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Picture of Sean Pomeroy

Sean Pomeroy

Sean Pomeroy, CEO of Visibility Software, has worked in the Human Resources industry since he graduated from Radford University with a Bachelors in Psychology and a Master of Arts in Industrial/Organizational Psychology. After working in HR as a generalist for a government contracting company, he moved to the HR Technology arena and began assisting companies in the selection and implementation of HR software. While selling other companies software solutions, Sean worked with Michael Warden to design over a dozen applications for different organizations and industries over the years. Sean now focuses on the vision for the company, business development, and continues involvement in the software design of Cyber Recruiter and Cyber Train. In 2012 he opened Half Full Coffee and Wine bar and enjoys the crossover between HR tech and a consumer driven fun retail project!
Picture of Sean Pomeroy

Sean Pomeroy

Sean Pomeroy, CEO of Visibility Software, has worked in the Human Resources industry since he graduated from Radford University with a Bachelors in Psychology and a Master of Arts in Industrial/Organizational Psychology. After working in HR as a generalist for a government contracting company, he moved to the HR Technology arena and began assisting companies in the selection and implementation of HR software. While selling other companies software solutions, Sean worked with Michael Warden to design over a dozen applications for different organizations and industries over the years. Sean now focuses on the vision for the company, business development, and continues involvement in the software design of Cyber Recruiter and Cyber Train. In 2012 he opened Half Full Coffee and Wine bar and enjoys the crossover between HR tech and a consumer driven fun retail project!

Time-to-Hire Increasing. What Can We Do About It?

What do you get when you combine rising skills gap and an internal need for specialized employees? Longer hiring periods and higher recruitment costs – neither of which are particularly appetizing for organizational leadership. The response is a growing desire for companies to spend more strategically and save time during the hiring process. But what does that actually mean? To get a grip on the increased time-to-hire enigma, there are a couple of steps you can take to understand and reduce the growing costs of filling open positions. Why is the Price Tag Rising? In 2014, organizations in the United States

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accountability at work

Why Accountability Matters in the Workplace

A 2014 Partners in Leadership study on workplace accountability revealed some contradictory results: 82% of respondents said they had no ability to hold others accountable, but about 9 out of 10 employees cited accountability as one of the top development needs they wanted to see at their organization. Employees want to keep their peers accountable to the demands of their jobs, in the same way they want to recognize them when they do good work. But when employees have no system of accountability in place, things can very quickly fall apart. This is why accountability matters, and why you need to

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Growing into the Role of Manager

Not everyone is born to lead. In fact, most people don’t want to be managers — only 34% of respondents to a recent CareerBuilder survey said they aspire to leadership positions. And yet, there are new manager positions being filled every day. This means there are a lot of managers that may not actually want to be in their position. Leaving isn’t always an option, especially when you have car and house payments to make. So for those managers who need to do a lot of growing in a very short amount of time, here are a few pieces of advice.

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Are You Pulling Teeth to Reach Goals?

Your organization’s yearly goals surpass the company standards, but is it working? Sometimes we become so captivated in the process of building a training program that we forget to keep tabs on what’s working and what isn’t from employee to employee. Growth is an important aspect of any company – those that are high growth organizations provide a 5 times greater return to shareholders than medium-growth companies. What steps do companies need to take in order to reach (and sustain) upper-level success? How can we better manage our end goals? Looking beyond the training process The training program is in place,

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How to Identify and Train the Skill That Matters Most

The more people talk about the skills gap, the more I realize it’s a problem employers, and not candidates are going to have to fix. Sure, there’s the issue of candidates not seeking and learning the skills required of some of the world’s most high-paying jobs, and schools may need to focus on showing students how learning a trade can help them out in the long run. But if candidates aren’t interested, they won’t learn, and employers will be the ones who suffer. The candidates will find somewhere else to work — we’re in a candidate-driven market, after all. But if we attain

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How To Train The “Mr Know It All” Type

Some recruiters avoid hiring the “over-qualified” employee in fear they will lose interest in the position they are given, demand high wages or leave the company soon after being hired. Usually these common recruitment fears don’t prove true.. In fact, A-players can make or break a company and talent acquisition and management are fast becoming the true harbingers of organizational change. Many professionals advise recruiters to take the leap and hire those over-qualified candidates. There are four distinct reasons why it’s a great idea to hire overqualified candidates: Contrary to popular belief, the Harvard Business Review notes that overqualified candidates are

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5 Reasons Your Employees Leave (And 1 Big Reason They Stay)

There’s a lot of disagreement about why employees leave their jobs. Is it because they don’t have the chance to grow? A lack of work/life balance? Not being paid enough? Many of the statistics cited in this article will disagree on what the biggest reason is (since survey responses change depending on where, when, and how a survey is applied). Regardless of ranking, however, it’s clear that the following reasons are why your employees get fed up and leave. Keep these top reasons in mind the next time you’re recruiting, handing out a performance review, or wondering why a top performer

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Under What Circumstances Would You Let Your LeBron Come Back?

“We could not be happier to welcome LeBron James home. Yesterday LeBron, though his essay, told us he wasn’t going anywhere except Cleveland and that ‘Cleveland is where he always believed he would finish his career.’ These words and commitment put all of us, including LeBron, in the best position to build our franchise the right way and achieve the kind of goals we all know are possible. Expectations will be at the highest levels but no one should expect immediate and automatic success.” – David Griffin, Cavaliers General Manager LeBron James recently announced his return to his hometown team, the

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Kill Them With Kindness: Ineffective Motivational Tactics

Office break rooms are often riddled with “you can do it!” style posters. You know, the ones that have a picture of Sequoia trees in California with something about how long they took to grow. These are great posters with great (and albeit cliché) sayings and quotes, but what do they really do for your employees? Honestly, absolutely nothing. While it’s interesting that Sequoia trees take 3,000 years of trying weather conditions and sustained effort to grow 300 feet, your employees don’t care. In fact, only 19% of employees are happy with their jobs. The other 81% would rather not see

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Corporate-Training

3 Reasons That Corporate Training Is Booming

Bersin by Deloitte recently released their 2014 Corporate Learning Factbook, and revealed that corporate training is in huge demand right now, and it is only expected to climb. The research showed a steady growth rate from 10% in 2011, 12% in 2012 and 15% in 2014. As an LMS provider, this is great news, but it’s even better news for the organizations jumping on the training bandwagon. Because training is considered one of the most discretionary spends in business, the significant return of training is a very strong indicator that the economy and business are in a positive state. Here are

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Skill_Gap

Skill Gap Stats: 9 Reasons To Thank Recruiters

While unemployment numbers are looking great, the same can definitely not be said for under employment. Those numbers are sky-high. Additionally, those who are lucky enough to be employed full time are keeping their titles just a little too long for their liking, largely in part because they don’t have the skills to move on up. Tenure and the “good ‘ol boy system” mean nothing if the minimum required skills simply aren’t there. While 72% of educational institutions believe recent graduates are ready for work, only 42% of employers agree, according to a McKinsey study. Tweet this stat. Candidates and employees aren’t

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