Talent Acquisition and Management are among the most difficult aspects of running an organization, and they aren’t getting any easier. From concerns about shrinking talent pools and growing candidate expectations to the trend of frequent career shifts, companies have their hands full trying to juggle it all. It is therefore no surprise that an increasing number of companies are turning to tools, such as psychometric assessments, to provide their Human Resource departments with the assistance that they so desperately need.
In most instances, discussion of small and midsize businesses (SMB) focuses on the organization’s number of employees, with small being fewer than 100 and midsize landing somewhere between 100 and 999. But as Gartner reminds us, there is another identifying factor: revenue. Here, small businesses are organizations with less than $50 million in annual revenue, and midsize make more than $50 million but less than $1 billion in annual revenue. Seeing those numbers on the page (or, more likely, screen), a few things jump out.
Belonging is a fundamental human need, yet 40% of people say they feel isolated at work. The unrest in the world and shifts in workforce composition have only exacerbated feelings of isolation for many workers – causing them to rethink their current jobs and leave for better opportunities.
Tech jobs are some of the most in-demand jobs in the world right now, but prospective candidates won't be able to get by on raw technical abilities alone.
As the economy continues to recover from the disruption caused by the pandemic, many organizations are dealing with the challenges of attracting and retaining talent—as the current demand for labor continues to grow and voluntary turnover continues to increase at a record high.
For decades, employers have placed emphasis on an 8.5 x 11 document to find their next great hire. The resume format may have evolved over the years, but its role in making talent decisions has not.
Podcasts have grown in popularity and range tremendously over the past few years. You can find a podcast about almost anything these days – the opportunities to learn, be inspired and challenge your thinking are endless – especially when it comes to the world of HR.
Identifying future leadership talent is common practice for most global enterprises, but far too often, the criteria for what makes someone a "high potential" or "hi-po" is fuzzy at best, and deeply biased at worse.
This article originally appeared in BenefitsPro.
Although history contests the attribution of this quote to Albert Einstein, I think we can all agree there is no doubt in the essence of its truth: “Insanity is doing the same thing over and over again and expecting different results."
