The GuitarCenter uses a foundation of HR information to schedule the entire employee team in each store in a way that optimizes revenue. Step 2 is simultaneous scheduling of training. That’s an HR system with clear impact on the bottom line.
HR sticks to the story of the value of intangibles like a mobster hangs on to an alibi. It’s not hard to believe that people are the heart of the business. It’s been painfully hard to quantify it.
Not all investments made by early adopters pay off. Anyone who is early to mobile recruiting knows what it feels like to go out on a limb. Without the right infrastructure, nothing succeeds.
Rebecca Callahan is President, Recruitment Process Outsourcing, Randstad Sourceright. She leads her organization in the strategic execution of one vision: helping clients put the right person in the right job for the best value.
Feature: Communications Channels IV. You’ve figured out which communication channel works best to recruit your candidate. But wait, how much did that hire cost?
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.
Amy Ala is a Staffing Consultant with Microsoft, featured blogger for RecruitingBlogs.com, and mom to four great kids. After nearly 14 years in employment, Amy is convinced the #1 trait in successful recruiters is a sense of humor.
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.
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