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As an HR professional, you need to unlock the full potential of all the recruitment and workforce data available to you. As a talent advisor, you hold a powerful position in your organization, so learn how you can gain mastery of your recruitment data – and how that will affect your organization’s bottom line.

About six months ago, I was training for a marathon. I'm no sporty spice, but I embraced the digital life and used a bevy of mobile and online tools to document my training. On top of tracking all that data, I was weighing myself on a daily basis.

Ever step on a scale on a daily basis? It's frustrating. My weight seemed to change based on the day, the week, and the overall cycle of the moon. In the end, I grew frustrated and threw out my scale and abandoned my online plan.

Major demographic shifts in the U.S. since 2001 have led to a workforce that looks quite different today, according to a new report from CareerBuilder. “The Changing Face of U.S. Jobs” explores how an increasingly diverse population is affecting the composition of nearly 800 occupations by gender, age and race/ethnicity.

I’m hesitant when it comes to using the phrase “big data." I think it’s overused and confuses people. Which when it comes to HR and data, isn’t hard.

There is no doubt that big data is transforming the way in which we look at the business. I’m just not sure that HR holds enough complex data sets to be truly big.

We're months away from Thanksgiving, but we couldn't wait to tell you what we're thankful for this year: CareerBuilder's LinkedIn page for employers recently garnered more than 1,000 followers, and our community of professionals continues to expand rapidly.

A recent CareerBuilder study predicts that temporary employment will continue on an upward trajectory as it has been since the end of the recession. While companies across the U.S. are employing this hiring strategy to allow for staffing flexibility, some metro areas have a greater volume of temporary jobs than others.

Recently, I delivered a workshop at an event attended by senior human resources and talent acquisition leaders. After the program had ended, one of the attendees approached me and explained that she was having difficulty getting her executive team to agree to move forward with a leadership development program she had recently proposed. She was seeking any tips or tricks that I might be able to offer. Before offering advice, I gathered a little more information.

I asked, “Why did you initially decide to create a leadership development program?”

Chris Powell is the CEO of BlackbookHR, a software company on a mission to create more engaged and connected workplaces and communities. He previously served as executive vice president of human resources for Scripps Networks Interactive (HGTV, DIY, Food Network, Cooking Channel, Travel Channel, et al.), as vice president of human resources for the global financial services company ING, and in various corporate HR roles at Marriott International.

As Big Data becomes more prevalent in the business world, and this is the time of year when everyone’s suddenly a data analytics expert. Tax season? No – March Madness. According to a new study from CareerBuilder, 15 percent of U.S. workers said they plan to participate in office pools this year – up from the 11 percent in 2014.

Not as I do

HR professionals have access to more data than ever, but what good is all that data if you don’t know how to properly use it? Matthew Stollak — associate professor of business administration at St. Norbert College — hosted a webinar this week to help HR professionals understand why the ability to read and analyze data is becoming an essential skill in their industry, and one that few actually possess.

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