The cheerful exterior to management sponsored “fun” is swell in theory, but new research has indicated that the fun theory is not all it's cracked up to be, and can camoflage internal issues that management may not be aware of.
As HR departments wade cautiously back into hiring mode, they're throwing out their old playbooks. Rather than sift through mounds of online applications, they are going out to hunt for candidates themselves. "We need to reach candidates earlier, before they're being pursued by competitors."
Does your organisation have a mentoring programme? What has this programme helped your organisation achieve? This article looks at the statistical side of mentoring and how despite best intentions, more often than not the age-old issues are still there.
A recent survey by Harris Interactive/Plateau Systems furthers the case for proactive sourcing given the significant result that while "most people are generally satisified with their current job," 74% would move if the right opportunity presented. This, therefore, presents the consideration that very few of that 74% would be actively looking for new work; but could be the ideal talent your organisation is after.
"If there is one thing that is pretty obvious as the US slowly crawls out of the recession, it’s this: quite a few workers are ready to bolt for a new job if the right opportunity presents itself."
"After all the horrible weather that we had this winter, a 70 degree March Friday changed the attitude of almost everyone on the streets of New York City. Everyone seemed to sparkle as they walked the streets." This article is cheerfully optimistic, analogising talent management with the production of a spring garden.
The challenge of getting employees engaged requires far more than just strong will power and talent. It requires insight -- strategic, psychologically sophisticated insight based upon a deep understanding of what truly drives humans to change the way they behave, day to day. Here are five successful strategies for spurring employee engagement.
"The Minister of Women’s Affairs Hekia Parata has applauded an initiative by the Institution of Professional Engineers New Zealand to encourage more women into engineering.
The Institution of Professional Engineers ( IPENZ ), along with officials from the Ministry of Women’s Affairs, has developed a business plan which aims to increase the number of women in engineering." (Continued...)
The Australian unemployment rate stood unchanged at 5.0 per cent seasonally adjusted in February, as announced by the Australian Bureau of Statistics (ABS) today. This is despite increased unemployment in Queensland as a result of the flooding, indicating the strength of the economy
'“There is definitely a real need for strong, distinct employer brands, regardless of current economic state,” explains Chris Perry, founder of Career Rocketeer, a career search and personal branding blog. “In the end, the best career matches for employers and employees come down to fit. The employer can quickly identify job candidates who fit their company brand profile, especially when the professionals know their personal brand and communicate it effectively and consistently. Job candidates are also trying to identify employer candidates that provide an ideal fit for long-term career success.”'
While this article was written with the current American experience in mind; the point of the article crosses geographical borders. The "overqualified" candidate can more often than not be a harsh presumption - closer scrutiny of those 'qualifications,' getting to know the employee in question, and thinking broader than just the organisation and the job requirements can lead to a far more mutually beneficial agreement.
"Australian insurer and bank Suncorp plans an office innovation that could kill off the company computer, inviting staff to bring their own laptops and smart phones to work.
"Suncorp is pitching the move as a way of creating a more appealing workplace than an attempt to cut costs, saying it is aimed particularly at the growing number of workers who want the same technology experience at work as they do at home."
As two oil giants - including BP - make it into Lundquist's top three rankings for employer branding, we ask what effect the Deepwater Horizon oil spill had on the sector's reputation as a place to work. (Would never have guessed... RT @JustinMcNeil: #BP ranked high for #employer #branding despite #oil spill - http://bit.ly/fZvVrD)
"At a conference on social media and issues for HR hosted by AHRI last week, approximately a third of the delegate representatives stated that social media was banned from their organisations.
While quantative data is lacking, there are some great case studies of companies adopting social media for internal purposes. ... Other organisations are using new social platforms to support cross company projects and for recruitment purposes."
This article discusses the opportunity that lies within organisational social media and outlines some case studies from companies who have successfully applied strategy for attraction, resourcing and/or retention.
How 'mobility friendly' are Australia's migration policies, and why is it important that businesses stay on top of changing legislation and government direction? Human Capital looks at the importance of immigration education and awareness.