In a time of historic unemployment, with veterans returning from protracted wars, the TalentCulture community takes a hard look at how America can leverage the talents of those who have served our country…
People have very strong feelings about the definition of “community” in a social business context. And this week in the World of Work, we’ll dig even deeper into the differences and similarities among talent communities, social communities, and other communities supported by digital channels…
I never get tired of talking about social communities and their impact on brands and the recruiting process for the right talent. But what does it mean to “manage” communities – and what is the role of a “community manager” in today’s social business environment?
This week in the TalentCulture community, we’re going to examine employee engagement— the lack of it, the skills needed for it, the mindful state required to understand the very notion of it. It’s controversial, but it begs our attention…
“People don’t want to be managed. They do want to be led.” What distinguishes great leaders from wanna-bes? Character plays an integral role. That’s the premise of a book that inspired this week’s TalentCulture #TChat topic…
Today’s workforce is multi-generational – but unlike 10 or even 20 years ago, age is not the primary determinant of management status. What does this generational mix mean for workplace culture – and how effective are new development models, such as reverse mentoring?
Being recognized as a leader in social media is both humbling and invigorating. Today I am twice grateful for recognition…
In today’s increasingly informal work environment, what’s the most appropriate want to bring new hires and contractors into the fold? How can you make a lasting first impression, and support new hires throughout their indoctrination?
Innovation and entrepreneurship, paired with good old-fashioned hard work, have created a new era of “fringe” benefits. But despite all the fancy tricks organizations offer these days, it seems like they may not get it. Recognition 101 = Listening.
Successful talent strategy requires much more than filling open job requisitions. Look closer at your organizational culture — what does it say about your company?
Editor’s Note: This post originally appeared on TLNT.com Maybe you missed it in the end-of-the-year rush, but late last month, I was a guest on
Within HR and Recruiting, for example, a new technology is unfolding – one which will, in my opinion, change how individuals find work and how companies recruit. Talent Communities are here, driven by the powerful engines of social media, search, big data, ubiquitous computing and social communities.Talent communities are now replacing what many recruiters have traditionally called talent pools. Simply having a database of resumes to sort through to make a talent match has transformed into what we know as social recruiting.
The promise of Talent Communities to provide a more efficient employment process can be huge, with recruiting time spent, talent quality, hiring costs and “time to hire” metrics drastically altered from what we have all come to expect over the last 40 years. By maintaining a specific Community goal, a company has a real opportunity to attract workers like George Bailey who aren’t looking for a new job, but are focused on taking on greater challenges instead. The elusive “other 80%” of the workforce, that have been difficult to attract with employment advertising and referrals, can be cultivated with a Talent Community. This can be a major break through that if fully embraced can change the employment landscape forever.
Originally Published by Matt Charney on MonsterThinking There’s nothing better than the feeling of an accepted offer for a recruiter (or for a candidate), one
Innovation in collaborative technologies is redefining talent strategies across-the-board, including recruiting, development and retention. Here’s how
If you want to make it rain inside and out, you’ve got to be able to control your talent weather. More precisely, you must be
Originally posted by Matt Charney on MonsterThinking Blog Perhaps nowhere is the divide between HR theory and people practice more evident than when it comes
When it comes to Leadership Development, we tend to want to let our system dictate the direction of where things should go. Maybe it’s time to push the boundaries of that status quo…
There’s a scene in the movie The Company Men where a laid-off executive (Tommy Lee Jones) confronts his old CEO (Craig T. Nelson), who happens
Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog The CEO of today looks a lot different than the company man of previous generations,
Last week on May 25th and 26th, Las Vegas hosted the 2011 HR Demo Show in conjunction with the HRO Today Forum, including the RPO
“Gadgets be gone.” Ah, no truer words have ever been spoken. That was one of my lighter “tweetable” sentiments from yesterday’s HRO Today Forum analyst
Repeat after me: there are no magic job wands. Whether you believe there’s a talent war or not, there are still too many of us
No matter where you lie on the generational spectrum, you’ll probably agree that we’ve never faced more distractions–or more pressure to deliver results–than in the current business climate. So, how can companies achieve great results today, by focusing on improving employee engagement and commitment?
Take a look around, HR. Where is your focus? If your systems give employees the ability to thrive, contribute and develop – you’re doing well. If your systems look to constrict, deter and confine – you’re following outliers. It’s time to reframe…
