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.
It is impossible to fly by the seat of your pants when there is no indicator that one is even airborne. For those of us who are used to winging it when there is insufficient data to chart the course, measuring results from social campaigns provides a rude awakening. Unable to pace internal adoption with the dizzying rate at which the social web proliferates, escaping the gravitational pull of a world in a state of perpetual beta can consume more time and effort than staying in the game. Besides, where else can you get your emotional needs meet with 140 characters or less?
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?
With a non-compete agreement, each state has its own unique laws and rules about whether, when and to what extent a non-compete agreement is enforceable. Find out if your non-compete agreement is enforceable.
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.
Who are the people managing the conversation in Talent Management? This week we unveil the Top 25 online voices that are achieving reach, resonance and relevance in Talent Management. Read more in this week’s HRExaminer » Top 25 Online Influencers in Talent Management (v3) On Wednesday we published the third version of our list, The […]
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