Home
Bertrand Duperrin's Library tagged → View Popular
Discriminatory Twist in Networking Sites Puts Recruiters in Peril
"Sourcing applicants from Twitter or LinkedIn or screening candidates through Facebook or MySpace may open employers to discrimination charges. "
How Twitter and Crowdsourcing Are Reshaping Recruiting
So think of the untapped potential opportunities for companies looking to source and attract talent. As social media is used inside the company to increase collaboration, communication and innovation, it's become important for recruiters to locate prospective employees who are also users of social media. Using Twitter can level the playing field so that smaller firms can find those people as effectively as the Fortune 500 do. And those companies who have turned toward Twitter have found it an efficient way to identify passive job candidates who might not be scanning job boards.
-
Some companies are going beyond posting tweets about new positions to using the wisdom of the crowd to actually write a new job description
Social networking sites offer job seekers
"Not only are employers looking for better candidates, but ones that are well versed in social media and seeking out opportunities," said social media expert and president of Affect Strategies Sandra Fathi. "These mediums are here to stay and also a great way to differentiate yourself."
Not only are valuable connections forged with potential employers and colleagues on sites like Facebook, Myspace, Twitter and LinkedIn, but openings are also posted there, sometimes in lieu of job boards.
HR 2.0: Talents manage their careers alone while corps are blind
Times are changing. There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion. Human resources like stocks? No. But like assets, yes, and the ability to move with them empowers your role and the trust they’ll have, to drive their career (tip: zapping behavior is normal today, there’s no “career plans” anymore, in long term, by crisis and unknown situations). Even if you’re dealing with this, let’s consider it IN the corp, vs moves to competitors. Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?
Gary Hamel on Managing Generation Y - the Facebook Generation
If your company hopes to attract the most creative and energetic members of Gen F, it will need to understand these Internet-derived expectations, and then reinvent its management practices accordingly. Sure, it’s a buyer’s market for talent right now, but that won’t always be the case—and in the future, any company that lacks a vital core of Gen F employees will soon find itself stuck in the mud.
Importance of Human Resources: 10 Recruiting Problems You Might Face During Tough Economic Times
During volatile economic times, some things that used to be easy in recruiting and Talent Management become much more difficult. As a result, it’s important to identify and then focus on these new problem areas:
Fistful of Talent: When Should I Create Value? Now.
Last week, Jobvite held their first customer summit (we’re a Jobvite customer at TiVo). Despite the economic times, attendees were both forward leaning in giving ideas and in sharing what they were doing to effectively recruit these days.
-
The U.S. economy is transitioning from a knowledge economy, where value is added to data or analysis, to a conceptual economy, where original ideas are developed to address problems through specialization and networking.
-
The concern for recruiters isn’t just “appealing” to this group of workers, but how to enable all generations (including Boomers and Gen X) on how to successfully work and collaborate with Gen Y.
- 1 more annotations...
Zone Franche - blog de Gilles Martin: Voleurs de poules ?
Imaginer que ces "pillages" peuvent avoir pour origine des dysfonctionnements dans la gestion des talents de leur propre entreprise, que la récente fusion de leur équipe de consulting avec une SSII a peut être dégoûté certains, ce genre d'idées, on ne l'évoque pas. Haro sur le voleur de poules !!
Réduire les budgets RH peut nuire gravement
Toutefois en phase de crise comme celle que nous vivons actuellement, il faut avoir une approche différenciée pour chacun des deux volets de la fonction RH que sont la Gestion Administrative des Ressources Humaines (enregistrements, déclarations, paie,…) et la Gestion des Talents (recruter, impliquer, développer). Ne pas faire la différence pourrait nuire gravement à votre entreprise.
Importance of Human Resources: Talent Intelligence During the Onboarding Process
Talent Intelligence Onboarding Areas
The following is a short list of areas for which managers interested in performance should take responsibility and for which they should make use of intelligence that is gained:
-
Accelerating time to productivity
-
Continuous recruiting
- 3 more annotations...
Reinventing Invention: Online Only Video: The New Yorker
Malcolm Gladwell on the challenge of hiring in the modern world. From “Stories from the Near Future,” the 2008 New Yorker Conference.
You 2.0 - How Web 2.0 empowers YOU: Talent Management 2.0: How HR can use Web 2.0 to attract and retain Talent
If you think about it, talent managment really starts from recruiting through on-boarding; and carries on until the employee is comfortable with the culture, is made to feel at home in the organization, and is equipped with the tools to be productive.
-
The real work for HR really begins once the offer is accepted. Promises made during the interviews need to be fulfiled. Many times a company hires a person for a specific role but what really keeps that person in his chair is not merely the role he was hired for. For large companies, it is difficult for HR to provide every employee the attention they deserve. Therefore HR needs to consider providing 'self-service' tools and methods to retain employees.
To retain an employee it is important to provide him the right tools to be productive, and that includes providing the ability to quickly establish the social connections that he needs to be successful in job. We all know that work is really done through informal networks and with the tacit or unstructured type of work these days, structured tools and systems that exist in organizations today do not help. -
These methods can particularly be useful in tough times, i.e. when resolving issues at work. They can particularly prevent employees from leaving the company when they are not satisfied with their current roles by letting them search and apply for internal job postings.
Réseautage organisé chez Ernst & Young Canada : Tout sur le Reseau en recherche d'emploi et en poste
Leadership et jeux en ligne
Mais une nouvelle génération de collaborateurs arrive, plus imprégnée par cette culture du jeux en ligne, ce qui pourrait faire évoluer les mentalités. De plus, les nouveaux logiciels sociaux facilitent aussi le travail collaboratif. Finalement, une révolution dans les organisations n'est peut-être pas si lointaine...
The AppGap » » How to Hire the Web 2.0 Way: News, views, and reviews of Work 2.0 tools, apps and practices
Web 2.0 has changed the workplace considerably, so it’s no surprise that even the hiring process is evolving. There are now new tools and techniques when it comes to hiring, making the process easier and more convenient for both applicants and employers.
Recruteurs : Tirez profit du Web 2.0 pour recruter en 11 initiatives | Talent[Power]Management
Voici 11 initiatives eRecrutement 2.0. Il y en a d’autres bien sûr, mais celles-ci ont déjà été mises en œuvre par des précurseurs. Elles devraient donner envie de passer au eRecrutement 2.0 pour mieux répondre aux objectifs de votre entreprise :
Generation Y 2.0 » L’arrivée remarquée des “Digital Natives”
Les Digital natives partagent une culture commune (et mondiale) qui n’est pas définie par l’âge mais par la façon dont ils utilisent les technologies de l’information. Que ce soit dans la recherche d’informations, la communication ou l’éduca
Faire de la culture d’entreprise un levier pour le talent management | Talent[Power]Management
L’un des leviers d’optimisation du Capital Talents est la culture d’entreprise. C’est certainement d’ailleurs le plus important et le plus difficile à maîtriser.
Selected Tags
Related Tags
recruitment2.0 (16)- humanresources (11)
- blogs (6)
- talentmanagement (5)
- web2.0 (5)
- pressbook (5)
- socialnetworks (4)
- carreerblogs (4)
- socialnetworking (3)
- twitter (3)
- management (3)
- retention (3)
- cooptation (3)
- corporateblogs (3)
- socialmedia (2)
- humanresources2.0 (2)
- carreer (2)
- talents (2)
- facebook (2)
Sponsored Links
Top Contributors
Groups interested in recruitm...
-
World of Warcraft Raiding Guilds
Here's my list of raiding g...
Items: 1 | Visits: 155
Created by: WoW Grrl
Diigo is about better ways to research, share and collaborate on information. Learn more »
Join Diigo