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Time to Say Goodbye
2008"An exit interview should not only get to the bottom of why valued staff are leaving but form the basis of an action plan to stop them wanting to leave in the first place."
When you consider that people spend an estimated 75 percent of every waking hour in work-related activity, it’s not hard to see that ending the relationship between employer and employee is a big step.
The Ultimate Advantage: Corporate Culture
Your Corporate Culture Can Give youthe Advantage Over Your Rivals
Across nearly every industry, competition for attracting the best and brightest has intensified with the global market creating even more opportunities for organizations and job seekers. Attracting the key talent you need is half the battle, but getting your employees motivated and fully engaged in organizational success is just as critical.
Establishing a Recruiting Operation in the Asia-Pacific Region
As more organizations expand or establish offshore operations in the Asia-Pacific region, they are faced with a multitude of challenges in getting operations up-and-running. Every country has its own unique culture and customs requiring organizations to take a country-by-country approachandunderstand the art of traversing cultures in building a successful global operation. Another challenge for organizations includes acquiring the right talent to grow their businesses. Having a firm understanding of local culture and market-specific requirements is a must; however, in addition to contending with a many cultures, customs and languages, keeping pace with expansion frequently leaves little time for best practices, particularly when it comes to establishing a recruiting operation.
Low Touch Screening
A few years ago, finding enough applicants was a struggle. Now you are overwhelmed with applicants, particularly when it comes to graduate recruitment. While it is a definite advantage to have a large pool of candidates to choose from, finding an effective, objective and resource-efficient way to screen out the inappropriate candidates and identify prospective ones is not always easy. In this article, we review some of the high quality, cost-effective and efficient screening solutions currently available.
Investment Banks & Asset Management Transforming Graduate Recruitment
Attracting a new Breed of graduate.
The Investment Banking and Asset Management industries are facing a serious skills gap, a problem that is partly due to the failure to respond to graduates’ needs. However, leading organizations are facing these challenges in robust and innovative ways.
Identifying and Growing Talent Through Development Centres
With increasing competition for staff, organisations, more than ever before, need to identify and hold on to their talented people. This means it is imperative that capable people are constantly challenged to improve their performance levels and are supported along their journey of self-development. The role of development centres is becoming an increasingly important component within an organisation’s talent management strategy. So how can organisations maintain a steady pipeline of talented people within an extremely competitive work environment?
Seven Techniques for Highly Effective Call Centre Selection
People Are the Key to Success
Call centres are all about people. Advances in technology, new CRM systems and contact channels can improve the efficiency of your centre, but people ultimately make the difference between its potential success or failure.
Item Banking and Randomised Tests
The Online Testing Scenario
High-volume recruiters are increasingly looking for ways to sift large volumes of candidates more easily and more cost-effectively. Online testing fulfils the need to test candidates earlier in the selection process as it permits a wide geographical reach with minimal cost. Online ability tests are particularly popular for sifting candidates because ability tests consistently show high levels of reliability and validity. This enables recruiters to feel confident that only candidates of a high calibre will be invited to the next stage of the selection process.
Why HR Must Change Its Approach
Unfortunately, HR seems to be one of the overhead functions that is frequently downsized when times get tough, either through a reduction in its budgets or by reducing its staff – after all, aren’t line managers supposed to look after all the people issues now?
Introducing Assessment Centres Into Your Recruitment Process
The Assessment Centre
Recruiting and retaining high-quality staff is a top priority in today’s competitive marketplace. Organisations are constantly evaluating selection procedures and seeking innovative ways to identify their training and development needs. In particular, businesses with large volumes of employees are turning increasingly to assessment centres to provide an accurate picture of an individual’s capabilities.
Why Interviews are Insufficient on Their Own
Separating Fact from Fiction
The concept of the interview is prevalent in our society. One in three ITV viewers tune in every Saturday night to watch Michael Parkinson on his hit television show, Parkinson, interrogate his famous guests. Remember Meg Ryan, Dame Judi Dench, and Simon Cowell? Parkinson uses a certain style of questioning to draw information from his guests.
How Can Organisations Develop Their Leadership Capability?
“… and when Daedalus had finished making the wings, he gave instructions to his son, saying: ’Icarus, I advise you to take a middle course. If you fly too low, the sea will soak the wings; if you fly too high, the sun's heat will burn them. Fly between sea and sun! Take the course along which I shall lead you’."
Even in ancient Greek mythology, the desire for individual learning and the need for leadership, guidance and direction were apparent. Today, the ongoing challenge of leadership capability is described as the War for Talent, Leadership Capability, Emotional Intelligence, and Talent Management. Whatever you call it, this challenge still remains difficult to achieve. Many organisations do whatever it takes to attract, develop and retain those people who demonstrate talent and leadership. Yet organisations may never be sure that they have the right people, the ability to acquire them, or to grow their own.
How Can HR Sell Itself to Top Management?
HR leaders are very aware of the importance of being strategic and influencing top management on people issues. Kenexa, a firm of business psychologists, has provided support to a wide variety of HR functions when implementing process and structural changes across an organisation. However, based on observation, successful HR practitioners seem to truly market the HR function so that senior management realises the full impact of what they do. Rather than just working harder, acceding to unreasonable requests and focusing on delivering operational changes, a particular series of actions is needed that will get the attention of the CEO and top management team.
Beyond Compliance and Representation: Recruiting a Rich Mix of People Delivers High Performance
While many people often equate equal employment opportunity and affirmative action with diversity recruiting, they may often fail to consider the strategic business case for developing a more diverse and inclusive workforce. With the considerable demographic shift toward a global economy that is characterized by multinationalism and multiculturalism, a high performing workforce requires the same representation as society in order to succeed.
Workforce Anthropology: Designing A Successful Global Employee Engagement Survey
Jeffrey Saltzman, New York Practice Leader, Kenexa
Famed British television critic Nancy Banks-Smith once quipped that anthropology is the science that tells us people are the same the whole world over, except when they are different. In any culture, and with any group of people, there are commonalities and differences that contribute to the greater whole. In the workplace, employees’ varying attitudes and perceptions and how they interact together can have a dramatic impact on business measures such as turnover, sales growth, customer service, and revenue results. According to a study by research organization The Conference Board, highly engaged employees outperform their disengaged counterparts by as much as 28 percentage points. Realizing this, the concept of employee engagement is steadily gaining attention as organizations seek to create and sustain a culture that motivates employees to perform to their highest capacity.
Why Your Company Should Integrate Your PeopleSoft ERP System with a Talent Management Solution
More than likely, your company has implemented one or more of the PeopleSoft technology solutions to reduce costs and increase productivity. PeopleSoft software products are designed to directly connect customers, suppliers, partners and employees to business processes online and in real time.
The New HR Competency – Achieving Peak Performance with Your Recruiting Operation
There’s a wealth of information available to show that the greatest single recruitment challenge HR leaders will face in the very near future is a scarcity of talent. Global population demographics make it very clear that scarcity will foster intense competition for talent as the twenty-first-century, knowledge-based economy attains dominance. A company with recruitment and attraction efforts that are not up to the competitive challenge will be at a distinct disadvantage. This paper will examine some sobering facts, how they relate to the current state of recruitment, and present ideas for a “peak performance” recruitment effort.
Using Structured Interviews for Selecting and Developing Employees
by Ame Creglow, Assessment Director of Operations, Kenexa
Different jobs require different competencies. The purpose of structured, competency-based interviewing is to help organizations hire and promote people who will succeed in their jobs. Competencies are important because they can be used to improve performance (both individual and organizational) in at least three ways including selection, feedback and development.
Getting Ahead with Succession Planning
Jeff Weekly, PhD
Typically, succession planning often starts with a mandate from the CEO to develop a plan. The HR professional given the assignment often begins with his or her baseline of knowledge, usually supplemented with some benchmarking of other firms’ processes, and begins to set up the necessary meetings. Data are gathered in advance and forms are prepared. Once all of the review meetings have taken place, the HR executive prepares the final succession plan complete with replacement charts, developmental plans for ‘high potentials,’ and other similar outputs. After review with the CEO and sometimes, the board of directors, the plan assumes its customary place on the shelf where it gathers dust until roughly the same time next year. Sound familiar?
The HCM Time Machine
Rudy Karsan, CEO of Kenexa
This is perhaps one of the most unusual stories you will read because I am actually writing this from the future. That’s right. I’ve hopped in my personal time machine (something not yet developed by Microsoft—a rarity even in the future) and am traveling back in time to let you glimpse at what business is like in the year 2011.
Hourly Hiring
Charles Handler, PhD
All one has to do is look around to realize that despite economic slowdowns experienced over the past five years, the retail industry is a significant part of our economy and is continuing to experience strong growth.
Evolving The Recruiter Role: The Next Generation is now
The world of recruitment is changing and it is changing now, and the role of the recruiter must change with it. The “War for Talent” will undoubtedly be a factor in the evolving role of the traditional corporate recruiter.
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