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8
Dated: 10-18-2016
The US presidential election is just round the corner. Historically these elections have wreak havoc on the economy; since 1928, the Standard & Poor's 500 has dropped an average of 2.8% in presidential election years.
So, no matter who wins the election in November, be ready to face a recession sometime next year (source: Wall Street Journal), one component of which is a downturn in employment.
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8
Dated: 10-18-2016
These shifts offer amazing opportunities for companies to rethink their talent attraction and retention strategies. But because of the pace of change, if your company drags its feet or thinks about it too long, you’ll be left behind. If your workforce strategy is in planning and you’re not doing, you’ll be left behind. If you have a workforce re-skilling strategy that has multiple years in the title, you’ll be left behind.
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8
Dated: 10-18-2016
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8
Dated: 10-18-2016
Human resources is at the center of attracting and retaining talent, communicating internally to all members of any successful organization regarding policies and programs, as well as training, planning events and a host of additional responsibilities. The challenge is that many of these core responsibilities also fall into other camps and internal disciplines, such as marketing, public relations, community relations, operations and legal.
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8
Dated: 10-18-2016
Talent acquisition is more concerned with identifying future organizational needs and building a talent pool that targets the specific business segments, rather than filling an immediate need. It also involves going beyond recruiting in order to secure the right person for the job and the employer’s brand. The secret to finding high-performing employees lies in understanding the talent market and forming an acquisition strategy.
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8
Dated: 10-18-2016
My company, Ooqio, just launched an anonymous peer review platform designed to gather feedback from colleagues in the workplace. The central question is this: would you like to work with this person again? The result is a collective, numerical score that gives employers a tangible read on a person’s value and culture fit as an employee—something that can’t be gleaned from traditional references. It’s already helped one Fortune 100 company in particular avoid a few bad hires.
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8
Dated: 10-18-2016
The presidential election historically wreaks havoc on the economy. Since 1928, the Standard & Poor's 500—a widely watched benchmark of the economy—has dropped an average of 2.8% in presidential election years that don't include an incumbent seeking reelection.
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8
Dated: 10-18-2016
It’s well-documented that human capital tends to be an organization’s greatest asset, but the flip side is that it’s usually also their greatest source of stress. One recent survey of employers by CareerBuilder found that more than two-thirds of organizations are concerned about retaining employees, more than half believe that recruiting talented employees will be difficult and more than a third are coping with increased demand, yet fewer staff.
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8
Dated: 10-18-2016
Steven Mostyn is a leading sourcing expert and innovator. Over the past fifteen years,he has been one of the main sourcing oracles who predicted the rise of aggregator and LinkedIn, years before they caught on with the main stream recruiting audience. Through this Q&A with Steven, you will gain insight into the future of sourcing and learn about possible anticipated changes in the recruitment industry.
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8
Dated: 10-26-2016
Whether you’re in Talent Acquisition or a business unit leader, if you work for a growing company you’re going to hire a lot of people. If you have a good recruiting process most of the hires will be strong. But you will make some mistakes. It is simply inevitable. Don’t beat yourself up over it. Do two things: one, learn from your mistakes so you don’t make them again, and two, correct your mistakes early. Today I’d like to talk about the latter because my experience is that this is the tougher of the two.
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