A good boss makes his men realize they have more ability than they think they have so that they consistently do better work than they thought they could
Charles Erwin Wilson
Charles Erwin Wilson (July 18, 1890 – September 26, 1961), American businessman and politician, was United States Secretary of Defense from 1953 to 1957 under President Eisenhower. Known as “Engine Charlie”, he previously worked as CEO for General Motors. In the wake of the Korean War, he cut the defense budget significantly.
The Danish EU Presidency wishes to draw special attention to the severe challenges, which young Europeans are currently facing. The matter will be addressed at the Informal meeting of Ministers for Employment and Social Policy on the 24 and 25 April and at the Conference on ’Youth: Employment and Inclusion in times of crisis’ on the 26 and 27 April in Horsens. Read more »
· 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.
After years of unsuccessful attempts to find jobs, thousands of UK construction workers have found out why. Skilled engineers have discovered their names were on an “employment blacklist” – an illegal document which shattered their lives.
Some firms are using offbeat interview practices to get a real-time look at how prospects tackle problems, think on their feet and work as part of a team.
Danielle Bemoras showed up for her job interview with a social networking company prepared for some tough questions. Instead, she found herself in the middle of a psychology experiment.
The company had invited a fellow job seeker to the dinner meeting in Chicago, looking to see how the rivals would handle the pressure of a joint interview.
Awkward? No question. But Bemoras just rolled with it. She avoided alcohol to keep her head clear. She skipped the sushi to prevent chopsticks mishaps. And rather than try to upstage her competitor, she was respectful and collegial.
“I was in a sorority and had gone through that type of thing during rush,” said Bemoras, now 22. Her clutch performance won her a marketing internship followed by a full-time position with SceneTap, a digital night-life guide headquartered in Austin, Texas. Read more »
The title of this article comes from a conversation with a senior-level HR professional who demonstrated a level of awareness that many employers seem to lack about their onboarding process.
We were talking about their need to upgrade their onboarding, and she was describing her concerns about the effects of a poorly executed process.
While she listed the typically cited negative costs of sloppy onboarding — increased turnover, longer time to productivity, etc. — she hit on one of the biggest prices employers pay for a shoddy, sink or swim, unwelcoming onboarding process:
You take someone who is initially excited and even starry-eyed about working for you, and rapidly turn them into a cynical, skeptical, eye-roller, who does not respect or trust management and their employer. Read more »
Online recruitment is now a standard part of the recruitment process for many companies and organisations. But why? And is it worth it? In other words, what are the advantages and disadvantages of online recruitment?
By John Zappe (was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. Never a recruiter, he instead built online employment sites and sold advertising services to recruiters and employers.)
