Group items tagged

Speaking of "war for talent"….here is a good article about some "out-of-box" recruiting strategies.

Eric, I would agree…but an organization needs to be careful. I sat on an interview panel one time with 11 people on it; it was so difficult to make a decision with 11 people giving "their opinion". I agree with you, "at least on a small scale".

Oh my, a group of 11 people, I would have been a nervous wreck. I feel that around 3-5 people is a good number, easier to find a nice pace for the interview process to flow and provide the needed information for both sides.

By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.

Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.

I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.

With so many avenues for social media, it is important to have good "branding" for your organization. Something that represents the company and attracts potential candidates.

I agree that good branding is a critical aspect for all organizations to consider in recruiting. It is also important to make sure the brand aligns with the actions of the organization and its employees; otherwise it has the potential to damage the reputation of the organization.

I know many of organizations that utilize this type of branding as a means to re-enforce their product. Their superior talent is supposed to coincide with their product. Its interesting though that many individuals are passed over because they did not necessarily embody the branded traits help by the organization. I wonder who is to blame when the company goes into a nose dive economically?

Found this article interesting. I especially liked the "look for talent in unlikely places" and to coincide with my post this week the "publicize referral incentives".

While many people have expressed concern about the trend of employers using social media to screen job candidates, can social media actually be a benefit to job seekers or employers? Find out in this Q and A interview with Chirag Nangia, CEO of Reppify.

Very insightful content, makes me want to seek out what social platforms are in use by Compliance Analysts to help build my network.

resources that can be used.

Good resources, interesting what all can be looked into or at.

How to.....

Great site with good practical knowledge that can be used by those hiring and seeking employment.

Talented people want to get ahead, and if they don't readily find the chance with in their current situation, they'll quickly seek it elsewhere.

Week 2 related

Week 2 related

The article identifies a couple of pieces that are important to creating a strong culture in an organization. They include building relationships, trust, the meaning of the work, and the relationship with colleagues. This aligns with much of the previous literature we have read within this course. I have also witnessed this within my organization and department. The department spends a lot of time recruiting people and making sure they will fit the culture of the department. If they have the right credentials but do not seem to align with the culture, we will not hire them. Culture is important in the workplace.

Onboarding without an HR department….views of 2 experts!

I liked the ideas and will help when I go to look at my site that doesn't seem to have much in place in an organized fashion.

Video describing why talent is number 1 priority

Appointments in the United Kingdom sustain scrutiny from all angles. Perhaps the United States should take some lessons in the appointment of its politicians.

The use of multiple forms of gaming, can produce excellent talent, and improve worklife.

Bob, My organization uses gaming to engage the public to help them understand financial concepts that many find too complex or difficult to understand. We also recently implemented gaming as part of our on-boarding process to educate and engage new employees to learn more about the functions and responsibilities of the organization. The public has embraced the concept of gaming, while its use as an on-boarding tool is receiving mixed reviews. The younger generations loves it, while many of the long-term employees don't see the value and feel it is a waste of people's time and the organization's money. It will be interesting to see if gaming is a fad or not.

My company outsourced to well being company to help employees become more engaged in lifestyle choices. Never dawned on me that the challenges or gamification was being done. I'll be forwarding this article on to others outside our group, very interesting read and informative.

Most companies of any size have an employee referral program. Best in class programs provide 40% or more of their new hires through employee referrals. Many studies show that employee referral hire...

Kathy, This was a really good article, gave me new perspective on employee referrals. I periodically monitor the job board here at my company for myself and a few of my business contacts outside of the company. I need to suggest to my contacts that we become more aware of all our skill sets to help ensure a better fit when looking for employment.

Good information on generational Onboarding processes

This article provides a corporate boards perspective about what they are worried about; developing and enacting strategic plans that will enable their organizations to succeed.

Nice to have a boards perspective - provides a nice spin when applying talent management methodology.