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'Thanks to Openreq HR-Staffing for sharing today’s great HR infographic consolidating the top 5 likes (and dislikes) people have about HR as measured by 315,000 conversations across the web. Additional kudos to SAP and NetBase for putting together the data behind the infographic and the infographic itself. If you want to follow Openreq, SAP, or Netbase on Twitter you can do so here , here , and here.
'With so many apps out there, how can you be sure which apps increase productivity, rather than take away? It’s a fact, we all spend a significant amount of our time on apps, or online in general. According to a Nielsen survey , in 2013 the average Andriod and iPhone users 18 years of age and older spent 30 hours and 15 minutes using apps! The average number of apps being used per person in this time was around 23.2.
Finding the best talent for your organization isn’t always easy, and in today’s job market, it can be downright difficult. According to Bullhorn recruiting firm’s 2015 North American Staffing and Recruiting Trends Report , 75 percent of the 1,285 agency recruiting professionals surveyed reported a “skills shortage” in the industries they recruit in.
'With the official (online) release of Apple Watch only one day away, the internet is rife with predictions about whether the smart watch will succeed or fail — and how it will affect our lives in the process. Will this device just be one more digital distraction, or will it finally help quell the urge to check our phones every five minutes? As with other personal tech devices, Apple Watch will inevitably become an integral part of the workplace, making questions about its influence on pro
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
'(Editor’s Note: Today’s post is brought to you by our friends at SilkRoad , a leading global provider of cloud-based talent management solutions. They have just launched a new online resource center to showcase research and analyst reports on HR technologies to help HR professionals leverage employee data in business decisions.). Business leaders today are faced with a long list of talent decisions.
We’ve talked about Millennials and the Baby Boomers, but what about the near-forgotten Gen X? These employees have much to give in terms of experience and industry knowledge. The fact that those between the ages of 40 and 49 have the lowest levels of engagement is disconcerting because they are the next (if not current) organizational leaders. As the current leadership of your company, it’s your responsibility to not only understand why they are disengaged but also how to fix the problem.
We’ve talked about Millennials and the Baby Boomers, but what about the near-forgotten Gen X? These employees have much to give in terms of experience and industry knowledge. The fact that those between the ages of 40 and 49 have the lowest levels of engagement is disconcerting because they are the next (if not current) organizational leaders. As the current leadership of your company, it’s your responsibility to not only understand why they are disengaged but also how to fix the problem.
'See below an infographic from Spark Hire (a provider of online video interviewing solutions) sharing 6 tips for using video interviews to enhance staffing success. As always, if you like this infographic follow Spark Hire on Twitter here. And please share your thoughts in the comments section below. Best, Rory.
'The rise in popularity of gamification in the workplace has grown steadily in the past couple of years. Gamification made Deloitte’s 2013 list of Top 10 Technology Trends and the Gartner Group forecasted that 70 percent of Global 2000 Companies would use a “gamified” application or system by 2014. Furthermore, businesses spent $100 million on gamification in 2010 and that figure is estimated to reach $2.8 billion by 2016.
'Having worked in the tech industry for nearly twenty years now, being the only woman in the room doesn’t faze me. But I have to admit, when I became part of the Visier team I was excited to be joining a tech company that serves a female-dominated market. After all, 76% of Human Resources Managers are women, according to 2014 statistics from the US Department of Labor.
'In 2011, a group of online gamers collectively solved a problem in three short weeks that had puzzled scientists for decades: They found the structure of an enzyme that helps AIDS-like viruses reproduce. This communal discovery has become a go-to example that illustrates the benefits of gamification, a trend in which game mechanics are applied to non-game situations to encourage users to behave in a certain, desired way.
The HR industry is changing. Did you know… 1. There will be 4M more jobs than workers by 2033 ( BLS ). 2. For 84% of workers, flexibility is a top priority ( FlexJobs ). 3. 75% of employees have used AI at work ( CFO.com ). It’s time to meet the moment! Use Paycor’s guide to design a blueprint for success.
'Organizations are facing some unique challenges when it comes to talent. The Boomer generation is planning to leave the workforce (or at least transition to part-time or semi-retirement). Companies want to make sure their organizational knowledge and history is passed along to new employees, who will lead the organization forward. This isn’t a short-term process.
'Employers have lots of concepts to juggle. Time-to-fill, return on investment, employer branding, turnover, engagement. Sometimes these concepts bleed together, and sifting through them for the right plan of action can be difficult. But while these concepts can be repeated so often they lose their meaning, when they all click, when those crucial links between ideas are made, they can make for better decision-making.
Thanks to AkkenCloud for this great infographic outlining some of the impacts of the ACA on the staffing industry. It has some great stats (I didn’t know that 95% of employers have less than 50 people), so as always check it out and be sure to follow the author on Twitter here if you like what you see. Best, Rory.
'Recently, a fellow experienced recruiter made a comment to me that I completely disagree with. “Third party recruiters don’t need to be active on social media.” While I greatly respect my fellow recruiter, I believe that social media is one of many valuable tools for third party recruiters. There are 4 benefits to third party recruiters when it comes to being active on social media. 1.
Modern go-to-market teams know it takes more than one email to break through the noise. Multiple touchpoints means more ways to get your pitch right — and, potentially, more ways to be wrong. The good news? Once you know how to write compelling, one-off emails to entice prospective customers, you can easily do the same across a short sequence of emails.
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business advisor and author Ram Charan, and BersinInsights’ “Will HR Lose the Battle Over Analytics?” written by industry analyst Karen O’Leonard, 2015 is a pivotal year for Human Resources as we know it today. The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market.
'Our loyal readers will be thrilled to hear that last week I went on vacation. While I was gone I let my colleagues know my vacation status through the traditional email out-of-office message. "Please note that during this vacation I will not fall prey to certain conditions that often plague the highly connected knowledge worker of the modern workplace—specifically, the idea that, thanks to technology, the modern worker is 'always on' and 'always available' To the cont
'I’ve read a few good posts recently about the need for schedule management. So naturally, I feel compelled to toss in my two-cents. The first one that crossed my desk was from the Harvard Business Review titled “ Your Late Night Emails are Hurting Your Team ”. It’s a very good read and one that managers should spend some time pondering. My guess is we’ve all done it at some point.
'Good performance management can help your employees work at their best consistently, help align their goals with the company’s business strategy, and build better teams through tracking and collaboration. It can give a business key insights into their best business practices , see what works, and what needs to change. Despite these benefits, many businesses have yet to fully leverage it, and many who have aren’t using it to its full potential.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
As I looked at my wonderful wife this week and think about our upcoming anniversary (8 years in June), I wondered about the spouses of other HR professionals around the world. Me and the love of my life–Diet Dew. Oh, and Melanie is there, too. Do all of them realize how lucky they are to have married someone working in human resources? :-) With that in mind, here are seven reasons to marry an HR pro.
'A recruiter’s job is not only to identify top talent and sell that talent on a job opportunity. It is also a very important part of a recruiter’s job to be able to properly present candidate submissions to hiring managers. When you are able to put together a well planned and concise submission, your chances of success are much greater. The first step to making a candidate placement is to get the candidate in front of the hiring manager and you can do that with the right presentation.
'People are often told that they should find a job they love. Unfortunately, circumstances don’t always allow the luxury of waiting for that one dream position. And some people think they’ve found their dream job, only to find that things start to go sour. There are a lot of reasons this can happen: a bad boss, a toxic team, stagnant career growth, or lack of recognition.
'What does success mean to you? An important part of our lives is deciding the answer to this question - what do we strive for, how do we follow our dreams, and how do we know that we're on the right path? If you're looking for inspiration, you can always look to the wisdom of the great men and women who came before us! This infographic is packed with the advice which you can use to build yourself up, brick by brick, into the successful person who you were born to be!
In today's dynamic business environment, HR leaders face immense pressure to optimize costs while maintaining a competitive edge to attract, retain and engage their workforce. Gallagher can help you meet that challenge head-on. Our proprietary data and people analytics platform, Gallagher Drive ® , provides the elevated insights you need to make impactful program decisions that are aligned with your organizational goals and set your strategy up for long-term success.
There are lots of articles about what businesses need to do in order to be successful. The articles talk about developing outstanding products, killer marketing strategies, and focusing on metrics and numbers. It’s true – all of these things are important. But you can’t do any of them without an exceptional workforce. A few weeks ago, I saw a post titled “ Engagement, Retention and Culture now the #1 Issues in Talent and HR.
You’ve begun the venture into the mobile corporate world. Already, the organization’s website and career page are mobile-enabled, but the question is whether or not you’re ready to embark on a mobile recruitment strategy. The truth is, you’re unlikely to find any good reason not to establish a mobile strategy for your recruitment efforts.
I have been thinking a lot lately as I cross the six year threshold of blogging about human resources management. I started this as a tool for the entry level HR pros , but now I also teach about some fairly advanced concepts. One of the things I don’t do enough of is sharing about the community. There are more than 20,000 monthly readers on this site and about 5,000 email subscribers (the numbers still boggle my mind!).
'As a recruiting agency owner, it is important to realize the value a company blog can add to your business. Not only can a blog provide a way for you to reach out to your clients and candidates, but it can also support the fact that your business is knowledgeable when it comes to industry news and subject matter. There are 4 key ways how your company blog can bring value: 1.
Is your business ready for the future of document fraud? AI advancements have made forgery easier, increasing risks for employers. With 85% of identity fraud last year linked to impersonation, proactive compliance is essential. Join WorkBright’s webinar on October 8 to equip yourself with crucial insights for protecting your business from fraudulent I-9 documents, including: Understanding Risks: Learn about new fraud tactics impacting your business.
As Vice President of Workforce Management Practice and Principal Analyst at Brandon Hall Group Mollie Lombardi wrote in this Workforce Planning blog post last year: “Workforce planning is tricky business. Not just because of the complexity entailed in the process, but because if you ask four people what workforce planning is, you’ll likely wind up with five definitions.”.
'It's no secret that our culture tends to prize outgoing, social individuals—both in and out of the workplace—more than the quiet and thoughtful types. But, as authors like Susan Cain have argued recently, introverts bring incredible value to companies, and managers might be ignoring them at their own peril. We talked with Jennifer B.
'Sometimes it’s easy to think that our own profession is the only one under the microscope. I know when it comes to human resources, I’ve seen more than my fair share of the “I Hate HR” type articles. The other day, I saw a post titled, “ Traditional Marketing is Broken ” and for a moment I was relieved. Certainly not because the author was saying that marketing function is broken but because the business changes being demanded of us impact every function and every level of the organization.
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