Virtual HR Unique is the new normal. Each and everyone of us is somehow persuaded that we are the ones who are living outside the mainstream. Our little customized universes are separate from and better than. This is the new universe. Even though it is still primitive, we are able to radically customize huge swaths […]
In The Know v1.31 Five links for thinking about the Future of Work Steve Jobs In Concert Rental, Streaming, Subscription. That’s the model for digital rights management unveiled by Steve Jobs yesterday. It’s the future of music, video, books and other content. It’s the future of hirer-worker relationships. Some compensation, some variable pay, some licensing, […]
Much of what passes for social recruiting is neither social nor recruiting. The high value pieces of the recruiting process involve judgment, assessment, selection, evaluation, interaction and conversation. Most internet eased recruiting tools don’t do much more than publicize opportunity and collect data.
Ultimately, the recruitment advertising model is going to change. Job ads, regardless of the setting (your website, a job board or in the flow of social media) have a very low conversion rate. As other methods mature, the generation old practice of matching traffic with opportunity will give way to better targeting. It’s not clear whether any of that evolution will have a meaningful social component.
And then Le Viet showed me WorkFor Us. (TechCrunch covered it about 60 days ago) WorkForUs is the simplest and most proper of things.
You know all of that fuss about social Recruiting? You’ve got to admit that there’s a lot of fluff and not much substance. Everyone is so busy trying to figure out the meaning of life that they seem to have overlooked the simplest thing: a repeatable interface that stands in between a fan page and the ATS; a simple application process; the fundamental recruiting tool.
Read The Weekly HRExaminer v1.30 Now Feature | Looking for Talent We know all too well that today there are real problems and challenges in society, companies and HR. But is the glass half full or empty? With great challenge comes great opportunity and that’s what we’re talking about this week at HRExaminer. We start […]
In The Know v1.30 Still More HRXformation Five links to improve your view of HR Transformation We’re in a challenging time. Seeing the present is as difficult as seeing the future. The rules don’t seem to be operating properly. This week’s links will stretch your thinking about the future of the Internet, the role of […]
In those three short years, I have come to understand that jobs are a part of the problem. The whole employment notion, handed down from feudal practice, creates a nagging sea of entitlement. Today, the wasting resources are hanging on to the payroll and the hope that they will one day be able to afford their home.
Great talent management and optimization ought to focus on creating independence and self-determination. In any company, employees who poses those things are the most impactful. Talent management that doesn’t address the impact of the economy on the workforce is a Pollyannish exercise.
Far too often, HR Leaders who express their objectives in the few things that they can control lose sight of the rest of the business. It doesn’t matter how fast or slow you hire people if you are hiring the wrong people or even the right people for the wrong business segment.
There are many, many ways that HR can be the generator of massive transformation and huge economic success. It’s just that none of those things involve doing HR faster, better or cheaper. They all involve applying smart Human Capital planning and practice to the business.
Great HR makes money.
Read The Weekly HRExaminer v1.29 Now Feature | Transformation Week We know that all things change, it’s the only constant in business. But what the heck are we supposed to do when we’re trying to steer the transformation of an HR effort? Is it easier with a plan, do we need outside help, is there […]
Thinking about the potential for change for and by HR.
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