Heather Bussing is a returning contributor to our HRExaminer Editorial Advisory Board. Heather has practiced employment and business law for over 20 years. She has represented employers, unions and employees in every aspect of employment and labor law including contract negotiations, discrimination and wage hour issues. While the courtroom is a place she’s very familiar […]
Recruiting, as currently practiced, is a defensive and reactive process full of promotional techniques. Placing an ad on a job board, hiring a staffing or search firm, and, filling a requirement after it is identified are all reactive behaviors executed in defense of a set of circumstances that happen out of the control of the recruiter.
The single largest myth about HR is that so called ‘best practices’ are somehow transferable between organizations and functions regardless of the organization and the function. In Recruiting circles, people will tell you with a straight face that Recruiting is the same thing regardless of the setting. The idea is that something about hiring a barista is somehow related to hiring a public company CEO.
Bob Corlett returns to the HRExaminer Editorial Advisory Board. Bob has worked in staffing and consulting for over 25 years. He is the founder and President of Staffing Advisors, a retained search firm near Washington DC. He developed The Results-Based Hiring Process® and is one of Washington’s best known thought leaders on staffing and recruiting. Full Bio… […]
Have you read the new report from HRxAnalysts, “What HR Thinks and Feels”? Whether or not you’ve purchased the report (it costs $1,195), you’ll probably want to attend the webinar hosted by Starr Tincup tomorrow, April 19 at noon Central time. If you already have something scheduled for that time slot, you should cancel it. […]
Does HR Hold Any Real Power? "HR's vocal critics are predominantly male and focused on the department's seeming inability to cash in its own chips while complaining about the need for more of them. A more useful approach might be to help HR Practitioners gain effectiveness in organizational politics or to help illuminate the real […]
“HR’s vocal critics are predominantly male and focused on the department’s seeming inability to cash in its own chips while complaining about the need for more of them. A more useful approach might be to help HR Practitioners gain effectiveness in organizational politics or to help illuminate the real power that they hold.”
You’ve probably heard the oft repeated notion that a brand is a conversation. That’s not exactly right. The core direction is right; a brand is a verb, not a noun. It’s more accurate to say that a company is a conversation. The brand is the set of things that stand for that conversation.
With all of the fuss about the integration of analytics into enterprise HR Systems, it’s pretty hard to tell the difference between what we used to call ‘reports’ and what we now call ‘workforce analytics’. While the reporting is increasingly precise (that means knowing exactly whose butt will be kicked at the next staff meeting and for what reasons), access to the information required to start solving the problem remains a challenge.
“In my estimation, poor candidate experience at the earliest stages of talent acquisition is due to employers that don’t differentiate right up front between the general job seeking population and qualified future talent.” Claudia Faust
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