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Who Are the 5.6 Million Who Work in HR & Recruiting? - Blogging4Jobs HR, Recruiting, Social Media Policies, Human Resources, HR Technology Blogging4Jobs

Who Are the 5.6 Million Who Work in HR & Recruiting? - Blogging4Jobs HR, Recruiting, Social Media Policies, Human Resources, HR Technology Blogging4Jobs | HR | Scoop.it
Learn more about marketing, selling and working in HR and Recruiting industry.
Pairin's insight:

Ever feel misunderstood? And no, not in the 90’s-pop-song-lyric kind of way, but in the way that no one seems to understand HR and what you do.  (I think this is where we say, “We get you.”) Some people truly think HR is a type of sales position. How little they know. To make things more confusing, U.S. Bureau of Labor statistics lump 5.6 million people into the HR category. Well, we know better. HR is not sales, and it’s not simply recruiting. Here is what it really looks like to work in HR. 

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20 Good Reasons Why December Is a Great Month For Recruiting

20 Good Reasons Why December Is a Great Month For Recruiting | HR | Scoop.it
If you work in an office, you realize that many times the Christmas season can be a less hectic and even a slack period. In most cases everyone -- including recruiters -- gear down and …
Pairin's insight:

December – a month known for slower working patterns, extended PTO, colds (or claims of having them) and enough holiday treats in the kitchen to feed a small country. It’s also known for slower recruiting, but should it be the opposite? Along with January and June, December is actually a prime recruiting month and should be viewed as a golden opportunity. It’s the time of year when employed prospects finally have free time to reevaluate their current work and life situation, plan for the future and consider a new job. And who wouldn’t want to take advantage of moments where other companies are idle? Take the opportunity to give your company the best present ever – a top recruit, of course.  

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Survival Tips for HR Departments of One - TalentCulture - World of Work

Survival Tips for HR Departments of One - TalentCulture - World of Work | HR | Scoop.it
How can one person successfully juggle multiple HR responsibilities? Suggestions from a professional who has made it workRead More
Pairin's insight:
Flying solo (within your department) can be quite freeing—no comparing ideas with other colleagues, the liberation to carry out responsibilities in a way that works perfectly for your personality and work-style and—let’s be honest—no “friendly” competition that never actually ends up being friendly. However, manning the HR department alone is no easy task and can make supporting staff seem like a luxury fit only for HR kings and queens. One-man HR teams aren’t uncommon, though, so the sage advice from those who have taken that journey before us is plenty. This article offers four wisdom-filled (but surprisingly simple) survival tips to help you keep running your HR show like a star.
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What Drives Social Influence? Insights From Recruiting Circles - TalentCulture - World of Work

What Drives Social Influence? Insights From Recruiting Circles - TalentCulture - World of Work | HR | Scoop.it
What does it take to influence others on social media? An analysis of top recruiting influencers reveals some helpful answersRead More
Pairin's insight:
Get with the times, people. Facebook is so Q1 2013; Twitter is where it’s at (for recruiters, at least). But how do you create a real presence on this platform?  With some HR influencers touting over 100,000 followers and averaging over 50 tweets a day, entering the Twitter-verse can be intimidating. But let’s remember that every recruiter on Twitter started out with one follower and one tweet. Every good thing takes time (and lots of 140-character thoughts worthy of the viral retweet), so start with the basics and don’t stress if your following doesn’t reach triple digits overnight. Read on to see how you can become a #twitterinfluencer.
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Finding Your Career Passion — It Takes Listening to Your Heart

Finding Your Career Passion — It Takes Listening to Your Heart | HR | Scoop.it
“When you follow your passion, success will follow you.” When I heard that statement, I looked up at the TV. Not really being a TV person, I normally leave it on for background noise. As …
Pairin's insight:
“Don’t think about so much about it.” Aren’t those often the very last words you want to hear when you hear them? Mostly because they often have the adverse effect, causing you to move from thinking about said thing to wishing you could stop thinking about said thing. But how true it is that ideas do not come from searching and thinking and trying desperately to force them into existence. More often than not, they come without intention and maybe even an element of surprise. This is also true—possibly more so—for finding your passion. Here is where the heart decides. As this articles so eloquently states, “The constant quest for finding [our passion, our big ideas] by thought will never happen.”  
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Hiring Wisdom: Should We Be Hiring For Experience, or For Attitude?

Hiring Wisdom: Should We Be Hiring For Experience, or For Attitude? | HR | Scoop.it
Skim through the help wanted section of any job board and you’ll find about 95 percent of the ads have one word in common: “Starting wages based on experience …” “Looking for …
Pairin's insight:
Now  here is a big message that comes in a small package. So much is said in so few words (for anyone in the communications industry, at least). Take a look at any job posting and/or ask any HR professional what is important in a candidate, and you will find one word consistently throughout: experience. Experience is good—and many times necessary—but there is something wrong with the assumption that experience automatically ensures a person is good at a certain type of work. It’s an even bigger mistake to assume it means they enjoy doing it (can’t we all attest to that?). The truth is, attitude is key. If we’ve all heard it once, we’ve heard it 100 times: Attitude is everything. And it’s just as true now as it was the first time around.
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Action Steps You Should Be Taking to Re-Recruit Your Top Employees

Action Steps You Should Be Taking to Re-Recruit Your Top Employees | HR | Scoop.it
Second of two parts Editor's note: For Part 1, see 6 Reasons Why You Need to Work Re-Recruiting Your Own Employees The concept of re-recruiting is pretty simple: You apply the tools and …
Pairin's insight:
A while back we shared an article that explained why recruiting is like dating. Let’s go back there for a minute. Say a guy works really hard to get a girl’s attention. After weeks of subtle (or not-so-subtle) hints and romantic gestures, the two start dating steadily. Does the guy stop trying to build and maintain the relationship just because he finally got her? Of course not! (Side note: If this sounds like your relationship, you may need to reevaluate.) The same goes for recruiters and employees. This article shows that the concept of re-recruiting is fairly simple: You apply the tools and strategies of external recruiting to your top current employees. Don’t let another employer “woo” your top talent; be proactive and give them a reason to stay.
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A Critical Quality You Want in Your Employees? It’s Inquisitiveness

A Critical Quality You Want in Your Employees? It’s Inquisitiveness | HR | Scoop.it
“I want to buy a flip phone; I do not want one of those new phones. I do not text because it gives you carpel tunnel syndrome. I can’t be bothered to use that GPS system [even though he …
Pairin's insight:

It’s 2013 people, and it’s time to embrace our ever-changing, ever-evolving world. Challenge things. Ask questions. Some people call it nosy; we call it being a good employee. Isn’t that what we want in our companies, after all? People who are analytical, probing, interested, inquisitive. People who will take our companies to new places. People who echo our very own Albert Einstein, “I have no particular talent. I am merely inquisitive.”

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It's Okay To Make Mistakes At Work

It's Okay To Make Mistakes At Work | HR | Scoop.it
You're not doing your job right unless you are making some mistakes.
Pairin's insight:

Mistakes: everyone makes them and wishes everyone else could just forget about them (don’t hold your breath). But, as with all things in life, it’s not about how we act but about how we react. We are bound to make mistakes—read about the 25 worst in history here—but the key is to recover. For us in HR, this is often learning from the hires we have to fire. This article puts it perfectly: “How quickly you rebound sets the stage for how quickly you can course correct.” Bottom line: come to grips with the occasional mistake and learn that you can only get better from there. Don’t you feel better already?  

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5 Ways to Help Fix the Employee Engagement Blues

5 Ways to Help Fix the Employee Engagement Blues | HR | Scoop.it
True fact: as the weather gets drearier across America, so do workers' levels of engagement. How do you increase employee engagement? In fact, according to a recent Gallup poll,only 30 …
Pairin's insight:

Well, it’s that time of year again; temperatures are about to drop, and apparently so is employee engagement. When disengagement is presented as an “emotional” issue, employers are more likely to see it as a personal problem. But let’s take into consideration that estimates show this disengagement costs U.S. companies close to $500 billion a year. Suddenly we have a problem on our hands. While the economy deserves a fair share of the blame on this one, it cannot be held solely responsible. It’s time for businesses to acknowledge their roles and maximize their people, which will then maximize performance, which will then maximize profit…you get the picture. Don’t know where to start? Here are five ways businesses can work to increase employee engagement.

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How Google Uses Data to Build a Better Worker

How Google Uses Data to Build a Better Worker | HR | Scoop.it

Googlers maintain a firm belief that insights from data can systematically improve performance and leadership within the company’s ever-growing empire.


Via Andrew Spence
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Andrew Spence's curator insight, October 13, 2013 3:43 PM

There is far too much hype in HR around Big Data.

HR need Big Hypotheses, not Big Data.

Great to read how Google starts every People Operations project with a question to answer.   And, over the last half-dozen years, the analytics team has produced significant insights that have:

  • helped limit the number of interviews required (company analysis showed that more than four interviewers didn’t lead to higher quality hiring),
  • revealed the optimal organizational size and shape of various departments,
  • shown how to better manage maternity leave resulting in a fifty percent reduction in defections,
  • created on-boarding agenda for an employee’s first four days of work that boosted productivity by up to 15 percent
  • and produced an algorithm to review rejected applications (Google gets over two million applications every year) that has helped the company hire some talented engineers its screening process would have otherwise missed. 
Tony Brugman (Bright & Company)'s curator insight, November 15, 2013 3:06 AM

Valuable Lessons Learned about getting to better HR effectiveness through HR Analytics at Google: "The goal is to complement human decision makers, not replace them."

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How I Hire: Pay Attention to the Person, Not The Resume

How I Hire: Pay Attention to the Person, Not The Resume | HR | Scoop.it
Resumes are puff pieces. They’re written by an individual, about the individual. I’ve found that all too often managers get distracted by seeking out resumes that match the job they’

Via Laura Kinnard
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Big Data in Human Resources: A World of Haves And Have-Nots

Big Data in Human Resources:  A World of Haves And Have-Nots | HR | Scoop.it

Research from Bersin finds that while more than 60% of companies are now investing in BigData and analytics tools to help make their HR departments more data-driven, there is a huge chasm between the “haves” and the “have nots.


Via Andrew Spence, ET Capgemini, HR Trend Institute
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Andrew Spence's curator insight, October 8, 2013 2:46 PM

Interesting survey findings

  • only 4% of companies have achieved the capability to perform “predictive analytics” about their workforce.
  • only 14% have done any significant “statistical analysis” of employee data at all.


Given the massive potential, the question for me is Why is HR not gaining the benefits of Big Data?

In my view, there are a couple of big reasons :-

  1. In HR we still need to do "reporting" - this tends to be descriptive rather than predictive.
  2. Our HR Systems are not integrated - so reporting & data analysis is very time-consuming (for most orgs) 
  3. Lack of skills in HR - we need behavourial scientists who can not only see patterns but also know how to implement the right programs - this is an emerging skill.  Big Data is not a Big Deal without Big Hypotheses.
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The Secret Recipe That Makes People Stay With Their Job

The Secret Recipe That Makes People Stay With Their Job | HR | Scoop.it
I recently wrote a post explaining why perks aren’t sufficient for employee engagement and long-term retention, and it got me thinking – what is sufficient? What really causes an …
Pairin's insight:

Perks are…fine, really. They’re nice. A little something extra that makes up for areas lacking elsewhere. But do they create long-term engagement? Do they create a connection that drives employee retention? When looking at turnover and engagement rates, it’s not hard to see that perks fail to do either. So what are the secret ingredients? Building connections and providing impact and meaning for employees – these are crucial to long-term engagement and retention. You’ll know you’ve nailed it when you hear your employees say, “I absolutely love the people I work with, and I love what I do.” That right there is it. 

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Intrapreneurial Talent: How Do You Find the "X" Factor? - TalentCulture - World of Work

Intrapreneurial Talent: How Do You Find the "X" Factor? - TalentCulture - World of Work | HR | Scoop.it
How can you select the best talent to drive corporate entrepreneurship? Look for these 7 key traitsRead More
Pairin's insight:
If I had a dollar for every TV show looking for top talent—the “next big thing”—I would have retired before I started my first day of work. There is an obsession with finding the best of the best, because big thinkers inevitably mean big results which often mean big money. But looking out into the world for unknown talent has taken a turn – a 180, in a sense. Companies are becoming more interested in intrapreneurship (no, that’s not a typo) – unleashing entrepreneurial innovation from within. It’s about taking the ideas, inspirations and inquisitiveness that already exist within a workforce and capitalizing on them. But finding that existing talent – that “X” factor – is equally as challenging as looking outside into the sea of resumes and cliché cover letters that flood HR departments. How do you identify the best bets? And what do these intrapreneurs even look like? Here are seven traits to help you spot those diamonds in the rough.
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How Would Your Team Member Feel About Having Lunch With You?

How Would Your Team Member Feel About Having Lunch With You? | HR | Scoop.it
Pairin's insight:
o John Wooden once said, “The true test of a man’s character is what he does when no one is watching.” It is how we treat people who can give us nothing in return. In what ways does this translate in the workplace? Well, in every way—especially for leadership roles. When leaders are willing to leave an executive “attitude” behind and engage with employees on all levels, the disunity created by hierarchy goes away. And no, it’s not magic. It’s the side effect of operating with character. Because leaders set the tone for their work environments, employees’ attitudes will follow—so will their engagement, collaborations, and relationships in and out of the office. So the question remains: How would your team member feel about having lunch with you?
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Looking For a Quick Solution? It’s OK Sometimes to Say “I Don’t Know”

Looking For a Quick Solution? It’s OK Sometimes to Say “I Don’t Know” | HR | Scoop.it
I read an article the other day that advised employees to never tell a boss, “I don’t know.” Instead, the authors advised, the right response is: “I’ll find out right away.” …
Pairin's insight:
Finally—advice that acknowledges we are all human, that we don’t all know every single answer to every single question the minute we are faced with it. But before we get too far, let’s step back for a moment. This is not: 1) an excuse to claim blissful ignorance, 2) an excuse for not doing your homework, 3) a hall pass for not looking for answers, or 4) an excuse for excuses. Here is what it is: a reasonable mindset that realizes we will not always have the answers right away, and that when we do go looking it may take more than 60 seconds. It’s refreshing, but are the majority of employers acting according to this belief? Well, that’s a great question. Do you know the answer? 
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Millennials: Let Them Rebel Against the Stereotype

Millennials: Let Them Rebel Against the Stereotype | HR | Scoop.it
Business owners accuse Millennials of being lazy, too focused on money, and worried about “me, me, me,” while Millennials challenge the idea of a 9-to-5 job, s…
Pairin's insight:
In HR, it’s important to know who you’re recruiting. It’s also important to be aware of stereotypes, regardless of whether or not they are justified. Let’s talk about one that has made at least five headlines on every HR blog out there: millenials. Gen Y. Accused of being “lazy, too focused on money, and worried about ‘me, me, me,’” millenials are portrayed as the evil step-sisters of today’s workforce. But let us be reminded that the accusers—Baby Boomers—were the first ones to be called the “Me Generation.” The question looms: Are stereotypes just…stereotypes? Don’t be easily fooled in any one direction—put on your HR hat and know your people.
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Tim Sackett’s HR 101: My Favorite (and Biggest) HR Mistake

Tim Sackett’s HR 101: My Favorite (and Biggest) HR Mistake | HR | Scoop.it
I’ve made more mistakes in my HR career than I care to even remember. I could probably write a book! It’s funny to think about your mistakes because I think invariably every person takes …
Pairin's insight:
If you’re looking for fluff—a pretty, pre-thought out piece of insight—you might be reading the wrong article. If you want something honest—the kind of stuff people don’t talk about because it would make them look less than perfect—read on, my friends. Because we’ve all been young and so enamored with the idea of success that we forget what matters. So enamored that we make mistakes—or unknowingly encourage others to make them—that leave us shaking our heads years later. No, we’re not telling you to quit your job and hitchhike your way through life. But do what you love and love what you do. And be honest about your mistakes along the way; you might be surprised at the response. 
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“Industry Experience Required” Is a Mindset We Need to Get Out Of

“Industry Experience Required” Is a Mindset We Need to Get Out Of | HR | Scoop.it
“Industry experience required. Industry experience preferred.” When I see these type of requirements listed in a job ad, they cause my eyes to glaze over. I have had friends call and …
Pairin's insight:
The problem with the way HR departments recruit today is…well, there are a lot of problems. But one worth noting is the ridiculous screening process that won’t give a second thought (or first, for that matter) to a candidate coming from outside the industry. Recruiters must move past the assumption that a candidate will be successful in a job simply because he or she is coming from a certain industry. We must not get stuck in the “one-industry corral.” Here’s to hiring from a new vantage point!
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Beware of YOU...(#1 of 4) - Fistful of Talent

Beware of YOU...(#1 of 4) - Fistful of Talent | HR | Scoop.it
Our primal instincts can betray us during times of change, beware of your initial reaction.
Pairin's insight:

Change is a tricky thing. Most people hate it, but life inevitably requires it. Maybe you eat the same bowl of cereal with a cup of coffee and a slice of toast with the same brand of grape jelly every morning. Maybe you’ve lived in the same house on the same street in the same city for half of your life. Maybe you go to the same spot for lunch every Friday, and maybe the staff even knows your order by now (no mayo or pickles and a Diet Coke to drink? Got it.). No matter how small, we all have some type of routine in our life. Routine in and of itself isn’t bad—it’s actually essential to having any sense of order in our lives—but a direct opposition to change can, indeed, limit us from infinite opportunities. So how do we combat this resistance? No, put down the baseball bat. First, we must self-assess. Here is part one to series that will shift the way you see change.

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TalentCircles Blog: How to Win at Candidate Engagement in Corporate Recruiting and Hiring

TalentCircles Blog: How to Win at Candidate Engagement in Corporate Recruiting and Hiring | HR | Scoop.it
Pairin's insight:

Long gone are the automated emails telling job seekers someone will reach out to them within 2-3 weeks regarding their inquiry about a position. Long gone are the silences in between interviews that companies treat like a quiet period. If these are not long gone they should be. Candidate engagement throughout the corporate recruiting and hiring process is essential in recruiting the best candidates. This doesn’t mean giving job seekers the “warm fuzzies” right before rejecting them; rather, it’s part of a much bigger initiative to support the business brand and market initiatives. Maybe you never knew your relationship with employees before they’re ever even hired could hold so much weight. Well, now you know.

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The SM HR Daily

The SM HR Daily | HR | Scoop.it
The SM HR Daily, by Keith McIlvaine: updated automatically with a curated selection of articles, blog posts, videos and photos.
Pairin's insight:

 

 

A while back we shared an article that explained why recruiting is like dating. Let’s go back there for a minute. Say a guy works really hard to get a girl’s attention. After weeks of subtle (or not-so-subtle) hints and romantic gestures, the two start dating steadily. Does the guy stop trying to build and maintain the relationship just because he finally got her? Of course not! (Side note: If this sounds like your relationship, you may need to reevaluate.) The same goes for recruiters and employees. This article shows that the concept of re-recruiting is fairly simple: You apply the tools and strategies of external recruiting to your top current employees. Don’t let another employer “woo” your top talent; be proactive and give them a reason to stay.

 

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Why HR Need to Be Technology Champions

Why HR Need to Be Technology Champions | HR | Scoop.it

A new article from the HR Transformer Blog - "Why HR Need to Be Technology Champions"


Via Andrew Spence
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Andrew Spence's curator insight, October 15, 2013 7:20 AM

This has to be the most interesting time to be working at the intersection of HR, organisation development and technology.

HR technology solutions and HR strategy are intertwined, so that every HR Director needs to know the opportunities and challenges of new and emerging technology.

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Get the Right People to Notice Your Ideas

Get the Right People to Notice Your Ideas | HR | Scoop.it
Tips for building a following over time.

Via Karl Wabst
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Karl Wabst's curator insight, October 10, 2013 5:28 PM

Executives need to set realistic expectations for themselves on social channels. Many articles, books and conference speakers would have you believe this is an easy task. Building a following is not easy. If it were, it would be of questionable value. Prepare yourselves for a long-term investment.