Three Myths About Hiring the Unemployed

On August 30, 2011, in Editorial Advisory Board, HRExaminer, Steve Smith, by Steve Smith
Anyone who has been unemployed and looking for work in the middle of a career knows how difficult and frightening the process can be. I’ve been in that situation myself, and I know how much it sucks. Now, as a business owner, I’m proud of the fact that my company has been able to hire people who were unemployed (or under-employed) and then watch them flourish in our organization. It requires time and effort, but the results are worth it.

A Covenant for The New Normal: Four Steps to Employee Engagement

On August 29, 2011, in Dr. David Kippen, Editorial Advisory Board, HRExaminer, by David Kippen
Employee engagement starts with offering careers that “do what they say on the tin.” That is, being who you say you are. Re-engagement is different. Today, in the wake of the global financial crisis, HR leaders are focused on putting a reengagement plan into play. Fortunately, re-engagement doesn’t have to be costly or offer new rewards.

HRExaminer v2.32

8 Reasons Social Media Policies Backfire Just because employees drive their cars to work and park them on company property, the employer doesn't get to tell them what kind of car to own, how to drive, or whether to remove those tacky Hawaiian seat covers. Most social media accounts belong to the employee. The effectiveness […]

The Unimportance of Being Earnest

On August 16, 2011, in Editorial Advisory Board, HRExaminer, Marc Effron, by Marc Effron
“Let’s drop our conviction that an earnest belief in growing talent is superior to cold-hearted execution. Idealism is wonderful but getting results is actually a lot more fun. The reality is that it doesn’t matter if managers truly believe in the talent processes they are engaging in. We know these processes work if they’re implemented. Our goal as HR and talent management leaders should be singular – ensure successful implementation.”

HRExaminer v2.31

On August 12, 2011, in Editorial Advisory Board, HRExaminer, John Sumser, Susan Strayer LaMotte, Weekly, by John Sumser
New Ways To Work with Jim Creighton The New Ways of Working Network was founded to provide a forum for experts to share and discuss leading edge practices in remote virtual work. The Network has been hugely successful, with one exception. Members report that when their companies plan corporate programs to permit new ways of […]

8 Reasons Social Media Policies Backfire

On August 10, 2011, in Editorial Advisory Board, Heather Bussing, HRExaminer, by Heather Bussing
Heather Bussing is a California attorney who has represented employers, unions and employees in every aspect of employment and labor law including contract negotiations, discrimination and wage hour issues. While the courtroom is a place she’s very familiar with, her preferred approach to employment law is to prevent problems.  Full bio… 8 Reasons Social Media […]

Solving the Jobs Problem the Wrong Way

On August 5, 2011, in Editorial Advisory Board, HRExaminer, Susan Strayer LaMotte, by Susan LaMotte
Susan Strayer joins the Editorial Advisory Board Today. Here’s her first piece. – JS From career coaching to recruiting strategy to social media, Susan has experience with in-house corporate HR and recruiting leadership roles, as a Fortune 500 consultant, and as a career and brand coach. She’s held positions with companies such as Marriott, The […]

Employee Satisfaction Rises: Is it Real?

On July 26, 2011, in Editorial Advisory Board, HRExaminer, Rusty Rueff, by Rusty Rueff
In the recent Glassdoor Quarterly Employment Confidence Survey, job satisfaction was ironically up while pessimism about the employment market was also increasing. How do we explain this rise and what does it mean to today’s HR Leaders?

HRExaminer v2.29

On July 22, 2011, in Editorial Advisory Board, Hank Stringer, HRExaminer, John Sumser, Weekly, by John Sumser
This week we published the Fourth Edition of our Top 25 List for Online Influence in HR. Hank Stringer discusses the systemic problems clogging up the talent pipeline. John Sumser introduces us to Friendship Farming (not what you think) and Pummeling Equine Cadavers (huh?).

Less Data, More Target

On July 18, 2011, in Editorial Advisory Board, Hank Stringer, HRExaminer, by Hank Stringer
Ask just about anyone if they think the ‘pipes are too full’ with resumes and you will quickly get agreement. Why? Well, ask if a resume has been submitted to a company and where it ended up. Nine times out of ten the response will be ‘the black hole’. As long as systems are designed for talent to view all positions and apply to any of them, many people will do just that – apply for everything and hope. Meanwhile recruiters search public and private resume databases, finding people who may have submitted to a position long ago and never heard back. These are not new problems. They are, however, made worse in our connected world.