We find greatness by tackling the imperfect. Waiting around to get it right always produces ‘analysis paralysis’. It’s better to put a stake in the ground and get started than it is to sit around waiting for perfect inspiration, the right timing and an unassailable position of strength. It’s easier to navigate when you’re moving. […]
The HRExaminer archives are a dangerous place to visit. Here’s a decade old piece on the nonesense of using ‘cost per hire’ as a recruiting metric. Still, today, this is the prime measurement in many places. Ouch. The idea of adequately planned replacements (non-reactive recruiting) is still taking root but the progress has been slow. […]
Here’s a smart piece from exactly 10 years ago. At the time, we were facing serious labor shortages as the dot com thing exploded. While the thinking about labor supplies has certainly changed, the fundamental point of the article continues to be valid.
Tools wear out.
The competitive advantage accorded to early adopters (when they aren’t busy being fooled by their own enthusiasm) is not a permanent improvement. The people who are making hay today with social media are not generating repeatable results. Rather, they are benefiting from the fact that they are ahead of their time.
Read The Weekly HRExaminer v1.39 Now Feature | Top 25 Online Influencers in Recruiting v2.0 We explore the nature of influence in depth at HRExaminer. Starting late last year we focused our attention on the online influence of key HR silos like Recruiting with our Top 25 lists. This week we begin a new chapter […]
Today, we introduce the second edition of the Top 25 Most Influential Online Recruiters (v2.0), part of the ongoing project to illuminate and define influence in our industry. This list is one of a group of lists of people who influence the various silos in the HR Industry. In the online world, influence changes pretty […]
The sea of self promoting HR bloggerisms rises up to meet the shore in the HR Carnival. Each month’s postings are a good source of traffic and the smart marketers of the HR blogosphere are ready. Since all you have to do is send a link to the editor of the month, it’s easy for folks to submit their work.
This month’s submittals ranged from completely naive or downright stupid to insightful or provocative. Rather than editing out the relatively useless, I took this as an opportunity to discover the conversation implicit in even the most off base submittals.
Claudia Faust joins the HRExaminer Editorial Advisory Board this week with a post about candidate experience. As a recruiter and leader of corporate recruiting organizations for 15 years, Claudia Faust brings her passion for people and analytics to hiring and retention. She has recruited and managed staffing organizations for globally recognized brands such as T-Mobile […]
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 […]
Read The Weekly HRExaminer v1.38 Now This week’s HRExaminer is about the stories people live in and the technology we’re using to find, develop and manage them. You can get a fresh copy of HRExaminer every Friday by subscribing here. Feature | Jay Whitehead Top 100 v1.70 Jay Whitehead creates stories that people live in. […]
We talked briefly about the people who influence HR. Jay pointed quickly to the CEOs of software companies and senior execs in the large consultancies. The vendors have better visibility into smart approaches and have more control of the look and feel of implementation than any of the folks inside an HR function. Whitehead’s view is that the levers that drive most HR performance are well outside the walls of the company.
As I’ve moved through the process of interviewing people in the Top 100 Influencers project, I’ve noticed this same thing. The people who work in HR are not as influential as those who work on it. Whitehead’s perspective is illuminating. The people who work outside the company’s HR Department all tell stories that people live in.
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