Tag Archive | "corporate culture"

Tweet This week’s 5 for Friday rounds up five stories about the latest trends in workplace culture. Why HR Can’t Innovate. BusinessWeek:“The worst part about effectively useless corporate recruiting is the notion that the best-qualified candidate for a job is the one willing to climb over the most piles of broken glass to get the [...]

The breadth of communications options is similar to the workplace communication landscape. The structure of performance reviews, types and frequency of management communication with employees, as well as accessibility for employees to give feedback to their superiors.

Tweet This week, when top executive Greg Smith announced his resignation in a very public op-ed in the New York Times, critics began to compare his resignation methods to business dealings more akin to the popular show, Mad Men. Human resources leaders may have viewed Mr. Smith’s resignation as an HR retention disaster, lacking all [...]

One of the best investments you can make as a manager, executive, or business owner is in making your employees successful. Companies focused on making their employees happy and successful are more innovative, productive and create exceptional customer experiences. Put simply, happy employees make happy customers. A sure way to make your employees successful is to provide them with consistent, direct and real time feedback. It’s also a great way to reinforce a culture of excellent customer service and keep your employees engaged.

A couple years ago, I thought that social media, at least when it came to HR and recruiting, was an online bubble bound to burst quicker than you can say Second Life. After all, HR professionals tend to suffer from stasis, and that’s slowed the growth of social media somewhat, but not the increasing awareness that we’ve got to do something different to really make a difference.

The perceived shortcomings of Millennials are well documented: we’re know-it-alls, arrogant, pushy, and want to get hired higher up the ladder than the bottom rung we deserve. There’s a perception that social media is the silver bullet for reaching Gen Y candidates and consumers, but paradoxically, these online networks seem to be the launching pad for perpetuating these myths and stereotypes.

Here at Monster, hiring veterans is more than a best practice – it’s a value we live every day. That’s why this Veterans’ Day, we’re featuring some of our own leaders who have transitioned from the military to the civilian workforce – and how their military experience is helping Monster, and its customers, win the war for talent.

Here at Monster, hiring veterans is more than a best practice – it’s a value we live every day. That’s why this Veterans’ Day, we’re featuring some of our own leaders who have transitioned from the military to the civilian workforce – and how their military experience is helping Monster, and its customers, win the war for talent.

One of the topics that has come to the forefront of our industry dialogue and conversation revolves around the emergence of talent communities, and the possibilities they present for employers, brands and job seekers. But while we’ve discussed how talent communities fit into the future of talent, how will they service – and what will they mean – for the talent of the future? Let’s think about what talent communities can do for Generation Z.