Part One | Part Two | Part Three | Part Four THE FUTURE OF INDIVIDUAL HR DEPARTMENTS Having established the principles that will guide the shareholder aligned future of the HR function overall, it becomes clear that a majority of the traditional transaction oriented HR departments will be incapable of …
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Making Your Employee Referral Program Work Smarter — Follow-Up Questions And Answers, Part I
The performance gap between the very best employee referral programs and the typical program is growing dramatically wider each day. Benchmark organizations dedicating resources and formally managing their programs are very close to producing 50% or more of all external hires from their programs — nearly double that of the …
Read More »The Steps of the Recruiting Process … and How to Identify Failure Points
The 19 Steps in an Effective Recruiting Process In this section I’ll list each of the 19 distinct steps in the recruiting process, as well as the primary goal and the common cause of failure for each. Step #1 — Determine your ideal recruiting target — the goal of this …
Read More »Authenticity: Assessing Whether Your Recruiting Messages Are Effective (Part 2 of 2)
Examine your social media initiatives using the following checklist. Tally your points to determine how authentic your efforts are. Corporate profile page (4 points) — your organization should have a profile page on each of the major social networking sites that service your target audience, including but not limited to …
Read More »Interact or Your Talent Competitors Will
A more common form of squatting relates to social media vanity URLs, which let you link to your social media profiles in a more user-friendly way. Vanity URLs enable you to replace the gobbledygook (www.facebook.com/home.php?#!/profile.php?id=845862041&ref=ts) found in a typical social media profile link with a handle of your choosing, i.e. …
Read More »Best Practices in Recruiting — ERE Excellence Awards 2010 (Part 3 of 4)
Winner — Ernst & Young As one of the “big four,” Ernst & Young’s thirst for new talent to fill the ranks of its professional service workforce is unending. Despite noticeable economic impacts on their business, Ernst & Young invested as usual, hiring 2,700 new graduates from over 300 of …
Read More »A Think Piece: How HR Caused Toyota to Crash
In any situation where employees fail to perform as expected, investigators must determine if the human error could have been caused by factors beyond the employee’s control. Such external factors might include actions by senior management, lack of adequate information or job training, faulty inputs to the process, or rewards …
Read More »[Webinar] 2010 Talent Acquisition Trends: Q & A on Recommended Action Steps
Prepare action step outlines — it’s not necessary to complete a detailed written plan for every possibility, but you should prepare an action outline highlighting the key steps that you would take for the most likely upcoming events. Develop these steps using if-then scenarios (i.e. if this happens, then we …
Read More »Emerging Talent Acquisition Trends For 2010: Are You Ready for a Roller Coaster? (Part III of III)
Action steps for handling the power shift There are four primary action steps that you should consider when the competition for attracting and retaining talent once again becomes intense for your organization: Jugaad is now required: The intense competition for candidates that occurs in a war for talent, coupled with …
Read More »Emerging Talent Acquisition Trends For 2010: Are You Ready for a Roller Coaster? (Part II of III)
2010, A Year of Turmoil and Churn in Business and the Economy The first group of talent acquisition trends will be driven by shifting economic and business cycles. The development of a global economy and the emergence of an expectation among business leaders and customers for continuous, rapid, and dramatic …
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