Tag Archive | "Human Capital Management"

With the hiring market showing signs of life and the war for talent heating up, it was time to turn the tables for an honest look at the top lies recruiters tell candidates. Obviously, these statements are often true and crucially important when communicating with candidates. Most recruiters are honest and upfront with job seekers. Largely caring and committed, recruiters really care about every candidate. The bad news is that many of the most common put offs, while usually well-intentioned and largely innocuous, are as integrated with the recruiting process as applicant tracking systems. The good news? Avoiding these “worst practices” instantly translates into observing best practices, an improved candidate experience and an easy win for your employment brand.

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With all the noise, with all the new tools (it’s not just Twitter and YouTube anymore), with all the organization attention being paid, why should an executive enter into the world of social media – beyond their personal LinkedIn account and FaceBook page?

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In the convoluted knowledge economy in which we work, organizational psychologists are not alone in being misunderstood. Very few of us have the sort of job that has “When I Grow Up” name recognition and familiarity. Sure, I get what a police officer and ballerina do, but what the heck is an “optical illuminator enhancer?” In my efforts to help people understand the roles of an organizational psychologist, I have broken it down into three verbs…

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Last week The Aberdeen Group concluded its annual Human Capital Management Summit in New York City; check out #hcm2011 on Twitter for a recap of the conversation.

The participation and support shown by the members of the Human Capital community ensured this event truly lived up to its billing as a ‘summit,’ in the most literal sense, defined by Webster’s as “the topmost level obtainable.”

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Monster spoke with employee wellness and benefits communication expert Fran Melmed about the Core Conversation she’ll co-facilitate with IDEO’s Aaron Sklar on Tuesday, March 15 at the 2011 SXSW Interactive Festival. Titled, “Employee Wellness: Farce or Untapped Potential,” Melmed offered a sneak peek about what to expect from the conversation in Austin as well as a primer on what HR and executive leaders who can’t make it to SXSW need to know about this often overlooked, but critically important, facet of effective human capital management.

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Business intelligence (BI) has exactly the same objective as the employment selection process: interpreting past data to forecast results and drive business decisions. In the case of recruiting, that decision, based on all data available, involves making the best hire possible. Most talent organizations don’t know if they’ve met their objective until months, sometimes years, after making a hiring decision. Business intelligence, however, allows HR organizations to assess quality of hire before an offer’s even extended. And it’s my belief, for a company to win the war on talent, leveraging BI is as fundamental as interviewing or collecting resumes.

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As the business climate continues to shift, so too does our industry’s professional and competitive landscape. This RecruitFest! session featuring Master Burnett and Susan Burns focused on resourcing talent organizations for sustainability, innovation and competitiveness, and what recruiters must do to deliver value and ensure the continued viability and development of the talent function…before it’s too late.

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To plan for the predicted talent exodus, many employers are reintroducing financial-based incentives such as merit increases and matching 401(k) contributions, but according to Monster’s newest global poll, direct compensation isn’t always the bottom line when it comes to retaining top talent.

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There’s an old saying that great minds think a like. Here’s another one: One of those minds is redundant. Do we really need two people who think the same way looking at the same problem?

In an earlier post, I talked about diversity being a secret business driver of competitive advantage. A diverse talent base is an excellent source of strength that can help shape strategy, attract new customers and increase revenue.

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