Tag Archive | "Talent Management"

These days, status firings have become downright common. From CNN editors and waitresses, to hospital employees and, yes, even pieorogis, it seems no one is immune to being shown the door over a post that doesn’t sit well with their boss.However, despite the increasing number of dismissals related to social media, most have remained internal matters between employers and their staff.

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.

Here at Monster and Military.com, our ultimate goal is to get veterans to work in meaningful jobs that put their hard-earned skills to work in a civilian setting while giving employers access to a pool of largely untapped and highly valuable talent. Our just-released Veterans Talent Index more than supports the notion that veterans bring a unique set of skills and added value to the employers that hire them. Employers we surveyed overwhelmingly agree that hiring veterans just makes good business sense – nearly all (99%) employers who had hired a veteran felt their work experience was about the same or much better than non-veteran workers. Of that, 69% of employer respondents felt that veteran workers perform their job functions ‘much better’ compared to non-veterans.

As HR and recruiting professionals, we are constantly looking for “silver bullets” when it comes to hiring. We’ll pretty much try and do almost anything it we think it’s going to bring our organizations better talent. This is why I’m perplexed at the one huge miss most organizations are not fully invested or under-utilizing when it comes to talent acquisition: hiring veterans.

Jobs, the economy, and change make the headlines every day. Whether you call it The Great Disruption or The Big Shift, the flow of opportunities and changes in our global economy is forcing companies and individuals to spot opportunities faster and adapt to trends more quickly than they ever have in their lifetimes. Some become disgruntled, others thrive finding new ways. I recently interviewed author Lois Kelly about her research on good corporate rebels, those people who feel more comfortable creating change than fighting against it.

I know many of us in the industry are writing about their experiences at the HREvolution and HR Technology conferences in Las Vegas. It was a much larger conference overall than I initially anticipated. I can say one thing with certainty – I already look forward to returning next year. Everyone’s trying to distill the experience down to a word or, at most, a bullet list. I’ll likely forgo that effort.

Here in the U.S., Labor Day means many things: a celebration of the American worker, the end of summer vacations, kids heading back to school, and a renewed focus on the jobs we have – and the jobs too many of us don’t have. In today’s edition of the Wall Street Journal, you’ll see a full page ad from Monster reminding us all that for the millions of people looking for work, and the countless employers looking to hire, Labor Day doesn’t happen once a year.

Given the increasing complexity of the world in which we live, and the demands placed upon leaders, most modern theories of leadership are holistic in nature. Being the baseball fan that I am, I like to think of leadership in terms of five tools. Just as a five tool player can run, hit for power and average, field, and has a strong arm, a five tool leader is possessed of all that is required for holistic excellence.