It’s the end of June, which means we are already 6 months into 2019 – and we’ve already read so much ground-breaking thought leadership on all things HR & Talent.
For an assessment to support diversity & inclusion in your organization (not to mention, in order for it to be legal to use in the U.S.), it must be compliant with the U.S. Equal Employment Opportunity Commission (EEOC).
Key to her success as an actress, producer, and director, says Amy Poehler, is one hard and fast hiring rule: Don't hire or promote talented jerks.
In the future of work, talent management teams will need to get their hands on predictive data to make the best talent decisions.
Last year, information leaked that Amazon tried to build an algorithmic system to analyze resumes and suggest the best hires. It failed. Hard.
The key to keeping people motivated and engaged at work is simple: Give them opportunities to learn and grow on the job. It makes sense—it’s so much more enjoyable to work in a setting where you can expand your skill set and solve new challenges. Too much repetition and things get old fast.
Being human means being susceptible to bias.
For as long as business competition has existed, a company’s reputation has played a vital role in attracting customers and increasing revenue. But what hasn’t been evident is the crucial role your employer brand plays in attracting top choice candidates.
Since we live and work in an increasingly global marketplace, talent professionals are facing a new challenge – discovering a universal method to hire, promote, and develop talent from different countries and different cultures.
