In the land of HR, folks tend to think inside their bubble.
And when it comes to social media, some are early adopters (think using social media for talent acquisition) and many are laggards (think writing policies that keep people from accessing Facebook while at work).
But the truth is that there is so much more to social technology than social media. And HR needs to go to school on this. Read more…
Attracting, retaining, and optimizing talent — and doing it successfully — is the new leadership call to action.
The quality and potential of your talent determines the productive capacity of your organization and will very likely correlate sharply with your potential for success and corporate profits.
Intangible talent assets like creativity, courage, commitment, persistence, passion, ingenuity, and knowledge may not show up anywhere on your financial statement, but they are characteristics that may ultimately determine the fate of your company.
Apple, Nike, and Google are exceptional corporate examples of this. What would these companies have become without the abundance of these traits among their workforces? What could your organization achieve if you also encouraged and developed this kind of talent? Read more…
When Facebook announced the launch of Graph Search last week, there was a lot of commentary on how it signaled the social network’s move into Google’s traditional search territory.
It was called payback for the search engine’s (third) foray into social networking, with the 2011 launch of Google+. But it’s more than that. With Graph Search, Mark Zuckerberg and company have created a lot of buzz in the staffing and HR industry.
Are they taking on LinkedIn? Zuckerberg himself noted during the press conference that the tool holds promise for recruiters. Read more…
It’s been an open secret for many months, but Bill Kutik, the co-chairman and driving force behind the annual HR Technology Conference & Expo, has announced that he will be retiring after the 2013 event next October in Las Vegas.
The HR Tech conference, one of the largest and most popular annual HR events, has grown from a small annual gathering to probably the single largest conference focused on HR technology and software in the world — due largely to the larger-than-life presence and over-the-top marketing skills of Kutik himself. Read more…
At once swooping up its two of its largest competitors, software company Bullhorn today became one of the largest technology providers to staffing and independent recruiting firms in the world.
Describing it as “an incredible moment for Bullhorn customers,” company CEO Art Papas announced the acquisition of both MaxHire and Sendouts.
“We’re acquiring two extremely talented teams, both of whom have succeeded in delighting their large customer bases with a combination of product innovation and excellent service,” Papas said in a news release. “These acquisitions dramatically increase our ability to execute on our vision of helping recruiters be more successful, develop new products, and serve our exponentially expanding user base.” Read more…
Soon enough, we’ll have an idea of what the next four years at the White House will look like.
But technology is a bit harder to predict — and four years can have a dramatic difference in the products and services available for recruiters, HR professionals, and employers.
How will HR and recruiting technology evolve over the next four years? Read more…
Consumer technologies are rapidly changing the way we work.
In HR, social and mobile technologies have proven to be powerful tools for sourcing and recruiting talent. And newer tools that leverage social consumer technologies – like Yammer for collaboration, and Work.com (formerly Rypple) for performance management – have the potential for facilitating a more actively engaged workforce.
At the annual HR Technology Conference this month in Chicago, these next generation tools were the focus of numerous sessions and conversations. But many attendees wondered, “Who takes ownership of these tools?” Read more…
Salaries for tech workers in the U.S. will rise almost twice the national average in 2013 — some will increase even more, up to 12 percent — a symptom of how competitive the competition for talent has become.
“The hiring environment for technology talent is only going to become tougher for employers in the year ahead,” says Robert Half International. As a result, tech salaries, already among the richest in the country, will see an average increase of 5.3 percent, compared to a national average for all occupations of about 3 percent.
Many jobs, however, will see substantially higher increases. Mobile developers will see the biggest increase; their 9 percent average reflects the dramatic growth in mobile applications and the shortage of specialists in this area. Read more…
See updates below, including Workday’s closing stock price.
HR software vendor Workday went public Friday with its initial public offering, and it looks like the IPO exceeded just about all expectations.
The San Jose Mercury News reports that, “Shares of Workday soared about 70 percent higher Friday in the trading debut of the software company’s initial public offering, a successful launch for the biggest high-tech IPO since Facebook. … The Pleasanton, California-based successor to PeopleSoft sold nearly 28 million shares Thursday for $28 each — higher than the company had indicated just two days before. The IPO pumped at least $637 million into the company’s coffers and establishing an initial valuation of about $4.5 billion.”
Workday, which describes itself as a “leading provider of enterprise cloud applications for human resources and finance,” seems to be making the case that it is “emerging as a force to be reckoned with,” as one stock analyst put it. Friday’s stunningly successful IPO seems to be validating that viewpoint. Read more…
Tomorrow, Pleasanton, California-based Workday, which describes itself as a “leading provider of enterprise cloud applications for human resources and finance,” is launching its initial public offering as the company finally goes public.
This goes against the grain of all the recent acquisitions and consolidation going on in the HR tech space, but what jumped out at me about Workday’s IPO is not so much how much money they are planning to raise tomorrow (a healthy $590 million plus), but rather, the overall valuation of the company as it goes public.
Would you believe that the IPO will place Workday’s value around $4 billion? Read more…
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