Talent
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What’s wrong with Talent Management – Part 2
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Don’t we all love competencies? I’ll admit that understanding them is critical to managing a workforce as part of an HR strategic plan. However, the linkage of competencies to talent acquisition and learning is insufficient when thought of as a…
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What’s wrong with Talent Management – Part 1
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Let’s think about this. Evaluating performance is a good thing, right? So as an HR practitioner (and being realistic about it), how many organizations do you know that apply performance well? How many performance plans have you seen where the…
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EE’s quit to seek relationships, balance and mission
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In the “talent war” discussion, there is now even more room for concern. While we have always realized that growing retiree populations were decreasing the availability of senior talent, the development of young talent seems to be at risk as…
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Recruitment Process Outsourcing for Healthcare
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I stumbled across this company, Pinstripe, that does RPO for healthcare. Now, I personally don’t really care one way or another about this specific company, but the concept of RPO for healthcare seems to be a troublesome idea for me…
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Attraction and Retention vs. Cost Containment
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Deloitte and ISCEBS (International Society of Certified Employee Benefit Specialists) recently pushed out their annual list of top 5 total rewards priorities for 2006Deloitte, 2006. “Top Five Total Rewards Priorities for 2006.” Retrieved from http://www.iscebs.org on January 31, 2006.. The…
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Job Quality vs. Job Quantity
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Just a few days ago I wrote here about the impact of the poor U.S. educational system and the negative affect on talent in the near future (my wife tells me that my poor writing combined with my refusal to…
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Talent Vaccuum – the next generation
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Granted I’m playing up to all the sensationaliztic reports on talent and the U.S.’s inability to create an effective educational plan and environment to be competitive globally, I’m posting this commentary on workforce planning anyway. I was reading an article…
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Time to reconstruct HR practices, approach
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I was reading this commentary on HR practices basically not living up to expectations and thought I’d deliver my rebuttal. (Financial Express article here – pop-up warning if you follow the link) Mr. Reddy argues that: Veterans in the field…
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Who’s an Internet Applicant? New OFCCP Rules
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ERE’s article on the new OFCCP rules for federal contractors outlines the recquirements that must be comlied with beginning today. Who’s an Internet Applicant? The individual submits an expression of interest in employment through the Internet or related electronic data…
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An Interview with Workstream
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Workstream has always been one of my favorite vendors. They have great depth and breadth in their TMS suite, but their financials have plagued them. In the last year, their competitors have made strong market moves and gained momentum. I…
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The future of the ATS
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Dave Lefkow recently wrote about the future of TAS systems and I’d like to put my thoughts down as well. Here are his comments: Where the industry will go and the strategies successful vendors will employ are dependent on a…
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Talent Part 4 – What Does Talent Want?!?
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Prior posts in this series Talent Part 1 – The Rules of Talent Talent Part 2 – HCI on Talent and Engagement Talent Part 2 – Talent Part 3 – Building Talent in Your Organization Yes… what do they want?…
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Shrinking Workforce is Good for Technology Revisited
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Last week I posted Shrinking Workforce is Good for Technology and got a couple interesting comments. I thought this interesting enough to bring back to the foreground. First off, the post was really not about the HR effects of the…
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Talent Part 3 – Building Talent in Your Organization
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Prior posts in this series” Talent Part 1 – The Rules of Talent Talent Part 2 – HCI on Talent and Engagement For part 3 of this series, I’m going to focus on building talent through talent acquisition and learning…
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Shrinking Workforce is Good for Technology
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We’ve been talking about the workforce “crisis” and the drian of senior talent as baby boomers retire in droves. I thought I’d present another viewpoint – this one from the Economist. The crucial question is therefore what the effect of…
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Great Talent Acquisition Systems Insight
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A while back I posted a TAS vendor “review” of sorts. Obviously I’ve also been doing some research for my series on talent (Part 1 &2 here). In doing the research, I re-stumbled on some of Talentism’s previous writings taht…
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Talent Part 2 – The Rules of Talent
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Talent Part 1 – HCI on Talent and Engagement As we pursue this discussion on Talent, it is important not to just focus on what it is (see part 1) but the entire framework and environment that surrounds our strategies…
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HR Marketing that actually makes sense!!!
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So Workstream.com has an offer out to Webhire.com clients to convert them at a “significant discount.” Business Wire, December 22, 2005. “Workstream Unveils WebHire Trade-in Program; Workstream Exchange Program Offers Displaced WebHire Customers Free Migration and Integration to Workstream Recruitment…
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TMS Automation Debate Revisited
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There has been a bit too much debate on this topic not to bring it back in the new year. I think it really comes down to some of our fundamental philosophies on how we allow technology to impact our…
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TAS Vendor Scorecard
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Well, I’ve done talent management scorecards a few times, but never talent acquisition. This is not really a scorecard or vendor functionality comparison. Here are my top 4 vendors and a few notes about them. This is not a review…