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.

Getting The Problem Straight

On August 28, 2011, in Futures, HR Technology, HR Trends, HRExaminer, John Sumser, More2Know, by John Sumser
Market complexity is the normal condition of the Recruiting and HR  Industry. With warring factions, cultural differences, regional biases, profession driven sales techniques and 50 Million annual customized transactions, it is not surprising that no company has ever owned more than 4% of the domestic American marketplace. It is difficult to explain the recurring expectation […]

HRExaminer v2.33

On August 26, 2011, in HRExaminer, John Sumser, Weekly, by John Sumser
Top 25 Online Influencers in RecruitingFor some Recruiters and Talent Management organizations managing online influence can feel like walking the plank. But the people on our Top 25 Lists have figured out how to navigate the waters of online influence. Get acquainted with twenty five bright voices in recruiting in this week's HRExaminer Feature. Dive […]

Top 25 Online Influencers in Recruiting v4

It’s easy to forget that the HRExaminer investigation of online influence began over two years ago. Before there was traackr, klout, or other tools that measure influence, we were trying to figure it out. The idea wasn’t very original. Influence was at the root of Google’s page rank algorithm.

MyPhilter for LinkedIn

On August 23, 2011, in HR Technology, HRExaminer, John Sumser, Reviews, by John Sumser
MyPhilter delivers an obvious (and missing) chunk of simple LinkedIn functionality. A user can organize LinkedIn contacts into categories for further consideration. A simple process loads the data. MyPhilter tracks the categories. (You can have up to five custom categories.) MyPhilter makes LinkedIn a lot more useful if you’re actually using LinkedIn to recruit or find a job.
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Recruiting Strategy

On August 22, 2011, in Employment Branding, HRExaminer, John Sumser, More2Know, by John Sumser
Recruiting, as currently practiced, is a defensive and reactive process full of promotional techniques. Placing an ad on a job board, hiring a staffing or search firm, and, filling a requirement after it is identified are all reactive behaviors executed in defense of a set of circumstances that happen out of the control of the recruiter. The problem with promotion as a development tool is that it makes people want to run away.

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 […]

Dr. HR and Mr. Recruiting

On August 18, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
There is nothing more important than having the payroll on time and accurate. Unless your firm is very young and very entrepreneurial, the morale impact of bad payroll processing is an unthinkable option. Profound diligence and precision in this purely administrative challenge is the minimum requirement.

Employment Websites and Workforce Planning

On August 17, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
Employment websites are rarely designed with visitors in mind. This simple insight is the foundation for much of the improvement that can be done. The idea of candidate experience is nonsense unless it is squarely tied to a specific audience.

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.”