Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about the future of HR and of social recruiting, how to hire self-starters, employee referral programs, and succession planning.
We start with two articles that take a look at the future of HR, but in a different way. Ron Thomas gives his views on what it might look like and why it might be hard to achieve. Then, Kristen Frasch shares her analysis of why one site removed an online profiling service. I suggest that you read them together.
From Ron Thomas: The Future of HR: It’s All About Making It a True Decision Science
“The future of our field is to become more focused on the use of sophisticated measurement techniques and statistical processes to access talent and link organizational goals. In other words, it is about making human capital decisions based on data and not gut instincts. This transition is almost like the transition to social media; it is not going away, so you might as well get on board. There is no turning back.”
From HRE Online: Website’s Demise Raises Social-Recruiting Questions
“Here’s another wrinkle in the quest toward that perfect marriage between social media and recruiting. Consider it a sign that we still have a long way to go.”
From Fortune: Prudential’s secret for hiring self-starters: Try before you buy
“By training job candidates before hiring them, the financial services giant has slashed turnover — and aspiring agents get the chance to test-drive a new career while still in their old jobs.”
From Sharlyn Lauby: Everyone Is Part of The Recruiting Process
“In my experience, no matter what kind of recruiting strategy you employ to fill open positions, at some point the company will have a discussion about the employee referral program.”
From Kristi Erickson: It’s Time to Start Putting SUCCESS Back Into Succession Planning
“A lot of companies do succession planning only sporadically, or in reaction to a key player leaving. And even those who do it consistently often limit the discussion to those roles at the top, and keep the results from the discussions filed away in a password-protected spreadsheet. Neither of those approaches produce value for the company. But, when done correctly, succession planning can translate to a competitive advantage.”
Carnivals and Such
The Carnival of HR: The Big Tent of Total Rewards at Compensation Cafe
