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Recruiting’s Blunder of Epic Proportions: Ignoring Mobile

by Dr. John Sullivan and Master Burnett It’s 5:30 a.m., and Joe McHenry, a 36-year-old international tax manager who works in New York City, wakes up, checks his e-mail, Facebook, and Twitter activity from his smartphone all before getting out of bed. By 6:45 a.m. he’s dressed and walking to the train station for his 40-minute commute into the city. …

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Talent Management Lessons From Apple… A Case Study of the World’s Most Valuable Firm (Part 3 of 4)

Want to impress your CEO? Few CEOs wouldn’t mind having the innovation track record of Apple, so there is probably no quicker way to become an “instant hero” then by learning how Apple’s talent management practices have contributed to its success and applying those practices relevant to your organization. In this installment of the case study, we’ll look at internal …

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Talent Management Lessons From Apple … A Case Study of the World’s Most Valuable Firm (Part 2 of 4)

In Part 2 of this case study on Apple’s talent management practices, I look at its approach to innovation, compensation, and benefits, careerpathing, and online recruitment (its career site). Some approaches discussed are unique to sub-factions within Apple, as would be expected in any organization of significant size. It’s also quite rare for organizations that design, manufacture, and sell through …

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Talent Management Lessons From Apple: A Case Study of the World’s Most Valuable Firm (Part 1 of 4)

This past August Apple became the most valuable corporation in the world based on market capitalization, surpassing every firm in the technology industry and every other industry! As a consumer products company, its prolonged growth spurt is even more amazing because it has continued through economic times when consumers are reluctant to spend what little they have. Considering that Apple …

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The Complete List of Employee Referral Program Best Practices (Part 2 of 2)

In Part 1 of this series, we looked at the first 35 of 70 exceptional employee referral program features. This episode continues with 36-70 and covers features related to program responsiveness, communications, special needs/populations, technology, and process management. V. Program Responsiveness Features Being responsive to those who refer and the referrals they submit are critical features that drive program loyalty, participation, …

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The Complete List of Employee Referral Program Best Practices (Part 1 of 2)

I strive to be the world’s foremost champion of employee referral programs. As a thought leader in this field for more than 20 years, I have had the opportunity to assess and research hundreds of corporate ERPs, and most are pretty dull. Too many organizations task management of the program to a loosely organized committee that rarely invests the time required …

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A Low Turnover Rate Could Mean That You Have Ugly* Employees

Most executives assume that low employee turnover is an indication of great management. While that could be the case, there are many other reasons for low employee turnover, not all of which are good. For instance, it could indicate that talent competitors find little value in the people that comprise the organization: they simply are not desirable. Turnover Rates Are …

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Lessons From The Murdoch Scandal — HR Must Monitor Employee Behavior

This public trust is our Company’s most valuable asset: one earned every day through our scrupulous adherence to the principles of integrity and fair dealing… Each of us has the power to influence the way our Company is viewed, simply through the judgments and decisions we each make in the course of an ordinary day. — from News Corp’s code of …

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The 25 Irrefutable Laws of World-Class Corporate Recruiting

It’s hard to build a world-class corporate recruiting function without a comprehensive list of the principles that define a top function. While tips on being a good recruiter are available in abundance, there is little written that focuses on the undocumented principles that separate merely average functions from those that truly deliver. Based on my observations in the field over …

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