Workers learn more in the coffee room than in the classroom. Formal learning—classes and workshops—is the source of only 10 to 20 percent of what people learn at work.
If you are interested in the future of HR or the state of the art in American HR Technology, there is no other single event that serves it up as coherently.
Each communications channel implies a different mode of recruiting and a different cost per hire. Imagine a spectrum that ranges from active at one end to passive at the other.
How did two wheels emancipate women? When bicycles became available in the 1880’s, women did not have to rely on men for transportation. “The bicycle became their freedom machine.”
As our Legal Editor Heather Bussing says, “Really weird stuff happens at work.” That’s the focus of our feature article this week from Heather, When Harassment is Legal. Maren Hogan returns to the HR Examiner Editorial Advisory Board with her article Humanizing Your Brand Through Social Media: 6 Steps. John Sumser rounds up this week’s issue withCommunication Channels III, plus 5 Links: Tech Recruiting and his HR Examiner Radio interview of Recruiting Animal. Enjoy!
Tech Recruiting depends on two variables: the organization’s size, and the competence/connectedness of the recruiter.
Social media has become such a permanent and vital part of business that the bar is being raised daily. This whole process begins with a clearly defined brand and strategy.
The number of communications options are exploding. Knowing how and where to communicate your employment brand and job opportunities is no longer easy.
People often contact me because they believe they’re being harassed at work, treated unfairly, or have been wrongfully terminated. Really weird stuff happens at work.
“Recruiting Animal” is the nom de plume of a Canadian sourcer/recruiter. He is the host of the infamous Recruiting Animal Show, a stimulating intellectual food fight that features members of the online recruiting community.
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