By HRevolution

· That 75 % is female and females make up a total of 46.3% of the total workforce; by 2020 it will be 3 to 1 ratio female to male total workforce;

· Her title is HR Director or HR Manager normally; will probably stay the same

· She normally reports to the President/CEO directly; this will remain the case in 2020;

· She has an influential seat in the inner circle of strategic planning within the organization; will have a stronger role in 2020

· She wears multiple hats which consist of only HR related duties 45% of the time; ethics/compliance issues 34%; and internal communications and other duties after that; by 2012 she will have a project team working on these items.

· She does outsource some functions such as Backgrounds and Reference Checks 34% of the time; Payroll 24%; but she will also keep these things in house; in 2020 it’s automated, information is instantly available, may have a hiring team that works on this.

· She may have a department of 2 to 75 people she is in charge of; she may have that many team projects at the same time, globally

· She may or may not currently have a degree in HR most likely she will not have a degree at all; OJT Degree; this is changing

· She uses web sites 91% of the time to stay current in her job; seminars are second; audio conferences are third; and webcasts seem to be climbing in popularity; in 2020 it will be waiting on her because her “bot” has found the information for her.

· She posts 75% + of her job positions online; in 2020 she will have pools of dedicated teams and networks that she can throw projects too.

· She finds the best information about the applicant from the in person interviews 71% of the time; application 9%; references 7%; resume 5%; Background Checks 5%; Information will flow faster; interviewing will remain the same or higher

· It takes her about one to four weeks to normally fill a position; this should not be an issue in 2020 as she is global.

By Krista Bradford

As much as we in recruiting enjoy the many benefits of LinkedIn, there is trouble in paradise. I’ve been a member of LinkedIn since the early days, to which my user ID (59572) will attest. Because LinkedIn numbers its members sequentially, if you do the math, you’ll find me counted among the first .06 percent of LinkedIn users. However, lately, I’ve noticed that what began as a business networking site is starting to feel more like a marketing and recruiting site dressed up as a social network. Read more »

By Jeff Haden

Consistently do these five things and the results you want from your employees–and your business–will follow.

Read more »

By Inc.com

How motivated are your workers? We asked 15 successful young entrepreneurs to share secrets to sparking happiness and company loyalty around the office. 

The Young Entrepreneur Council asked 15 successful young entrepreneurs to explain their secret for keeping their start-up employees happy and motivated. Here are their best answers. Read more »

By Lisa Spiden 

When workers are not a good fit for the job, the cost to a business can be significant. Productivity may decline for a number of reasons and the impact in some cases may be long term. Here are just some of the ways that poor recruitment practices might impact a business financially:

• Managers may have to spend more time supervising the new employee.
• An employee with limited role-specific capabilities may take more time to become productive, and need extra training to build up their skills.
• The performance of other workers within the team or department may be affected in the meantime.
• Errors or delays may lead to client dissatisfaction.
• Employee morale may be impacted.
• Salary costs often represent a significant percentage of business overheads, so poor recruitment practices have the potential to make a big impact on profitability. Read more »