2004 CHRO Hiring 
HR Examiner
NOVEMBER 17, 2020
The breakdown of participants looks like: CHRO and Vice President of HR: 30%. Montage Talent (Modern Hire). Over the course of a 90 day period (Ending on 5 September 2019), we collected survey responses from 542 individuals. We used email lists to target HR executives. We did not purchase any responses. Recruiting: 17%. L&D: 9%.
HRExecutive
MARCH 10, 2021
In 2004, Mary Ruberry surprised her family and friends when she departed her HR manager job at Williams Labadie, a Chicago ad agency owned by Leo Burnett, to take an HR position at The Parking Spot—the nation’s largest provider of near-airport parking and transportation. “I HRE : What were you working on before the pandemic?
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HR Daily Advisor
OCTOBER 19, 2016
Today we are covering a session titled “Two Decades, Four Tech Revolutions and Billions of Dollars Later—Why Is Hiring Still So Hard?”. As the title of the session suggests, a tremendous amount of blood, sweat, tears, and money have not improved the hiring game over the last 20 years. there was thunderous applause. How do you see it?”.
Thrive Global
OCTOBER 8, 2021
It was 2004, and I knew nothing about the climate crisis. About halfway through the presentation, I got a private message from one of the people who hired me. I’ve never had a single client hire me because they wanted to be preached to. Employee health and safety are not a stated priority of your CEO, COO, or CHRO.
Visier
OCTOBER 20, 2021
Trent Cotton joined the HR industry in 2004 after working as a sales leader within the financial services industry for eight years. What do you think are the TA metrics that an HR leader or CHRO cares most about? Next, I’d say it’s important to look at “quick quits,” or candidates who leave within the first six months of hire.
Visier
OCTOBER 20, 2021
Trent Cotton joined the HR industry in 2004 after working as a sales leader within the financial services industry for eight years. What do you think are the TA metrics that an HR leader or CHRO cares most about? Next, I’d say it’s important to look at “quick quits,” or candidates who leave within the first six months of hire.
Cornerstone On Demand
OCTOBER 21, 2015
Does that mean your CHRO, the go-to expert on people and talent, might be the best choice when selecting a new president or CEO for your company? Although CHROs are not currently the first to come to mind when organizations look to hire their next CEO, there are several examples of successful leaders who got their start in talent management.
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