2011 Global HR Interview Software 
Strategic HCM
MAY 20, 2012
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 Gamification - thats the name of the game HR. Interviewing Ryan Blair at the Economist’s Talent Management Summit. HR Performance 2012. Middle East HR Summit. At ‘lunch’ with Drive Thru HR.
Strategic HCM
DECEMBER 10, 2012
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 In the meantime, resources of HR departments are drained, and further complicate the task of finding, identifying and recruiting highly qualified candidates. Applicant Tracking System. Social Recruiting Tools.
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Strategic HCM
NOVEMBER 1, 2012
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 I was recently interviewed by HRZone on this topic and you can see the resulting article here (free registration required, and worthwhile). Technorati Tags: HRZone , interview. Labels: HR role. ► 2011.
Strategic HCM
MARCH 26, 2013
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 I think there’s a good few reasons for this, including that: Recruiting is fairly process oriented, with an extensive adoption of traditional technology use. Sure we can use Linkedin and other tools to advertise our jobs.
Strategic HCM
JULY 2, 2007
and social networking tools Any of the topics dealt with in my blog, [link]. roundtable) , Pan European HR Forum , Brussels, Belgium, May 2011 The social business – what it is and how HR, Enterprise 2.0 conference, Santa Clara, US, November 2010 HR Beyond Compliance Panel , Enterprise 2.0
Strategic HCM
MAY 3, 2012
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 HR Performance 2012. Middle East HR Summit. Interviewing Ryan Blair at the Economist’s Talent. At ‘lunch’ with Drive Thru HR. ► 2011. Global HR. (81). ► May.
Strategic HCM
MARCH 19, 2013
23 HR Most Influential UK Thinker 2011. 1 global online influencer in talent management. #6 Hiring committees vs individual hiring managers, may talk up to five Googlers (based on analytics pointing towards optimum number of interviews). Double blind interviews (neither m or e know whether manager was high performing).
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