When your Talent Acquisition department’s efficiency metrics match the benchmarks for your industry, are you doing a good job?
While many companies hire based on candidates’ experience, others find raw talent to be a stronger harbinger of success. But, how do you identify and measure “raw talent” during the hiring process?
When people think of human resources, most will probably first visualize the the long-suffering (and insufferable) Toby from The Office. Some have predicted that the future of in-house HR professionals like Toby may be going the way of the show in which he’s featured--wrapping up and ending altogether.
There is no simple, linear path to career nirvana these days - but that doesn't stop employees from shouting from the rooftops, hoping enough noise will show them the way. And whether a straight shot from the mailroom to the corner office ever really existed is debatable. Yet it's undeniable that today's workers are on a zig-zag career trajectory, and they're not sure they like the ride.
Whether you are a well-known corporation, a startup or somewhere in between, getting the best talent is a key to business success. And your careers site is one of the most important tools you have to convincing potential candidates that your company would be a great place to work.
If you're in HR, you're on point to innovate, adapt, and work with less regularly. And that requires an approach that's creative, flexible and measurable. But you can't get started if your new ideas are regularly crushed.Do you work around innovation crushers? They're easy to spot. Just listen for these phrases:
Today I had the good fortune of hearing a very old song I recall from my childhood: There's a Hole in the Bucket. My kids and I got a kick of out the clever song, and they asked me to play it several times. As I listened to it over and over, I realized that it's a perfect metaphor for what we at times face in HR. Just when we most need innovative thinking in the way we find, hire, develop and retain employees - we're least likely to get it in many organizations.
It's funny. We often hear about a new crop of HR Business Partner reorganization work taking place after a company's annual talent review or succession planning process. All the activity made me wonder about the range of reasons for reorganizations. Clearly, companies make leadership changes after talent review, and a leader often wants to shape the organization according to his/her vision. Given the disruption that accompanies restructuring, is this a good enough reason?
The Hay Group recently published their latest "Best Companies for Leadership" study - this one for 2012. And while some on the list are oldies but goodies, some new names emerged while others dropped off. You can read the study here - but we've summarized our key observations and thoughts below.
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