Talent. Recruiting. Innovations
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Who are A Players and how to hire and retain them.

Who are A Players and how to hire and retain them. | Talent. Recruiting. Innovations | Scoop.it
VentureBeatWhat's one exceptional employee worth? A lot — just ask ZuckVentureBeatFacebook's Mark Zuckerberg famously commented that a great engineer is worth a 100 average engineers (something every developer knows deep in their heart).

 

Good article getting at some of the softer issues of why top talent is attracted to a particular company/role. However, it didn't answer the question of what's one exceptional employee worth? What do you think? - Barry Deutsch


Via Barry Deutsch, Andres Castaneda
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Ten things HR departments don't understand about hiring - Quartz

Ten things HR departments don't understand about hiring - Quartz | Talent. Recruiting. Innovations | Scoop.it
Ten things HR departments don't understand about hiring Quartz There was an interesting story on Harvard Business Review's blog about corporate board members giving most of their companies an “F” for talent acquisition and development, blaming the...
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Rescooped by Andres Castaneda from International Talent Acquisition Explorer
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5 Reasons your employer brand is not delivering results

In an ideal world you assume that once your organization develops its Employer Value Proposition (EVP) and implements it, all your talent acquisition & management challenges would vanish and you would have a highly motivated and happy workforce. So once your organization decided to determine its EVP you dot the i’s and cross the t’s by ensuring that a cross functional team is set up to analyze the gives and the gets of the organization and then uses the data to develop a compelling value proposition for potential employees. You even get all the grounds covered by testing it with a sample of internal and external customers and then move forward with the decision of executing it. However a few months down the road, you discover that despite your best efforts your organization is still struggling with a high turnover or low employee engagement rates. So what could have gone wrong! Here are five reasons that might help you analyze the imbroglio you are in:
 


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Rescooped by Andres Castaneda from Social Recruiting of Top Talent
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What's one exceptional employee worth? A lot — just ask Zuck - VentureBeat

What's one exceptional employee worth? A lot — just ask Zuck - VentureBeat | Talent. Recruiting. Innovations | Scoop.it
VentureBeatWhat's one exceptional employee worth? A lot — just ask ZuckVentureBeatFacebook's Mark Zuckerberg famously commented that a great engineer is worth a 100 average engineers (something every developer knows deep in their heart).

 

Good article getting at some of the softer issues of why top talent is attracted to a particular company/role. However, it didn't answer the question of what's one exceptional employee worth? What do you think? - Barry Deutsch


Via Barry Deutsch
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Rescooped by Andres Castaneda from The NewSpace Daily
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SpaceX Recruiting - Occupy Mars | SpaceRef

SpaceX Recruiting - Occupy Mars | SpaceRef | Talent. Recruiting. Innovations | Scoop.it

The SpaceX software recruiting event at DFJ last night.


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Stratocumulus's curator insight, June 15, 2013 8:14 PM

No story, but a real nice picture.

Rescooped by Andres Castaneda from International Talent Acquisition Explorer
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20/20/60 Sourcing Plan for recruitment ROI

20/20/60 Sourcing Plan for recruitment ROI | Talent. Recruiting. Innovations | Scoop.it

Do you want to increase your emphasis on hiring passive candidates?Are you in a talent scarcity situation where the demand for talent is greater than the supply?Do you want to raise the talent level of your total current workforce, sustain it, or lower it?

All said they want to accelerate their passive recruiting efforts; they all thought they were in a talent scarcity situation for most critical positions; and, of course, they all said they wanted to raise their talent level. I suggested that to begin achieving these three results they needed to implement a 20/20/60 sourcing plan. This means that no more than 20% of their sourcing resources and efforts should be spent on job postings, about 20% on name generation and targeted emails, and 60% on networking.


Via Alexander Crépin
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