Four HR leaders share how their approaches to mentoring programs are solving talent challenges.
By Marta Chmielowicz
Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions -it is an expectation.
View the results of this year’s Baker’s Dozen ranking for employee screening.
By The Editors
Pre-employment screening is a crucial element of the hiring process, but one that is potentially stressful and confusing for both employers and job seekers. Outsourcing background screening is a solid solution. Here is a look at the top background screening providers in the enterprise and mid-size markets as ranked via the results of customer satisfaction surveys.
Short-term relocation assignments are emerging as a strategy to keep younger workers engaged and loyal to the organization.
By Marta Chmielowicz
Globalization is raising the bar on mobility. As technology strengthens economic and intellectual connections across the world, leading multinational companies are looking to develop a new generation of leaders with a global mindset and multicultural experience.
A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.
By The Editors
Making great hires is about recognizing great fit. Most companies aren’t just looking for candidates with the right skills; they want someone who aligns with their culture. In fact, according to a report by West Monroe Partners, 60 percent of organizations integrate a cultural fit evaluation or behavioral interview into their hiring process. But while this approach sounds great on paper, it could create an environment that stifles rather than encourages innovation.
Whether it’s hiring, contracting, or training employees, organizations need to design talent strategies with long-term goals in mind.
By Traci McCready
Recently, at a speaking engagement, I asked a room of C-suite executives: “What is your company’s most valuable asset?” Each and every volunteer had the same answer: their people. To support growth, contain costs, and preserve quality, service, and safety, companies need to retool talent management for today’s conditions.
In a time of skills scarcity, leading organizations are adopting a multi-dimensional approach to talent acquisition and development.
By Jeff Kavanaugh
Organizations are struggling to find talent with the right skills to meet digital business needs. This trend led the Infosys Knowledge Institute to conduct a worldwide study of more than 1,000 senior management executives globally. The research shows that today’s digital environment is calling for new skills, producing talent gaps that organizations have to fill. What else did it discover? Here are five key takeaways from the recent study.
A new tech tool uncovers ways organizations can eliminate bias during the hiring process.
By Judd B. Kessler and Corinne Low
A growing body of evidence suggests that hiring managers and recruiters display bias against underrepresented minorities. These findings have come from a research method called a “resume audit.” But now, we have developed a new approach to measure firm preferences and detect bias in hiring practices: incentivized resume rating (IRR). Rather than putting the interests of firms and researchers in conflict, IRR combines those interests.
Four strategies that help organizations harness happiness in their workforce.
By Debra Hreczuck
Some leaders may think that caring about employee happiness somehow means sacrificing performance. Actually, the opposite is true. In order for organizations to succeed and for employees to believe in the business strategy enough to work toward improving the bottom line, leaders need to make sure they are happy, researchers say.
By Debbie Bolla
Unconscious bias in hiring practices has become a real challenge for organizations. In simple terms, unconscious bias happens when recruiters and hiring managers form opinions and conclusions about candidates based on first impressions. Francesca Gino, professor at Harvard Business School, explains that unconscious biases “cause us to make decisions in favor of one person or group to the detriment of others.” But there are ways for HR to help its teams become more conscious of their biases and take steps to eliminate them for fairer hiring outcomes.
By Elliot H. Clark
As many CHROs know all too well, HR is never short on challenges. Managing culture, maintaining high retention, meeting talent acquisition goals, and ensuring regulatory compliance are all difficult, but many HR departments are handling these issues well and meeting their goals even in a robust global economy.
By D. Zachary Misko
What is the four-digit number in which the first digit is one-fifth of the last, and the second and third digits are the last digit multiplied by three? (Hint: The sum of all digits is 12.) Tabitha likes cookies but not cake. She likes mutton but not lamb, and she likes okra, but not squash. Following the same rule, will she like cherries or pears? There is at least one nine-letter word that contains only one vowel. What it is?
