We need a strategy that is effective but won't be cumbersome or costly. What are the keys to using social tools to recruit? —Behind the Curve, human resources representative, finance/insurance/real estate, North Hollywood, California
Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.
We have a dilemma. We have some positions for which we can’t internally promote our existing employees, since they lack the requisite skills (leading teams, innovating, etc.). We considered promoting some folks anyway, but decided against it. That means we now are in the process of recruiting external candidates. Here’s the question: How could we reasonably know that a person externally hired will be better (and stay longer) than someone we promote from within and train? —A Worried Executive, services, Amherst, Massachusetts
We love our pets. This year, it is estimated that we will spend more than $55 billion on them. More than $14 billion of that total will be for veterinary care alone. Vet bills are expensive, and often unplanned and…
Mobile technology may be bursting at the seams in the consumer market, but the HR industry appears to be in the infancy of its adoption. Still, Americans own more than 321 million mobile phones, according to a June 2012 report…
Although overall unemployment is high, there are critical shortages of workers for some key positions. These shortages can drive higher turnover, long job searches and higher salaries. Here is a plan for determining your organization’s key critical positions—the foundation for your talent management strategy now, and in a rebounding economy.
You don't need an HR drone; you need stellar talent. And the best way to find it is through behavioral interviewing. Here are five questions focused on the competencies that separate the players from the pretenders.