As data overwhelms everything in its path, it will become the defining element in the evolution of HR and Recruiting. Organizations, drowning in the avalanche of data about people and their performance, will increasingly look to HR to figure out the meaning and performance relevance of all that data.
This week we feature 16 social technologies that we’re keeping our eye on for you (see The Social Technologies below). Next, Setting the Stage continues the social theme and then we hand it over to Dr. Todd Dewett, who writes on sacred cow organizational practices. We wrap up with stories on retention and gender balance.
Like any Recruiting methodology, referrals have their place. They can be a short-cut to the perfect employee or cause culture-rot if managed without care.
“HREOnline: The HRxAnalysts finding that HR has become vastly female-dominated doesn’t seem to surprise people, but it has been sparking lots of conversations, hasn’t it?”
For the most part, the vast majority of Social Recruiting and HR products and services are just new paint on an old caboose. There is little, if any, real innovation in the fundamental processes and procedures of HR and Recruiting.
HR Examiner Weekly Edition v 3.08 February 24, 2012 DIY Market Research 1/5 by David KippenThis week David Kippen, the genius behind Evviva Brands is going to take us on a tour of Market Research. One step at a time, we’ll go through the basics of doing your own work to get a dirt under […]
The very word retention makes it seem like the organization is the sole actor in resolving the problem of “getting the right people to continue to work at our organization”. The company retains or it doesn’t. The employees are the passive recipients of retention programs.
That’s the problem with the emerging crop of visual resumes: they take longer to digest, they drive costs up. Will job hunters love them? Undoubtedly.
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