Via Scoop.it – Quantified SelfThis is a volunteer project by people who regularly attend Quantified Self meetups. It’s an attempt to gather information about tools and software that people use to measure themselves. If you haven’t followed the trend, self-measurement is rapidly taking its place in wellness, fitness and health-care programs. Being rigorously aware of […]
I was talking with a colleague about the buzzword problem in HR Technology. Most of HR is discussed in a jargon that has been slowly evolving since the first personnel departments emerged during the depression. As technology began to penetrate the HR Marketplace, buzzwords became a feature of product marketing. As a result, the language is getting sketchier and meaning changes too fast for anyone to be able to agree on anything.
Read this week's HRExaminer » Failure is underrated "Failure is the foundation of success; success is the lurking place of failure." What Lao Tzu meant is that success creates a set of blinders that make you extremely vulnerable. Success is the single greatest predictor of failure. Meanwhile, forward progress depends on experimentation which understandably has […]
For all of the noise, Social Technology is slow to enter the HR Marketplace. After all, LinkedIn is nearly a decade old; Facebook is 7; and Twitter is 5.While there are legions of trainers who purport to show how to use collaborative communications tools in organizational settings, there is little real progress in standardization. Armed with Twitter, Facebook, LinkedIn, RSS Feeds, Slideshare and a host of other accounts, most of the news is the heavy breathing of early adopters.
What Lao Tzu meant is that success creates a set of blinders that make you extremely vulnerable. Success is the single greatest predictor of failure. Meanwhile, forward progress depends on experimentation which understandably has a large failure rate.
Hiring and Keeping the Best People is a standard goal in most organizations. Identifying key talent and promoting them is such a core part of conventional wisdom that we take it for granted. Most leaders aspire to be surrounded by trusted colleagues who are well seasoned and deeply experienced. When this idea spreads through an organization, it is called "Retention". In a harsher light, it is the essence of cronyism and featherbedding.
It's happening all around your company all the time. THE EXPERIENCE. We call them candidates but they're strangers with first impressions and the keys to our future. Read more in this week's HRExaminer » Candidate Experience In 2003, I launched a small endeavor called "CandidateVoice". The idea was to audit websites based on their ability […]
In 2003, I launched a small endeavor called “CandidateVoice”. The idea was to audit websites based on their ability to deliver a sound experience for each candidate who visited the employment section of a website. What’s happening with Candidate Experience now?
When job hunters are given the opportunity to examine endless opportunities, what do you think they do? Truth is that after about a dozen thorough readings of job ads, they revert to skimming. The web actively encourages this approach…it’s a skimming medium. Following a skimming phase, the job hunter reverts to reviewing opportunities briefly and punching a resume button in response. It’s extremely Pavlovian.
The world of referrals is changing rapidly. What used to be the province of personal relationships and intimate references is becoming a transactional marketplace for contact information. The notion that executives think this is the best source of new employees is balderdash.
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