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Tuesday, April 19th, 2011 by Tim Giehll
Type “screening applicants with social media” in your Google box sometime. You might be surprised by the results. I certainly was.
I had expected to find lots of pages with a title like “Five Tips for Using Social Media When Hiring.” I found some of those, of course, but I found a lot – and I mean dozens – of articles and blog posts on legal issues surrounding hiring via social media. And I thought the world of staffing software was legally complicated…
Friday, February 25th, 2011 by Tim Giehll
Social Media, recently and over the past few years, has gotten bigger and bigger. With websites like Facebook, Twitter, LinkedIn and many others, a whole new path of interaction for businesses and their recruiteres has been opened. It gives companies a chance to make new connections with potential passive contacts. Just like with anything, there are many great ways it can be utilized by recruiters, but there are also a number of potholes to look out for if you want to make sure to use social networking in the best way.
Monday, February 21st, 2011 by Tim Giehll
In two previous posts I discussed whether LinkedIn will Replace Monster & Careerbuilder and shared 5 Ways Staffing Professionals Can Leverage LinkedIn. Here are some stats with regards to how many of your recruiting peers are using social media now or are planning to in the next 12 months. I hope you’re one of them!
Survey results from Jobvite’s 2010 recruiting survey found that 83% of respondents (over 600 human resources and recruitment professionals completed Jobvite’s online survey) use or plan to use social networking for recruiting in 2011. The big sites used: LinkedIn, Facebook, and Twitter. Regarding candidate quality, respondents rates job boards worst, referrals best, and social networks somewhere in the middle
Monday, November 22nd, 2010 by Tim Giehll
Sometimes the simplest of employee problems can end up making big waves down the line – here are five common employee problems and suggestions on how to diffuse them before they end up causing you more trouble than you would like.
1. Absenteeism and Tardiness. When an employee misses work, it not only costs money but can inconvenience customers and co-workers. When it comes to issues with tardiness and absenteeism, strict policy enforcement from the get go is key. If a person can get away with something, even if they do not realize it expressly, they tend to do that thing more often. A way to ensure that this is taken seriously is by immediately talking to the employee the minute a problem is spotted, circulating company policy via e-mail and making it a part of performance reviews.
Thursday, July 15th, 2010 by Tim Giehll
After attending the HR Thought Leadership conference in Atlantic City in June, I came away with a bunch of insights from attendees and other speakers about the Future of Human Capital Supply Chain Software. I heard from a number of corporate HR executives that there is a HUGE market globally for the “replacement” of first generation 1.0 Talent Management systems over the next few years. This is being driven by the explosion of Web 2.0 technologies and the dis-satisfaction that many corporate HR users have with their “over-sold” current 1.0 talent management solutions.
In general, the Top 5 Future Capabilites Include:
Wednesday, January 20th, 2010 by Tim Schram
Can you believe that the holidays are weeks behind us? It’s once again safe to brave the malls to use those gift cards and return those unwanted items that were given to us.
That’s why I received a chuckle and a dose of reality when reading Tim Sackett’s blog on Workforce Management. Tim writes about the “HR gifts” he’d like to return, which include many of the staples, no pun intended, of the corporate world. Many of the practices that have been ingrained in our minds and processes now seem antiquated.
Sara Moss is co-founder and CEO of The Code Works Inc., a technology consulting company focused on the staffing and recruiting industry. Sara and her team develop actionable technology strategies to enable their client’s business goals.
