Search Results - inscrever-se

Blog Post: Where does innovation come from in recruitment?: With the Recruiting Innovation Summit this week in San Francisco, I thought it was as good a time to discuss innovation in…; Added by Chris Brablc at 10:38am on May 15, 2013

Blog Post: HR Technology Productivity

Over 20 years ago I started my career as an Engineer in the newly emerging IT business, and yes, it was pre-IBM PC.

For many years I listened to reports telling me that the introduction of…

Added by Frank Mulligan at 2:14pm on July 9, 2007

Comment on: Topic 'Claudia's Wednesday Wisdom: Burn Baby Burn': ff the current leader – I was under the impression that since this was a small, growing company, there wasn’t one yet. I didn’t write the question, so I was answering it based on the little background and attitude of the person who presented it (who came across like a ‘mouse’). I don’t know if you meant the question to come across that way, but the way it was presented, there seemed to be an issue of helplessness or insecurity in GDIF’s approach. Now, if there does happen to be a leader in place, well . . . somebody has to be accountable. It’s the leader’s role to be the catalyst for change – hey, I believe in collaboration . . . but collaboration minus someone to drive a new initiative forward is a fatal flaw. I like the idea of a huge “hug party” at work where we tweet each other all our random thoughts all day long, theorizing what our little community “could be” . . . but at some point, somebody has to pick up the ball and run with it. [That’s a joke, everyone – please don’t take tweeting all day literally!] You know my style – I’m not a social worker or psychotherapist . . . but I’m not too shabby at cutting through the noise to find the real issues. Instead of focusing on a band-aid, I would rather look deeper. What’s the ‘real issue’ at play here? To your arguments against my suggestions: Line Recruiters themselves are not going to be able to shift an entire corporate culture or attitude towards hiring. Looks like we agree to disagree here, and that’s ok. My take is that you need top-down buy-in to the shift in process or culture. Can it be done without it? Sure, but I’d rather get senior-level commitment first. Many smaller issues seem to work themselves out when the Big Dogs back initiatives. As far as Geoffrey Moore’s thoughts on Corporate Culture, I remember his works (particularly “Inside the Tornado”, “Crossing the Chasm”, and “Living on the Fault Line”) being more about marketing strategy relative to the point at which your product falls on the technology adoption lifecycle. I read the bowling alley analogy to be more about target market selection and prioritization, although I do believe this analogy can also be utilized within mgmt thinking (in certain cases.) Why would the VP in your title be advantageous? Because VP = Respect. VP = Ears & Eyeballs. Again, I'll agree to disagree. Titles matter – I don’t think they should as much as they do . . . but they do. If a VP makes a recommendation, more people listen than an individual line employee. I’m not saying it’s right – I’m just saying it’s reality. [Note: I’m also not saying the title has to be ‘VP’ per se’, what I’m saying is that positional authority matters.] And if there is anyone who knows that “words without supporting behavior are the death of reputation”, it’s me. I’ve been through more leadership courses and training (in extremely harsh environments under very trying conditions) than I can shake a stick at, so again, I agree. Leaders lead by setting the example. When top brass backs an initiative, it's uncanny how things seem to fall in place... I’m glad we agree here. Now, if that doesn't work and you find yourself losing sleep at night and thinking about work 24/7 . . . leave. I’m not suggesting that it’s a “my way or the highway” mentality. What I am saying is that I think diplomacy is great, but some situations are beyond a pow-wow (sp?). It comes down to what personally makes people tick. If you like stress, then stay there . . . but if you don’t, then maybe it’s not in the best interest of you health to stick around. Please don’t think I feel this way when it comes to personal things like marriage – what I’m suggesting is that we have more control over our lives and the situations we put ou…; Added by Joshua Letourneau at 1:18pm on July 24, 2008

Blog Post: What An Incredible Dolphin Named Winter Can Teach Us All: It is without a doubt one of the most inspiring stories of triumph over a life…; Added by Mike Rasmussen at 3:50am on October 12, 2011

Blog Post: What is a comprehensive recruitment strategy?: On this blog and in our conversations with recruiting organizations, we talk a lot about having a “comprehensive recruitment strategy”. But in some of the conversations I have with folks, it’s…; Added by Chris Brablc at 10:07am on May 22, 2013

Blog Post: Real Learning Doesn’t Need Bells and Whistles: Added by Sean Pomeroy at 12:53pm on June 26, 2015

Blog Post: Jobboard futurology...: I have been thinking a lot about job boards recently, as both a customer and a jobseeker. In these socially enabled times, it strikes me that the job board user experience should be…; Added by Gareth Jones at 3:22pm on February 27, 2011

Blog Post: Big-Scope Sourcing Part 1 : Planning for Mass Candidate Flow

As promised, this week I am going to begin a three part series on how…

Added by Amy McDonald at 4:53pm on February 22, 2013

Blog Post: Best Advice: Live Forever: Added by Ryan Harding at 1:51pm on February 28, 2013

Blog Post: Why ‘agency recruitment’ is totally screwed: The recruitment agency business model is grotesquely…; Added by Greg Savage at 12:22am on March 14, 2014