systematicHR

The intersection between HR strategy and HR technology

Talent Acquisition

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    The Decline of Corporate Elitism

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    systematicHR

    When I was a kid, I always hoped and dreamed that I would get into one of those Ivy League schools. Unfortunately, I was a disaster of a student (and a ridiculously undisciplined Asian student to boot). Yes, I had well over a 4.0 GPA, took 26 total AP classes in high school, but I…

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    HR Technology Conference 2014: Recruiting System Thoughts

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    systematicHR

    Overall, this year was one of the best years in a while for the vendor and show floor.  In my opinion, there were some significant areas where technology has finally started catching up with vision, and it was happening on a pretty broad level.  The smaller startup vendors from the last year have pushed the…

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    Big Data For HR & Recruiting: 2 Use Cases

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    systematicHR

    Forget about Google.  One of the world’s favorite sites has got to be LMGTFY.com.  “Let me google that for you.”  With the wondrous world of the internet and ubiquitous information, ubiquitous access through our mobile devices, and ubiquitous connectivity, whenever someone asks a dumb question in email, you get to just send them back a…

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    The Permanent Record

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    systematicHR

    Perhaps it was because I’m Chinese American and my Chinese parents were rather crazed about education.  I did graduate high school with a 4.2 GPA and considered myself an academic failure (still do in fact).  My parents used to threaten us that our grades and other bad things we did would go on our permanent…

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    The Social Recruiting Process: What You Need to Know

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    Guest Author

    Techniques being used to find and hire talent have changed significantly in the last few years and it’s quickly moving toward a social process. According to a survey from Jobvite, 92% of companies in the US used social platforms for recruiting in 2012. 73% successfully hired a candidate through social media – a drastic increase from…

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    Recruiting Engagement

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    systematicHR

    So, I used to write this blog for me.  Honestly, I could have cared less that anyone was reading it.  It has been a great exercise for almost 6 years – forcing me to continuously thing and read and research.  I’ve enjoyed writing over 1000 posts and think of it as a fairly significant achievement. …

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    Behavioral Non-Interviews

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    systematicHR

    Remembering back to college admissions days (which many of you might have kids going through that right now), one of the best parts of the whole process is doing the college tour thing and doing interviews at the various prospective schools. For 4 year degrees, the risk of not performing well on the interview is probably minimal, but it’s a…

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    Recruiting Effectiveness Measurement

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    systematicHR

    Last post I wrote about recruiting efficiency measures.  From the effectiveness side, we’re all used to things like first year turnover rates and performance rates.  Once again, we’ve been using these metrics forever, but they don’t necessarily measure actual effectiveness.  You’d like to think that quality of hire metrics tells us about effectiveness, but I’m…

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    Recruiting Efficiency Measurement

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    systematicHR

    If you look through Saratoga, there are all sorts of metrics around measuring our HR operations.  For recruiting, these include all the standard metrics like cost/hire, cost/requisition, time to fill, fills per recruiter, etc.   Unfortunately, I’m not a fan of most of these metrics.  They give us a lot of data, but they don’t tell…

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    Using RSS Feeds in Recruiting

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    systematicHR

    I have a friend who has his own consulting business was describing some pretty cool RSS functionality he’s been using. One of his customers has an order system that gets input into theirs salesforce.com system. Each night, any orders get sent to my friend’s system through RSS. The RSS integration has been engineered not only…

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    Taleo versus SuccessFactors

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    systematicHR

    At the end of 2009, Bersin did a great analysis of the two organizations that I can’t really beat.  It’s a nice objective and score by score view of the vendors that is based in good factual data, and I’m going to take a different approach, but you should read Bersin’s post first.  From my…

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    HR Leadership Selection

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    systematicHR

    I’ve been talking lately about how individual contributors are not always the best leaders.  Here, Jeff Hunter talks about why sometimes the individual contributor can become a great executive, and some of the problems they must overcome to get there. A Vice President of HR may be expected to have a great eye for talent,…

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    Employee Blogging for Recruiting

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    systematicHR

    I’m not sure how many of you noticed the NYT article a few months ago on MIT student bloggers. M.I.T.’s bloggers, who are paid $10 an hour for up to four hours a week, offer thoughts on anything that might interest a prospective student. Some offer advice on the application process and the institute’s intense…

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    Internal Staffing Through Social Media

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    systematicHR

    We all know that the best way to find a job is by having great professional networks.  God, looking for a job through job boards is possible, but oh so difficult.  Shouldn’t the same go for internal staffing?  Rather than having internal job boards and postings, we should be deploying social medias to facilitate internal…

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    Defining Mobility

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    systematicHR

    Talent is actually pretty tricky.  We seem not only to have problems defining talent and talent application components, but we seem to not know what some of those components even are.  I’m no making sense yet?  As anyone what are the components of a talent suite and you’ll get different answers – even though we’ve…

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    Employee Selection and Workforce Diversity: Are Current Tools Up To The Task?

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    sjeong

    Guest Author:  Stephen B. Jeong, Ph.D. Hispanics, African Americans, Asians and Native Americans now constitute more than one-third of the U.S. population. By 2042, they are projected to make up nearly one-half of all Americans.  Given these rapidly changing demographics—and consequently, the rapidly changing U.S. marketplace—many organizations are recognizing that workplace diversity is a business…

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    Market Salary Rates

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    systematicHR

    The HR Capitalist had a post the other day about pricing candidate salaries.  But as usual, I have my own opinions. Say it with me – the market rate for any candidate is the $$ amount they will accept.  They’ve got info about what they are worth, you’ve got info about what they are worth. …

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    HRO is not Dead

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    systematicHR

    HRO has seemed dead for at least a couple of years now.  A couple years ago it was almost all I was writing about, and there were mega deals to be had every other month.  All consultants were talking about to their clients was deciding if they should outsource or not.  At the time, HRO…

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    The Gartner Magic Quadrant for Recruiting

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    systematicHR

    A few days ago, my fellow compatriot Jason Corsello wrote about Gartner’s new magic quadrant.  I’ve actually looked upon the Gartner magic quadrants with some disdain in the last few years, not because of any perceived lack of validity, thoroughness or any other concern with the approach to analysis that Jim Holincheck does, but more…

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    Recruiting Dubious Talent

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    systematicHR

    Here is what the NY Times had to say about AIG executives and bonuses a few weeks ago: Now we can debate why A.I.G. felt it necessary to guarantee seven executives at least $3 million apiece when the economy was clearly on shaky ground. Perhaps we will find out these contracts were a bit of…