In a recent blog, Mollie Lombardi of Aptitude Research Partners examined the area of talent acquisition through the eyes of the candidate. Now, I turn our attention to the impact talent acquisition tools and processes have on the hiring manager, be that within HR or another department. First, let’s think about the goal of a..
In our continuing exploration of how HR technology and processes impact the experience of employees, business leaders and the organization itself, we wanted to turn our attention to talent acquisition. Sadly, talent acquisition is where some of the worst experiences happen. Anyone who has applied for a job typically has some level of frustration with..
Picking HR technology hasn’t always been an easy process, but it was indeed simpler in the past. System admins and other stakeholders would take a look at a system, see if it met their needs, and make a decision based on that alone. However, that didn’t always lead to positive results. Today we have this..
As a marketer, I’ve been trained to segment audiences based on a variety of variables (i.e. age, gender, behaviors) and to deliver tailored messages to each audience based upon what we believe to be their desired goal, objective or experience. This concept is extending beyond marketing and advertising as companies look to provide employees..
You may be familiar with the story of the blind men and an elephant. In it, a group of blind men come upon an elephant and each describes the animal from what he can feel. The one feeling the elephant’s leg says that it’s like a great pillar; the one who feels the tail says..
A study by Watson Wyatt found that “Firms that carefully link HR activities to business strategy, measured by metrics have a 33% higher return on total capital than organizations that do not.” For some HR pros, talking about return on investment (ROI) inspires a sense of fear. In others it creates an almost giddy response at the idea of being..
For the past few years, there has been a lot of talk about HR “becoming more strategic,” and “earning a seat at the table.” And based on recent research, company leaders are beginning to notice and appreciate the value HR has to offer to help the company achieve its goals. But in order to become..
In our last article, we established some of the common reasons for moving to an HR technology solution, and we finished by pointing out the need for translating the administrative savings and reduced workload into true business outcomes. This is where the true value in HR technology lies, and it’s also a foundational element of..
According to the Sierra-Cedar 2015/2016 HR Systems Survey, 43% of companies are planning to undertake a major HR system strategy initiative. Technology can be one of the most valuable tools in an HR leader’s arsenal, allowing them to create more organizational value, deliver better service, and offload administrative tasks. However, for companies that don’t have..
In a recent conversation with a VP of HR at a large manufacturing company, she said something that struck me. “I don’t buy HR technology. I buy solutions to my talent problems.” I am used to people typically thinking about the work they do as a series of tasks and processes, so, for me, this..