Social Media Strategies to Attract and Retain Top Talent

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Social Media Strategies to Attract and Retain Top Talent

Utilizing social media to recruit candidates is at an all-time high. LinkedIn and Facebook have forged a new bridge linking job applicants directly to recruiters and the companies they are looking to join. It is crucial for HR departments to look at what they are doing to adapt to the transforming job seeker market.
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Should You Be Performing Facebook Background Checks?

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performing background checks Should You Be Performing Facebook Background Checks?

When it comes to recruiting potential employees, social media has become a popular resource for finding candidates that will fit the required job skills and become a top-performing employee. But is using information from social media profiles a legal and reliable part of the recruiting process?

As reported in the 2013 Hiring Trends and Practice Survey, roughly 8% of HR specialists are using social media to pre-interview a candidate. Another 8% are also using social media for the post-offer and post-interview of a potential candidate.
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The Ultimate Guide to Training in 2015

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hr training topics The Ultimate Guide to Training in 2015

If your organization is like most, a guiding question for your 2015 planning will likely be some version of this question: “What kinds of training & development programs should we choose that will help ensure we are able to attract and retain talented employees, as well as prevent regrettable attrition, within our organization in 2015 and beyond?” What follows is a snapshot of some of the most popular training topics for 2014 and into 2015, along with a brief explanation of how they can each be leveraged to the benefit of the organization.

Up & Coming

Leadership Development

Pointing to the need to refocus attention on the longevity of an organization and the generational shift towards Millenials that is occurring in the overall workforce, leadership development is definitely on the list of hot training topics on the rise.
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3 Technology and Social Media Policies To Consider

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3 Technology and Social Media Policies To Consider social media etiquette in the workplace social media etiquette for employees

Many technologies aim to make our lives better and make our work lives more efficient. These same technologies create unique situations within the workplace that could reduce productivity and cause security and privacy concerns. Having effective policies related to technology and social media etiquette for employees are essential to creating a culture of understanding around these situations. Here are a few policies to consider:

BYOD Policy

BYOD ("Bring Your Own Device") policies attempt to address the blurred lines between employee and company-owned technology and devices. A policy can help set expectations for the employer and the users, define ownership, and address support policies.

Here are some things to consider in a BYOD policy:
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3 Surprising Social Media Uses for HR

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3 Surprising Social Media Uses for HR

When we hear "social media" and "HR" in the same sentence, it's usually in a negative context. "How can we keep employees off of social media at work?" or "I saw something bad on a candidates social media profile, what do I do now?"

But social media can also be used creatively in several areas of the HR function. Consider the following uses for social media that you may not have considered:

Employee Communications

Communicating important inner-office or organizational updates to employees often falls upon HR departments. The standard mass email can be a great medium for getting a quick message out, but what if your communications requires more collaboration, input or feedback?
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The Most Critical Trends Shaping HR

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The Most Critical Trends Shaping HR

There are so many important trends shaping HR right now that will affect employers in years to come. Here's a brief synopsis of the most critical ones that you should know heading into 2014.

1. Social Media & Mobile

Social networking platforms are changing, and will continue to change, how HR departments operate. People's lives are becoming more social networked, and nowadays, social media is no longer simply a marketing or personal tool. It is gradually becoming engrained into many aspects of the workplace.

Although social networking is primarily used for recruiting, employers are beginning to use social networking platforms for learning and development, employee communications, collaboration and innovation, and recognition.

Similarly, mobile continues to become more central to our lives, which poses both challenges and opportunities for our workplaces. Mobile can be leveraged for learning, recruiting, and other HR needs, and provides employees with greater flexibility to do their work, but it also will continue to present difficulties (e.g. productivity).

2. Big Data

Big data, or HR analytics, is increasingly guiding decisions pertaining to talent and the workplace. As technology increasingly is implemented in HR departments, people decisions are becoming more strategic and complex.

More companies will move beyond operational reporting and benchmarking, and leverage data about employees to make their HR departments more data-driven and strategic.

This includes using data to predict outcomes (e.g. hiring, performance, etc.) and conducting strategic analytics to statistically analyze problems and translate data findings into solutions.

Because research is finding that leading organizations are using big data for HR and that it is effective in delivering sound problem solving, this trend will require HR departments to hire and develop staff with big-data related skills in business acumen, consulting, data management, statistics, communication, and executive presence.

3. Generational Issues

Four generations are in many organizations right now, and they all have very different ways of working, forcing companies to put into place practices that help manage generational issues and conflicts.

The younger generation, in particular, is creating challenges for HR departments with their distinct values, forcing organizations to re-tool their talent management practices. For example, the younger generation...

  • Desires flexible work hours and work-life balance
  • Has intolerance for boredom and 'dead-end' jobs
  • Values mentoring, personal learning, and development
  • Expects rapid career progression

Because this generation brings critical skills to the table and are the future leaders of organizations, HR will need to find better ways to manage this group in order to retain them.

4. Rise of Contingent Workforce

Studies are predicting that the workforce will become more contingent in the next five years, and that by 2019, nearly half the workforce will contract their skills to multiple organizations.

There are already signs that this is happening with a rise in temporary workers, contractors, independent consultants, and freelancers. According to a report by Accenture, the most common freelance jobs include sales and marketing, IT and programming, design and multimedia, engineering and manufacturing, and writing.

The dynamics of business are changing so rapidly these days that many employers find they need an agile, "just-in-time" workforce that is more cost-effective. Contingency is attractive because work is becoming more knowledge and project-based, and increasingly reliant on specialized skills and expertise. In addition, economic fluctuations like we've seen the past few years will require more flexible staffing models.

Though contingent workers bring benefits, they will also pose challenges for HR departments in terms of how they are managed, compensated, and treated.

5. Change & Innovation

Because organizations are changing so rapidly, HR will have to take on more significant roles related to managing and communicating change initiatives and disruption within the workplace effectively. HR will need to take on a more consultative and change-management oriented role in their organizations.

Similarly, the need for innovation, risk-taking, and creative solutions is becoming more necessary. HR will be increasingly relied upon to drive this behavior through the development of culture and programs (rewards, empowerment, suggestions and ideas, employee feedback, etc.).

6. Leadership

Traditional theories of leadership are not as relevant to today's challenges, and certainly won't be in the future.

Leaders will need to demonstrate different behaviors and skills than were required in the past. Skills such as empathy, authenticity, influencing, strategic thinking, articulating, flexibility, risk taking, demonstrating integrity, leading diverse teams, collaborating, and bringing out the best in others are all being seen as more important for leaders.

While these aren't necessarily new leadership skills, more emphasis will be placed on them in the future.

7. Total Rewards

More and more, employers are faced with the issue of "there's only so much money in the bucket" and must make harder decisions about the total rewards that they offer.

For one thing, the benefits landscape is changing with the steady rise in health care costs, the uncertainty associated with how the Affordable Care Act (ACA), and the changing nature of wellness in the workplace.

Likewise, modest pay increases and a performance-oriented approach to compensating employees has also been evident. Then, there are other rewards that factor into the equation like perks, recognition and rewards/staff appreciation, voluntary benefits, training and development, and more.

Employers will have to continue to make hard decisions about what total rewards will be provided to the workforce. Business strategy, performance, and the needs and interests of the workforce will all play a role in these difficult decisions.

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Hiring in 2014: 3 Online Trends to Watch

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Hiring in 2014: 3 Online Trends to Watch

Is your organization looking to hire new employees in 2014? If so, here is a quick look at some of the online trends in recruiting that were seen in 2013 and are likely to stick around through 2014 and beyond.

1: Online Career Centers

Perhaps the most well established recruiting option on this list, nearly 50% of all organizations have some type of online career center on their website. More non-manufacturing organizations’ websites have an online career center (53%) compared to manufacturing organizations (40%).

Although online career centers have been around longer than other avenues such as social media or mobile recruiting platforms, their popularity seems to have leveled off right around the 50% mark over the past few years.

With more online options cropping up, organizations no longer need to rely solely on their own traditional online internal career boards for recruitment.
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How to Use LinkedIn to Recruit:10 Tips

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How-to-Use-LinkedIn-to-Recruit-10-Tips

The sphere of recruiting is changing rapidly and employers are increasingly relying on social networking websites to source talent, and finding that some of them are very effective. LinkedIn, in particular, has been cited by many employers as an extremely effective way of recruiting talent. According to our 2013 study of hiring practices, the majority of Northeast Ohio organizations surveyed (61%) use LinkedIn to recruit.

Although all social media platforms can be used for different purposes in the recruiting process, it's safe to say that LinkedIn is more professional and business focused, as well as more relevant to recruiting, as candidates can highlight their resume, skills, experience, connections, and general influence in the field. The platform is quickly becoming the choice for professionals to look for jobs and find employment - and for employers when sourcing talent.
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Why Employers Are Using Video Interviewing & Recruiting

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Effective recruiting in the future will require "going digital" with social networking, mobile technology, and online methods. But is video also the future of interviewing and recruiting? Here's why video is increasingly being incorporated into the interviewing, recruiting, and hiring process, and how employers are using it.

Video Recruiting

Video is extremely attractive and engaging to job seekers, especially the younger generation, and can give organizations a competitive edge. Videos can capture what words can't, the faces of your employees; how your company looks and feels; and the passion, authenticity, enthusiasm and culture that lives inside your company.
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