It's the fourth quarter and many human resource professionals are deep into strategic planning for the upcoming year. This week's Talent and HR News Weekly Update includes insight to help you plan for your organization's future. Enjoy!
It’s not too early to start for planning for 2017. The best way to do that is to look at this current year, assess how you stack against your peers and think about the trends that will shape your work over the next year. To help with that, LinkedIn just released its annual Global Recruiting Trends 2017 report.
The report is based on a survey of around 4,000 corporate talent acquisition leaders across 35 countries and it will give you a look into how recruiting leaders perceive the importance of their teams, the top metrics and priorities they track, as well as how they spend their budgets and where they’d like to invest.
Confidence in the job market has fallen among human resource professionals compared to a year ago, even though many HR professionals reported that their organizations’ financial health was strong and few expected job cuts in the latter half of 2016, according to the newest ‘Jobs Outlook Survey’ (JOS) by the Society for Human Resource Management. The JOS results for the second half of 2016 show that hiring activity will be steady throughout the end of the year, and compensation rates should increase for several job categories.
Why are so many "successful" companies actually terrible places to work? Because they default to hiring people who will get the job done, instead taking the time to find people who will get the job done while fitting into the company's culture.
But the good news is that it's easy to hire—and train your employees to hire—people who will both excel and fit into your company like they always belonged there.
Reputation has a big impact on the hiring process, and it creates problems for both employers and job seekers. If you are an employer, your organization's reputation not only affects who you can recruit, but also the level of compensation you must offer to land your top candidate. If you are looking for a new job, the reputation of your current organization is a significant factor in how future employers perceive you.
Many things can drive business decisions. One thing that really helps to make the right decision is big data mining and analytics. Data-driven business activities have increased over 100% in the past year; that’s how important it’s becoming to corporations large and small.
Talent analytics is one of the best ways a company can use big data. It uses data to assess potential candidates, and also to track current employee productivity and efficiency. Forbes contributor Meghan Biro refers to it as “an incredible predictive tool, a trustworthy future-caster, HR’s own crystal ball.” And it is hardly new.
Do you have buzzworthy news in the world of employer branding, talent or culture? Would you like to see it included in our weekly update? Contact us using one of the links below.
Shannon Smedstad (@shannonsmedstad) is a Lead Consultant & Project Manager for exaqueo, a workforce consultancy that helps organizations build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about our employer brand innovation, workforce research and recruiting strategy offerings.