With hundreds, maybe even thousands of communications tools at your disposal, what in the world do you do? It will certainly feel overwhelming unless you have a strategy for dealing with the noise level.
What do you do when keeping your eye on the ball means completely losing track of the game?
This week, our five links are for anyone trying to build a career or a department in HR. From an analytics standard to the use of ‘differently abled’ people, there’s something for everyone.
Traffic acquisition is the most overlooked aspect of the social recruiting, employment branding and mobile recruiting movements.
There is absolutely no doubt that some recruiting practices will be changed by mobile technology. The technology investment question is better understood as ‘are we at a point where platform stability and clear use cases mandate the use of mobile tech in recruiting?’
HR and Recruiting leaders are routinely subjected to the requirement to maintain the status quo while imagining some sort of future. The very existence of the function depends on succeeding at both. Sadly, it’s a double bind.
Before, progress was just a matter of making the line move up and to the right. With big data, what matters is the ability to see patterns in the data.
Two examples wrangled from the herd: 1. The importance of story from the Harvard Business Review. 2. Jeff Dickey-Chasins unearthing the story in the latest 2013 Job Board Trends Survey.
We’ve been exploring the underpinnings of data ownership in this series. Today, we tried to list out all of data’s fundamental principles.
“In the end, marketing (which causes much of the current problem) is the solution. Figuring out how to make your idea take root is essential…”
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