HR - Tracks

In an era of extreme transparency, indiscretions by executives — such as Yahoo’s Scott Thompson — have a way of gaining notoriety. What implications does this have for recruitment overall?

The New York Times recently had a good article titled “The Top 10 Rookie Mistakes for Entrepreneurs,”  and it looks at the top reasons people usually fail when starting a new business.

Technology has changed the way we think about recruiting, on-boarding and other talent management processes, but some companies are taking it to the next level.

As technology evolves at a lightning pace, companies such as KPMG, Careerbuilder.com and Haymarket Media are beginning to realize how virtual technology can be used to enhance recruiting, on-boarding and other talent management processes

The brouhaha over the academic credentials of Yahoo! CEO Scott Thompson raises an obvious question for the search profession: How could this happen?

I have a feeling I’m about to preach to the choir. I can’t tell you how many conversations I’ve had lately with hiring managers who just don’t get it!

Last week’s annual NFL draft reminds us that effective performance management practices are demonstrated in live action every weekend in the fall.

There was a restaurant with a large clock on an inside wall that faced out toward the sidewalk.

Repeat after me: you should never, ever use email to communicate a major status change to your employees. Or to put it another way, don’t ever even think about terminating anyone via email.

Employee engagement ranks high on the list of human resource challenges, yet fewer than half the companies in a SHRM survey said they track it.

I had a hard time getting through attorney William Nolan’s TLNT post yesterday about how it isn’t ridiculous to ask applicants for social media passwords. It’s not that it wasn’t well written.

It seems like everywhere you look these days, people are aspiring to be rock stars. Can you give a killer slide presentation? Then you’re a PowerPoint rock star! Are you especially gifted in dealing with people?

Hiring based on personality rather than competency and accomplishment may not bring about the desired performance results without a blended, outcomes-based learning approach.

If an organization hires great people, but doesn’t get the business results it needs, there may be a good reason.

Think about it: an employee successfully went through the process of finding, interviewing and accepting a new job, only to be pulled back in by the company they already committed to leaving.

When workers look to jump ship, they'll not only want to get a bigger paycheck but also grow their talents.

By Eric B. Meyer Yesterday, I gave my social media in the workplace spiel to a great crowd in Hershey, Pennsylvania, at the Banyan Consulting 12th Annual Conference.

Many companies struggle with designing the right programs to effectively orient employees to the many facets of their roles.

Over the next 20 years, 81 million Baby Boomers will be exiting the workforce. Their retirement will leave a void in many organizations.

After reading “Survey: Leadership Confidence is Down – Especially in HR,” by Theresa M. Welbourne yesterday at TLNT, I searched Google and got approximately 263,000 results for the phrase “Seat at the Table” HR.

Job titles are getting stranger by the hour It might be fun as heck to tell your friends that you’re a professional rock star, but attracting others with that title might seriously complicate the recruiting process.

By William A. Nolan Let’s get two easy points out of the way. First of all, we all agree – few employers are asking applicants for their Facebook or other social media passwords.

Talent managers should emphasize the importance of employees receiving social feedback from co-workers, coaches, mentors and others to uncover hidden talents.