Assumptions about the boss, the CEO, or your hiring manager could be stifling your recruiting effort. “We were meeting with a client to discuss a new search. As we walked out, my new Project Manager looked at me in amazement. “I can’t believe you said that to their CEO!” – Bob Corlett
In Technology and Recruiting John Sumser asks if you can tell the difference between new recruiting technology and pornography. Gamification discusses the coming wave of nonsensical HR games. Alex the Benefits Counselor finds John pleasantly surprised to discover an interactive tool that establishes a new benchmark in benefits administration. Make sure to stop by and see John at SHRM next week where he’ll be moderating a number of panels in the blogger’s lounge.
Read these stories in the HRExaminer Weekly Edition.
This year at SHRM, I’m moderating a number of panels in the bloggers lounge. Stop by. There will be streaming Video.
Most software products and services are developed in the absence of clear understanding of the customers. That’s a good part of why technology adoption rates are so low in practice.
Most recruiters are trapped, frozen in place, unable to innovate. Simple problems become unsolvable because of the corporate power structure.
Technology does not make recruiting easier. It makes it better and more precise. Great tools increase the level of detail that can be managed.
With the possible exception of a strange exercise offered by the OD department, few employees smile when they think of HR. Between administrivia, Employee Assistance, payroll, training, recruiting, referral programs, absence management and the rest of it, HR has the very tough job of explaining and implementing infrastructure.
HR Examiner Weekly Edition v 3.24 June 15, 2012 The Limits of HRGovernment regulations intrude into many aspects of organizational life and employee relationships with each other and the company as a whole. Read Now » Why Conventional Wisdom Isn’t by Susan StrayerMy three degrees and fifteen years of work experience in HR shouldn’t drive […]
Government regulations intrude into many aspects of organizational life and employee relationships with each other and the company as a whole.
My three degrees and fifteen years of work experience in HR shouldn’t drive the decision to hire me. But they do influence how I answer a question or think about the problem you’re trying to solve.
Given the opportunity to personify the stated values of the company, the SuccessFactors team choked and did what most organizations usually do.
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