Last week, my colleague Rajiv wrote about why start-ups need to care about HR. Newsflash–that sentiment goes both ways. HR needs to care about entrepreneurs too. If you’re in HR, you’ve heard of SHRM–the Society for Human Resource Management. You might even be a member. While I’m certified as a Senior Professional in Human Resources (SPHR), I’ve let my long-time SHRM membership lapse even though my home office is only a few blocks from SHRM. Here’s why–I’m an entrepreneur.
As I head to InfluenceHR in two weeks to talk with HR vendors about how to sell into the space, I’m continually amazed by the tactics people use. I’m not a career salesperson, but I have spent quite a bit of time in the buyer’s seat, and now that I run a consulting firm, new business is constantly on my mind. So I understand quarterly goals, year-end stress and pressure to make numbers. But I’ll never understand why people think ...
At the end of 2012, exaqueo surveyed the U.S. workforce to see what role the economy plays in job seeking. Are more employees willing to jump ship as the economy gets better? Is the down economy the main reason they’ve been staying put? What we found may surprise you. On the heels of today’s jobs numbers, you won’t want to miss this. Read, download and share: State of The Workforce.
If you could predict with a high degree of precision that investment in your employer brand strategy would deliver value wouldn’t you increase your investment?
Employer Brand International’s (EBI) 2012/2013 Global Research study found that 39% of companies plan to increase their investment in employer branding initiatives in 2013. The important consideration in this statistic is just how much of this investment will add value and how much will be wasted. For many companies it may lead to an outcome that many marketers are only too well aware of: half of their investment is wasted, they just don’t know which half!
Here at exaqueo, we take on a few career coaching clients each month. And inevitably, some cringe when they realize how much hard work is required for a successful job search. Every once in a while we have to really be clear—and sarcasm does the trick. Check out my latest post on Forbes: How Not to Get a New Job in 2013. If this doesn’t make an impression on your favorite lazy job-seeker, nothing will!
The concept of social evidence is thrilling on many levels. For years, recruiters have been trying to visualize candidate performance and really understand just how good a candidate is. Sure, he says he’s a Ruby expert. But what does that really mean?
Well now we know. RemarkableHire’stalent sourcing and assessment platform gives actual evidence that a candidate is skilled in a particular area of technology. It’s revolutionary. The challenge? The same one we’re used to as recruiters: the best candidates aren’t usually actively job seeking.
Four years ago today, I was up early, on the Metro and headed to The Ritz-Carlton, Washington, DC at 22nd and M Streets. Suit, overcoat, heels, gold nametag. I was going to be a doorman for the day: Inauguration Day. At The Ritz-Carlton, it’s something called lateral service. You help out others where needed, developing your own skill set along the way. Sometimes it’s planned, like for events like this where a particular hotel knows it’s going to be busy. ...
It’s been a big year for me. Got engaged. Revamped my business plan. Pivoted the business. Got married. Took three weeks off for the first time in 10 years. It’s this kind of year where you realize who people really are. Really. I tried to ask for help. Sometimes it worked. More often, it didn’t. Someone said to me recently: “you’re really good at paying it forward and you’re not so good at promoting yourself.” I’ll admit, I took that ...
I’m pretty sick of the work-life balance argument. It’s not one or the other. Or sublime balance all the time. It’s flexibility how and when you want it, understanding that working less may mean earning less. But it’s your choice. Read my latest Forbes post “Forget Work-Life Balance: Give Us Choices Instead.” I’d also love if you added your comments here and/or on the Forbes site–this is such an important topic for women and men.
A recruiter’s job description can be narrowed down pretty simply: find the very best talent. And that’s what we all aim to do. We experiment with different search tools, search strings and partners day in and day out. And while technologies have changed, our methods really haven’t. We want that perfect fit.