Carmen Hudson is currently Principal Consultant, Recruiting Toolbox, and co-founder of the first ever conference focused on tech recruiting, Talent42.
In our feature, Thinking the Unthinkable, John Sumser writes: “The C Suite is going to hunt for and embrace data visualization companies who can help see what we’ve refused to see: HR builds processes that emphasize sameness. The business requires processes that produce differences. It’s actually that simple.
Steve Smith from The Starr Conspiracy searches for the So What Factor of Workforce Analytics while Heather Bussing has us Learning by Mistake. John Sumser interviews JIBE CEO, Joe Essenfeld. We close this week’s issue with John Sumser’s multi-part series on Communication Channels in Recruiting.
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.
In the past six or seven years, the number of usable communications channels exploded. All of a sudden, there are opportunities to communicate where none used to exist.
We’re at the place where things start to go crazy. The dramatic acceleration of technical change coupled with the data explosion puts us at a precipice. Everywhere I look, people are scratching their heads.
Employment Branding is the craft of being so completely organized that you are ready with the right message for the right person when she comes along. Let’s take that a bit further.
Big Data. There. I said it. Let’s speak this word no more. It’s completely separate from workforce analytics and distracts from the real issue.
It’s okay to fall down, screw up, make mistakes, and figure it out by doing it wrong. Transformation is a process. It usually isn’t pretty. You will always be learning something new, and screwing up while you do.
Disruption happens quickly.
Remember CD Stores? The world before bluetooth?
In this week’s feature Imagining Disruption, John Sumser explores disruption in HR and Recruiting with a three part series (be sure to read Immodest Disruption and Modest Disruption). And Heather Bussing wraps up this week’s issue with her post When Employers Are Liable for Harassment.
Ideas go from imagination on implementation faster than contemporary HR Departments are able to absorb them. Tech change is moving at breakneck speeds.
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