“Where have all the candidates gone?” If you’re among the nearly 40 percent of employers who have an open position for which you can’t find the talent to fill those roles, you’re probably asking yourself this very question.
According to CareerBuilder’s 2015 U.S. Job Forecast, more than a third of employers plan to add full-time, permanent employees this year, the best outlook from the annual forecast since 2006.
But many are finding that planning to hire and actually making a hire are two vastly different undertakings. Across industries, the demand for candidates with specific skills far outnumbers the supply, and the old rules of recruiting no longer apply. Read more…
The geeks have arrived in HR, declares Josh Bersin. “Statisticians, mathematicians, and engineers have entered the people analytics space.”
Writing in Forbes, the noted industry analyst who is principal and founder at Bersin by Deloitte, outlines the development of the use of “big data” or, as he calls it, “people analytics” in the hiring and management of talent.
“Human resources departments are getting serious about analytics,” he says. “And I mean serious.”
Just how serious? Wanted Analytics coincidentally just came out with some numbers detailing the growth in human resources jobs asking for “big data” skills. Read more…
Global economic growth and the resounding need to engage employees in all parts of the globe dominated HR headlines in 2014. But as one year closes and another one moves ahead, it’s time to once again predict what is in store for 2015.
Here are three (3) distinct HR trends that we fully expect to headline conversations in the new year. You’ll see that the common thread in these trends is the emphasis on new technologies and innovations that will drive the HR industry forward.
From benefits technology to leveraging big data to better understanding your employees, 2015 will bring with it sophisticated new technologies and methods for HR, which, if approached correctly, will be a win for all parties. Read more…
For at least the past three years, there has been no shortage of articles written about the urgency of businesses and HR adopting a data mindset.
Business analysts and experts on this subject have tried everything from threatening the existence of data-ignorant companies to making innumerable cases for why it should be a part of your company fabric.
Admittedly, data is important. We cannot just go about our days wishfully doing business without the context behind what is really driving and affecting our operations. Read more…
Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 41. Our regular content will return on Jan. 5, 2015. Joyeux Noël!
HR leaders beware! There’s a new M&A in town … and it’s coming your way.
M&A is the hot acronym on the street, but it doesn’t mean what you think it does – not anymore.
Move over Mergers and Acquisitions. Meet your new friend – Metrics and Analytics. Read more…
Editor’s Note: It’s a TLNT annual tradition to count down the most popular posts of the year. This is No. 44. Our regular content will return on Jan. 5, 2015. Merry Christmas!
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…
Nearing the end of 2014 and heading into 2015, we’re now firmly entrenched in an era in which widespread technology and the availability of data are changing just about everything in business.
Now that professionals of all kinds can so easily access relevant information about their trade with just the click of a mouse, this capability is making a profound difference with everyone.
While most HR professionals still don’t quite understand Big Data, advanced analytics are clearly making their mark in human capital management. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Don’t kid yourself – you hate analytics.
It wouldn’t be politically correct to say that you hate analytics, so you won’t. That’s why I’m here.
You hate analytics because using them in your organization increases accountability. Read more…
Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.
Big data might be unstructured and unwieldy to many, and there are reasons for that perception.
It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.
Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…