Unfortunately, the pandemic has further softened HR to no longer focus on workforce productivity. I call this disturbing trend “the softening of HR” because instead of workforce productivity, numerous soft issues have become the dominant HR issues.

With 14 million losing their unemployment benefits, this December will be flooded with suddenly interested prospects. It will literally be the most lucrative recruiting month. For the first time in memory, a tidal wave of 14 million individuals will all instantly be forced into active job search mode (on a …

A CEO’s call is the top offer closing tool because it makes the candidate feel like they will have a continuing CEO relationship. So, why not utilize the influence power of your CEO when you have a “must-have” candidate that’s working in “an impossible to fill functional area.” This approach …

During all of the confusion during a business downturn, your top employees that are ready to move are going to get a better offer… the only question is whether the offer will come from inside or outside the organization

Loading… Taking too long? Reload document | Open in new tab Download [2.98 MB] Pixabay Increasing Innovation Among Your Remote Workers – Ideas To Try Dr. John Sullivan and Michael Cox After your firm eventually expands its remote workforce to over 50%, anticipate a boost in productivity. Also, expect a …

Note: This “think piece” is designed to stimulate your thinking around the predictive value of a college degree. Seeing college students do dumb things during the pandemic should make employers/parents question student decision-making? And the value of their degrees! Think about it, the same students that recklessly congregate at gatherings …

Corporate diversity has become a top business imperative. Like any accountable business leader with a seat at the table, an HR leader that hasn’t produced diversity results should “fall on their sword” and resign.

Hiring freezes are common during downturns. However, they are often an economic mistake that hurts revenue generation and product development. Their “unintended consequences” are seldom identified, tracked, or quantified in dollars by talent leadership.

After your firm eventually expands its remote workforce to over 50%, anticipate a boost in productivity. Also, expect a painful reduction in innovation unless you take the right proactive actions.

Let me be clear, I am advocating the aggressive recruiting of workers displaced during the current business turmoil. Now, of course, there’s no denying that through no fault of their own, a large number of people are currently having their work and family lives disrupted. Recruiters should realize that they have a unique opportunity to help out. They can offer top talent a better career opportunity.