{"id":5612,"date":"2014-02-28T12:54:54","date_gmt":"2014-02-28T12:54:54","guid":{"rendered":"https:\/\/glocalthinking.com\/our-best-hr-tech-posts-selection-february-2014\/"},"modified":"2021-08-31T10:40:38","modified_gmt":"2021-08-31T10:40:38","slug":"our-best-hr-tech-posts-selection-february-2014","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/our-best-hr-tech-posts-selection-february-2014\/","title":{"rendered":"Our Best HR & Tech Posts Selection – February 2014"},"content":{"rendered":"

10 things to reinvent your talent acquisition strategy <\/a>\u2013 Your HR Buddy<\/p>\n

<\/p>\n

Be a start up, Small Business or a Fortune organization, having a winning talent acquisition strategy and wonderful brand ambassadors can help you attract the right talent to your organization. Latest social tools and technologies and new ways of finding talent through social recruiting, talent communities or through various recruiting platforms are always emerging. And talent attraction has become more competitive than ever. It is time for you to rethink your talent acquisition strategy in a way to attract top talent to your organization\u2026<\/p>\n

Make Your Career a Success by Your Own Measure<\/a>, by Monique Valcour, Harvard Business Review<\/p>\n

As a manager, how can you cultivate a sense of career growth and development for your people, even when possibilities for promotion are limited or nonexistent? I posed this question to my human resource management students recently. (The context was that we\u2019d just been considering some evidence that \u201cGen Y\u201d employees are likely to head for the doors if they don\u2019t see short-term prospects for career advancement.) While my students generated several promising ideas, some advocated an approach that dismayed me: Companies should increase the layers of management<\/em>, they argued, to provide for more frequent promotions…<\/p>\n

Here’s How to Get That Top Performer More Engaged<\/a>, by Jessica Stillman, Inc.<\/p>\n

“He\u2019s phoning it in.” <\/em>“She already has one foot out the door.” <\/em>“In a suit? Must be interviewing!.” <\/em>We\u2019ve all heard these sorts of comments about employees who are visibly disengaged. If things have gotten so bad that the whole office can see a co-worker is unhappy, is there any way for the boss to turn the situation around? Job disillusionment has many causes, so no one solution will work for every situation, but perhaps the root cause is different from the usual issues such as interpersonal conflict, burnout, or frustration over compensation or advancement. Maybe the issue is more fundamental: The employee has simply lost the sense that his or her work matters, that it ends up helping his or her fellow human beings…<\/p>\n

How to Solve Your Recruiting Problems (and Where You Should Go to Do It \u2026)<\/a>, by Keith Halperin, Ere.net<\/p>\n

One of the prime purposes of ERE.net and other such forums is for advice and problem-solving. One thing that doesn\u2019t often seem to get discussed is where someone should go for answers to recruiting problems, and that\u2019s what I\u2019ll talk about here. My father was a college professor of american history. He wasn\u2019t a terrific scholar, but he was a great teacher (judging by what I saw and heard about him). One of the things he used to tell his students when they were researching a \u201cpaper\u201d (which in those days was actually on paper), was that \u201cIt\u2019s important to first go to the primary source whenever possible.\u201d…<\/p>\n

 The 2 Types of People You Need on Your Team<\/a>, by Sarah Chang, The Daily Muse<\/p>\n

Charming, assertive, and persuasive, extroverts are heard loud and clear. While their energetic traits generally serve them well in the business world, the allure of extroverts can come at a cost. That cost? Well, the introverts. It can be easy to overlook those who seem quieter at first glance and not realize how much value they actually bring to your team. But since your work will benefit most from collaboration and complementary skills, by only being attracted to those who are most outspoken, you may be missing out on an essential part of creating the most effective group…<\/p>\n

 How You Can Keep HR From Becoming the \u201cFly in the Ointment\u201d<\/a>,  by Kimberly Patterson, TLNT<\/p>\n

Being a \u201cfly in the ointment\u201d is not a good thing. This simple idiom translates into times when things are going along according to plan until an unforeseen event (our little friend, the fly) occurs and stops progress in its tracks. It complicates situations and can become a larger hassle to work through. Unfortunately, too many HR professionals continue to be those flies and get in the way of progress at work and I\u2019d like to share one…<\/p>\n

Featured image by Brandon Grasley <\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Take a look at our selection for the best HR and tech articles in February 2014<\/p>\n","protected":false},"author":27,"featured_media":2405,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[347],"tags":[290,254,77,314,264],"class_list":["post-5612","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-trends","tag-career-planning","tag-employee-engagement","tag-hr-trends","tag-recruitment-processes","tag-talent-retention"],"yoast_head":"\nOur Best HR & Tech Posts Selection - February 2014 - Glocalthinking<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/glocalthinking.com\/en\/our-best-hr-tech-posts-selection-february-2014\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Our Best HR & Tech Posts Selection - 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