Paul Hebert is a founding member of the HRExaminer Editorial Advisory Board. As the Managing Director and lead consultant for I2I, an influence consultancy, he guides companies in their alignment of the behavior of their employees with the goals and objectives of the company through incentives and rewards. Full bio… You Have to Know Where […]
Like cramming for a math final after skipping the class all semester, the active job hunter is faced with a sea of conflicting number one priorities, often without the resources required to effectively fill in all of the blanks. Clarity about the next step, self-confidence (in spite of whatever prompted the need to shift jobs), an orientation of accomplishment and a clear sense of “What Do I Want To Do” are the most basic components of this standard recipe for a nervous breakdown. That’s right, people who are actively looking for work tend to be scattered and faking it. Otherwise, the layers of embedded conflict would eat them alive.
This is a detailed look at the mechanics and consequences of the job advertisement. The Job Ad is the fundamental element of Recruiting Transactions and the baseline for building a quality workforce, a solid candidate pipeline and the raw material for solid Workforce Planing and Talent Management
Heather Bussing is a California attorney who has represented employers, unions and employees in every aspect of employment and labor law including contract negotiations, discrimination and wage hour issues. While the courtroom is a place she’s very familiar with, her preferred approach to employment law is to prevent problems. Full bio… Why At-Will Employment Isn’t […]
Gamification 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. As the Software as a Service (SaaS) model shoves success metrics off on the customer, new and exciting approaches to getting user level buy […]
Marriott’s online game is a turning point. The fact that a company would find it interesting to deploy a game for the exclusive purpose of employment branding tells you everything. The entire question of who makes and delivers software and for what purpose has radically changed.
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. As the Software as a Service (SaaS) model shoves success metrics off on the customer, new and exciting approaches to getting user level buy in will be trotted out. You can bet that gamification is going to figure prominently in the misguided attempts to automate stakeholder commitment. Beware.
The recent LinkedIn API dustup (they blocked Monster, Branchout and a host of others from using ‘their data’) and Facebook’s decision to limit the exporting of Friend data are gearshift moments. They indicate the realities of the future of social media.
Just as I hit the pothole in front of the shuttered Borders, the Radio newsflash says that Amazon is canceling the associates program in California. The notice was abrupt and instantaneous. What’s the impact on employer branding?
“Hiring managers face a dilemma similar to coaches: Should you hire someone who’s really good at one particular thing – or someone who is more of an all-around player?” This guest post from Auren Hoffman shares his insights and experience as the CEO of Rapleaf and an Angel Investor.
Recent Comments