Editor’s Note: Readers frequently ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
Before we get right in and answer this question, let’s all get on the same page.
What is “Poaching?” Wikipedia defines it this way:
“Poaching has traditionally been defined as the illegal hunting, killing or capturing of wild animals, usually associated with land use rights.”
It can also be a cooking term, like “Poached Eggs” or “Poached Salmon,” but that’s not what we’re talking about. Read more…
Recently, TINYhr released its 2015 Best Industry Ranking Report. The purpose of the survey that inspired the report was to answer the question of how the industry they’re in affects employee happiness.
Here’s what the survey says:
Happy Industry Rankings (in order of happiness quotient) Read more…
There are lots of good reasons to attend TLNT’s High Performance Workforce Summit May 6-7 in Atlanta, but just in case great speakers with great titles and great insights weren’t enough, here’s one more:
Strategic recertification credits from HRCI, the HR Certification Institute.
ERE Media, the parent company of TLNT, and HRCI, have announced “a partnership to promote HRCI certification.” As part of this collaboration, “HRCI has agreed to provide strategic recertification credits to delegates who will be attending ERE Media’s TLNT High Performance Workforce Summit, May 6-7, 2015 in Atlanta … Additionally, HRCI will promote TLNT’s High Performance Workforce Summit to certified HR professionals as an opportunity to maintain their certification.” Read more…
Using the term “passive candidate” is just wrong for so many reasons.
First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects).
Calling them “passive job seekers” is equally inaccurate because they are not in fact currently seeking a job.
And finally, they can’t accurately be called “passive” because they are definitely not passive individuals. In fact they are frequently bold and aggressive individuals while on the job. Read more…
We want it both ways as employers.
We want workers who keep their skills up-to-date and willingly pursue learning and development. In addition, we also want workers who take accountability for their own performance results, accept placing more of their compensation at risk via incentive pay, and maintain their bearings and contributions in the face of constant change and shifting priorities.
And we also want workers who will put company and work group interests above their own, protect our corporate brand at (nearly) all costs, and happily defer to the preferences of their organizational overlords. Read more…
Building a high performance workforce isn’t easy, or for the faint of heart.
That’s because building and maintaining a high performance workforce is the single most powerful way for talent managers and HR leaders to deliver competitive advantage to their companies. And, it is the essence of TLNT’s High Performance Workforce Summit May 6-7 in Atlanta.
Unlike many other events, the High Performance Workforce Summit has a lineup of working talent management leaders who will share their stories and insights about the challenges they have faced in their own companies. They will tell you how they tacked the challenge of building a high performing workforce, and how they keep in going and moving ahead. Read more…
Do you know talent when you see it?
By now, you’ve probably heard the story of Malcolm Butler, the undrafted rookie free agent who made the game saving interception for the New England Patriots in last Sunday’s Super Bowl.
By all accounts, Butler shouldn’t have even been playing in the NFL, much less the star of the biggest game of the year. But, along the way, a few people saw something special. Read more…
Consider your average white-collar professional making $45,000/year, not including benefits.
At that rate, it would cost an organization about $25 for this person to sit in an hour-long meeting. That’s not too bad.
But now consider that the average American spends nine (9) hours per week in regular status meetings, or preparing for those meetings. At the rate of $25/hour, the weekly cost of those meetings for one employee is $225. And when you look over the course of a year, it adds up to $11,700.
All of a sudden, a cost that seemed relatively nominal has turned into more than a quarter of this professional’s annual salary. Read more…
For years I’ve known that email is evil.
But it wasn’t until I started working in a team that I realised how much time and energy gets swallowed by this creature. We all learn from our own mistakes.
Email is just like a game of Tetris. You start with a clear goal of getting your inbox down to zero. When you’ve achieved that and turned your eyes away from the screen, you hear a notification. Yes, it’s that annoying sound that tells you got a new email. Read more…
What’s wrong with job interviews today?
Too much. In fact, according to a recent CareerBuilder survey of more than 6,000 global hiring managers, more than half of employers in each of the ten largest world economies have felt the effects of a bad hire.
With that many people having had bad hires, something must be wrong with the way we interview job candidates.
For starters, here are six (6) common problems with the job interview process today, and how to fix them to land better hires and improve employer brand: Read more…