp up, a small market to recruit from, extensive sales experience in a mature and saturated marketplace. All this coupled with an old school approach to training and culture, a strict adherence to their 8-5 work day, and a fair compensation package. Nothing too earth shattering. No popular bells, no whistles. The company admittedly is very different from today’s most popular employers -- they are a far cry from Google or Facebook, and nowhere near the cutting edge. So why are we so juiced and so sure we can exceed their pressing needs to more than triple their salesforce? Since HR, hiring managers and all the adjoining departments know which skills are needed and what kind of person does well in these positions.
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8
Dated: 12-23-2013
Wouldn’t it be great if you could say that all your candidates are above average—like the all the children at Lake Wobegon? Garrison Keillor’s famous ending line to his monologues offers us an opportunity to ponder how that idea of above average can be applied to our mental model for Talent Analytics and practices for staffing process improvement.
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8
Dated: 04-22-2015
In business and talent, as in life, the ability to embrace continuous change is essential to success. In today’s workforce, the expansion of self-employment free agency is a primary area of change. This expansion
has re-shaped how companies think about traditional workers and free agent talent. As Isaac Asimov writes: “The only constant is change, continuing change, inevitable change, that is the dominant factor in society today. No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be.” Organizations are creating strategies that address the complete universe of talent, including employees, contractors and contingents as a “blended workforce.” This emphasis will only increase as technology, society and cost come together to create a portable dynamic work environment. How are companies addressing this workforce dynamic? For successful organizations, the answer includes two vital elements: flexibility and a strategic approach.
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8
Dated: 04-21-2015
The recent worldwide recession, the growing need for a highly educated workforce, and the disproportionately high number of experiencedworkers aging out of the workforce as the Boomer generationretires have combined to create a challenging shrinkage of highly skilled workers, which is resulting in a long term talent shortage.While companies are currently struggling to fill vacancies with qualified workers even though 8.9% of the eligible workforce in the U.S.is unemployed, the demand for skilled and capable talent will only increase over the next decade at all levels and across all industries.Experienced companies who leverage key metrics in attracting, screening, and measuring talent while remaining accountable for quality of hire and long-term cost of hire will continue to have an advantage even while competition for skilled workers increases. Understandingthe difference between hiring vs. recruiting is essential as companies continue to compete over a limited talent pool.
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