Human Resources Today

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Talent Technology

Talent and HR News Weekly Update: Using Technology to Your Advantage

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Talent and HR News Weekly Update: Using Technology to Your Advantage

Technology is on this planet to make life easier. But that's not always the case when your computer freezes after you spent 30 focused minutes on a PowerPoint presentation, and you didn't save recently (and autosave didn't capture the last 15 minutes of brilliant work!). Well, we've gathered some tips to use technology to your advantage when it comes to HR and your business. Hopefully these will help you, rather than make your life more frustrating!

1) The 5 Factors of Social-Media Marketing Most People Don't Consider from Entrepreneur

"This has long been a question brands have tried to definitely answer. It has been brought to the fore of late by a recent Gallup poll, the report from which states, "A clear majority of Americans say social media have no effect at all on their purchasing decisions." That may make it sound like social media marketing has little benefit, but the report's cursory dismissal doesn't take into account several other factors."

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Talent and HR News Weekly Roundup: Technology Trends in HR

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Talent and HR News Weekly Roundup: Technology Trends in HR

There are new technologies popping up every day in the HR space, it's hard to keep track of what's actually worthwhile. This week's talent and HR news weekly roundup features technology trends in HR from a variety of sources. Check them out and let us know what you're seeing out there too. 

1) The Hot HR Technology Trends Of 2014 from Forbes

"The Information Services Group III, a leading technology insights, market intelligence and advisory services company, recently conducted the ‘Industry Trends in Human Resources Technology and Service Delivery Survey’. Released in February 2014, the survey presents findings, which, while not surprising, should be top of mind for leaders and talent managers everywhere. The survey points to three benefits companies expect to realize from investments in HR tech (quoting from the report): an improved user and candidate experience, access to ongoing innovation and best practices to support the business, and speed of implementation to increase the value of technology to the organization."

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Talent and HR Weekly Roundup: HR Technology Edition

When talking to a new client, the conversation often begins with tools. "We need to better reach candidates--what tool should we use?" or "We want to strengthen our performance review process, what system should we buy?" We tend to gravitate towards execution first. After all, technology has captured our attention, and our hearts. But without a strategy, tech means nothing. And that's why so many companies end up with a disparate collection of HR tools and technologies that often don't work together.

On that note, we want you start 2014 on the right HR technology foot. Tools are great--we love them too. But you'll have to be strategic and planful. Before you dive into launching that new technology or tools this year, take a step back and think about your plan. This week we've pulled together a few pieces to help you think about your tech plan for 2014.

1) HR Technology Trendspotting: What’s Coming in 2014 from Blogging 4 Jobs

"Gen Y in the workplace, social media for recruiting, big data, candidate experience and company culture aren’t going anywhere. Nor are the litany of other recurring themes which constitute “thought leadership” in HR Technology.   Sure, maybe the details change, but the overall conversation really doesn’t."  Whether it’s the traditional resume, in-person interviews, sourcing, you name it, and someone’s cheering its seemingly imminent demise. But somehow, no matter how perilous, the staples of traditional recruiting survive. Sometimes, that requires a little rebranding – think: “professional network” instead of job board and you’ll get the idea."

2) Twitter Reacts to #sfbeta: The Future of HR  from Entelo

"2014 will see a new war on talent unfold where attracting top talent means creating a top business culture when growth is more difficult than it was in the dot-com era.  Ranking candidates happens in all three (broader) steps of the recruitment process: sourcing, attraction, and selection. Ranking with social sourcing means relying less on a resume and more on social footprints. Attraction requires you to rank how well you think candidates will fit within your company culture. And, lastly, selection means the middle ground where the science and art of recruiting come together to influence your decision-making."

3) 5 Talent Technology Trends that Matter in 2014  from SumTotal

"So many talent technology “trends,” so little time. Wasn’t technology supposed to give us more time? The rapid pace of technology development can make it difficult and time consuming to keep up with the latest and greatest and understand what’s really going to help you achieve your HR and talent management goals. To help (and give you back some of that mythical “time” you were promised) we’ve identified ... trends that will really matter in 2014 and beyond."

Editor's note:  If you're involved in HR Tech or planning for your company, be sure to plan ahead for the industry's biggest conference: HR Tech

Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

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It's Not What You Think It Is

Every time I have a conversation with someone new about employer brand, it usually results in raised eyebrows and a reaction of "oh, I hadn't thought about it that way." It's not rocket science, but it is a way of thinking that's often lost on my HR colleagues because, well, we work in HR.  And we stay in HR. And that's often the problem. Next week I'm lucky enough to have a chance to share my perspective in two venues. And I hope you'll join me for one of them!

On Thursday, March 8 at 1pm EST, I'll be leading a webinar with the great folks over at Talent Technology on the role recruitment marketing plays in employer brand.  If you think they're one and the same -- you better get on this call! We'll be talking about the role recruitment marketing plays in the employer brand show--it sets the stage and thus, is the all important opening act for the headliner: the actual employment experience.

The webinar is free and you will walk away with a strategy and specific action plans to get started.  Register here.

The following day, Friday, March 9, I'm headed up to the great state of Minnesota to join the fabulous Paul DeBettignies and the Minnesota Recruiters group to talk about the full context of employer brand. If recruitment marketing is the opening act, what other role do recruiters play in the brand? And what can you do right now, regardless of the size of your business and resources, to define, strengthen and deliver on the brand?

The conference starts at 7:15 am CT with breakfast (those midwesterners like to start early!), officially begins at 8:00 a.m. and runs to 12:00 p.m. If you're in Minnesota, register here.

Then it's back to Washington, DC to start the countdown to cherry blossom season (or tourist insanity). But hey, I'm mobile and always ready to talk about what employer brand really is.  Reach out if I can help.

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