Top 100 Influencers in HR v1.68: Lisa Rowan
Lisa Rowan is one of the two or three primary reference points in the analyst landscape. Plainspoken and rooted in common sense notions, Rowan’s history is laced with the foundations of HR automation. She views enterprise technology with the wizened eye of someone who has been in […]
While the primary education and trade associations of the HR Industry have continued to focus on industrial era competencies, cutting edge technologies, outsourcing and massive data flows are changing the working reality for HR Pros. Today’s effective HR Department is considering the use of predictive analytics, increased vendor usage and the integration of more automation. That means that each member of the much smaller HR operation is responsible for getting much more done.
Influence Reconsidered Influence is part reach and part focus. Although some commentators suggest that influence is the ability to cause things to happen, the reality is more subtle. Power is the ability to make things happen. Influence is the capacity to increase the likelihood that something will happen. Can you see the distinction? Power is […]
As an HR leader, you’d better have an opinion on the question. If this is structural unemployment, you may have a recruiting problem of serious import. If it isn’t, you can just wait for the tide to turn. Here are five links to spark your thinking on the subject.
Read The Weekly HRExaminer v1.31 Now Human Machines | Feature The hangover from the industrial revolution still exists in the HR department. Humans are machines to be procured (hired), programmed (trained), controlled (managed), optimized (incented) and terminated (fired) to produce our desired output (profit). Editorial Advisory Board Member Paul Hebert says a whole new operating […]
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.
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… Just as the manufacturing-focused company […]
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.
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