Search Results - who happen to be

Blog Post: What Would You Do?: In this career, we are always coming across different scenarios that we've…; Added by Becky Northrup at 11:36am on April 10, 2014

Blog Post: Office Design Trends Of 2016: Does office design shape the workforce and workplace? Or is it the other way…; Added by TomerHarel at 4:35am on December 14, 2015

Blog Post: If Rocky Balboa Could End the Cold War....: One of my all-time favorite writers, Bill Simmons* of ESPN, credits Rocky Balboa for ending the Cold War by…; Added by Chris Hood at 8:55am on December 11, 2009

Blog Post: Why the time for Talent Analytics in Recruitment is now: Talent Analytics is one of the biggest trends in today’s HR. The need to understand your employees…; Added by Chris Brablc at 1:03pm on August 20, 2013

Blog Post: 5 Things To Know Before Buying an ATS!: You might already have an ATS that you’re looking to replace or maybe you’re looking to buy your first system. …; Added by Eli Franklin at 5:54am on May 26, 2020

Blog Post: How does ATS Affect Time Cost Savings and Team Productivity?: One of the most valuable assets of today's world of business has become time and the ability to save it while performing almost any task while still maintaining the…; Added by Nika Prpic at 2:15am on May 25, 2021

Blog Post: Is your Executive Candidate Experience killing your company brand?: The executive candidate experience needs special…; Added by HRNasty at 1:01pm on June 21, 2012

Blog Post: Hitting the Deck: The Problem With Powerpoint: Added by Matt Charney at 9:08am on July 1, 2014

Topic: Wednesday Wisdom: Discourse and Entertainment: f the Wednesday Wisdom column in April of 2008, the RBC community has argued, discussed, and enjoyed a wide variety of perspectives on a surprising variety of questions. Here’s a look back at the entertaining, brilliant, and sometimes nonsensical interaction that can happen when a community embraces open dialogue. I give both readers and commenters my heartfelt thanks for taking part in the fun! Claudia Hiring Manager smackdown: Justified, or just crazy? The amazing Houdini candidate Hair of the dog Speed dating Poached please, with solicitation on the side Don't make me go there. Seriously. Digital rusing How do you spell RELIEF? Babies, bathwater, and recruiting careers Defending the ugly client Fool me once, shame on you… Cliff notes for candidates Dangerous liaisons Park it at the door, missie. My candidate, the juggler Burn baby burn Network? You bet. Now where's that paycheck? What's your hang up? Work that plan! The case of the disappearing hiring manager The last of the late, great recruiters Back in a flash Herding cats Mamma Mia Caught in the crossfire What goes bump in the night The relocation runaround Inquiring minds want to know Splitsville No soup for you I know something you don't know Shift keeps happening Drink 'em pretty I'm just a girl who can't say no Matchmaker, matchmaker Ding Ding I forget Catch-22 Smell the roses Guns and common sense What's a recruiter to do? What my kids taught me about being a better recruiter HR strikes again Gunnin' for the boss If a tree falls in the forest… Measurement and the art of recruiting The Quest When the recruiter becomes the candidate Who's the boss? Praise the Lord and pass the earplugs Why don't recruiters get it? Beat them candidates! Beat them, I say! The flight of wonder boy Who's the bad guy?? Risky business Jail bait Lying sack of recruiters Lucy, you've got some 'splaining to do To cut or not to cut Stalked by my own recruiter Do you tattoo? Elvis has left the building Short Timer's disease ** In my day job, I’m the Head of Products for Improved Experience, where we collect and record perceptions as business metrics for our clients. Learn more about us here. Do you have a question you'd like answered in this weekly forum? Drop me a line!…; Added by Claudia Faust at 6:36am on July 15, 2009

Comment for: Photi Bouri: ggy responsibilities of wallowing and rolling. Cinders' owners were initially perplexed by the pig's reluctance to act like a pig, but keen observation eventually led them to realize she was afflicted with mysophobia — fear of dirt. The solution was to outfit her with a set of boots, get them on her and convince her to trot in the muck with her siblings. The story illustrates the compassion shown to Cinders by her sausage-making owners, and there are also parallels to how to help others achieve their best. Not to equate staff with swine, but a boots-wearing pig can serve as a reminder to pay attention, provide resources and coach others. Just as Cinderella couldn't communicate her mud-phobia, workers are typically reticent about vocalizing their need for help. Noticing a colleague's struggle before it reaches elevated proportions can often mean the difference between success and failure. Once there is recognition, assess which resources are needed to move toward a solution. Will additional training, staffing, technology — or boots — help achieve the goal? Identify and then coach through the problem-solving or implementation process. The situation will be rectified; the colleague will have strengthened some individual characteristics; and rather than form resentments or miss deadlines, the team will coalesce through the coaching experience. According to the survey of 1,597 employed executives with an average annual salary of more than $206,000, 61 percent report they are satisfied or very satisfied with their current job, up significantly from 52 percent one year ago. Among the 39 percent of corporate leaders not happy at work, boredom and a lack of advancement are the most frequently cited sources. While more executives are happier with their job, the survey revealed that satisfaction levels vary considerably across professions: Profession Percentage of ExecutivesSatisfied With Current Job CFO/Comptroller 68% HR 65% Marketing 63% General Management 61% Sales 54% MIS/IT 53% Across all functions, the top reasons executives are dissatisfied with their current jobs include: 1. Limited advancement opportunities 2. Lack of challenge/personal growth 3. Compensation 4. Stress level 4. (tied) Job security "While stress and job security concerns are mounting, boredom and a shortage of opportunities for advancement remain key drivers of voluntary executive turnover...Given the current outlook for the executive employment market, companies capable of keeping their leaders engaged will be well-positioned for sustained growth." 2008 Chief Executive of the Year If Xerox could duplicate leadership like they do images, they need look no further than their current CEO, Anne Mulcahy, who was selected by her peers for Chief Executive magazine's annual honor. Called "The Accidental CEO" by FORTUNE, Mulcahy rose up in the Xerox ranks through first the sales and then the human resources functions to shepherd the company toward an expected $18 billion in annual revenue in 2008. Once deeply in debt and under the shadow of a suspected accounting scandal, Mulcahy credits a strong team, increased R&D spending and improved customer relations for Xerox's march toward brand fortification and profit. "We needed customer relationships that were more value-oriented than transaction-oriented," says Mulcahy. "By 2005, when customers recognized that we were building relationships, our story in their eyes started to change and that clearly was an important milestone for us, because we knew we could sustain the future." ------ The Brazen Careerist If your college-age kids' attitudes and the work habits of your younger employees seem foreign, you're not alone. Generation Y is moving up in the professional world; and they are bringing a new set of ideals, values, tech tools and perspectives that may upset the status quo. Penelope Trunk, author, blogger and Boston Globe columnist, shares her insight on the generational differences shaping the workspace on The Brazen Careerist. But be forewarned that you never know what to expect on Trunk's blog: part career advice, part entrepreneurialism, part marketing, part techy, and many times personal, controversial and opinionated, she writes as if the filter is off and seemingly without regard to the reactions in the comments section. I heard her speak at ERE Expo (Electronic Recruiting Exchange) in San Diego earlier this year, and found that her strong commentary was not limited to her persona behind the keyboard. If there are 20-somethings in your office or in your life, Trunk's 10 Reasons Why Generation Y's Conservatism is Mistaken for Craziness might help you cope: 1. More than 60 percent of Generation Y go back home to their parents after college. If they go home with their parents and give themselves a buffer, the more likely they will find a job that is suitable for them. They are willing to trade freedom for a great job. 2. Those between the ages 18 and 32 change jobs every 18 months. Job hopping makes them more engaged, because they are always trying something new. It keeps the learning curve high, increases their skill set and grows their network. 3. They have no loyalty to a company, but they have a lot of loyalty to the project they are on. If you are a good manager, they will be loyal to you. 4. They ignore school. They think getting good grades doesn't help them and good grades are not relevant to school. They may not be reading great literature, but 80 percent are getting good internships. 5. Entrepreneurship is a safety net for them. If they hate their job, they think they can start a company in their parent's basement. 6. They won't take entry-level work. Don't have them do stupid, meaningless work to climb the ladder, because there are no ladders anymore. There's no reason to pay your dues if you are job hopping. 7. They want to leave work early a lot and use family as a justification. They will ask you, "Don't you think family is more important than work?" Workplaces talk about family being important; but if the company doesn't support their family needs, Generation Y thinks work is lying to them. 8. They demand non-hierarchical structures, and they think everyone is a team. Everyone plays on the soccer team, even if they don't play well. They think anyone should hear their ideas — even the CEO. 9. Generation Y demands constant feedback. They want to be told they are doing well and not doing well in a delicate way. They want everyone to know that they are great. They want mentors and to be helped and that can only happen with feedback. 10. Baby Boomers stage a protest and sign petitions when they don't like something, but Gen Y is conservative. They don't protest, they just leave. Be honest with them, and they will tell you what they need and what engages them. They put everything on the table and expect you to do the same." There is some good mixed message's in the above, and I hope they give some help.…; Added by Photi Bouri at 6:26am on July 15, 2008