This morning, the UpMo team announced the general availability of its innovative cloud-based Social Talent management solution, and the team couldn’t be more excited. The last few months have been peppered with late nights, hard work, and lots of collaboration with some of our private release enterprise customers who have helped shape an amazing product.
And so we present to you an industry first: Read More
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You don’t have to be an economist to realize that inefficient markets are bad. Where inefficiency reigns, information fails to flow freely, middlemen and time-lags enter, and costs expand. The same is true for inefficient talent markets. Where they exist, information—around what short- and long-term clusters of opportunity exist, and around who did what, when, and to what outcome—does not flow freely. Inefficient talent markets also make visibility difficult: Read More
Here are some of the most interesting and hot posts from the past week on social recruiting, employee mobility, engagement, retention, and more.
Microsoft – “Hotdesking” in Amsterdam
Microsoft really takes employee mobility to the next level with its “hotdesking” setup in the company’s Amsterdam office (that is, no permanent desks or offices for anyone!). How about advocating planking, while they’re at it!
Consumerization of IT Creates Blindspots
64% of CIOs surveyed in a Compuware study claim that support for employee mobility is almost impossible Read More
“Passion” is a word that gets thrown around quite a bit in the realms of career and calling. HR managers want to hire people with passion, and so employees try to appear passionate even when they aren’t. In fact, many employees don’t actually understand why passion is important or how they can develop it in their own work lives.However, the HR managers are truly onto something.
Passion is an X factor, something that you can’t always touch or see or understand, but that gives those who have it an edge over other employees. What we know is… HR is looking for passion, whether recruiting or promoting people from within. So, do you have it? Read More
As we launch into a new year and signs of economic improvement are more commonly found, leaders like you are likely asking how they can ensure retention of their best employees. It may be that much of your top talent is being sought after by other employers as well as being frustrated or dissatisfied with changes that have taken place since the economic downturn – this is a dangerous combination! Here, I will offer some ideas for getting ahead of the potential employee turnover in order to create a healthier corporate climate in which employees can be engaged, motivated, productive and effective.
As companies ramp up HR budgets, job requisitions, performance reviews and career roadmaps for another successful year, there’s have much to think about: goals, initiatives, planning, spend and headcount. Both HR and hiring managers spend most of the January time starting the daunting task of planning and looking for talent in the new year…
Kevin Wheeler of ere.net makes predictions each year around recruiting and points out one major shift this year – Internal recruiting will skyrocket because employees have the knowledge background, baseline skillset and already work there: Read More
So you’re back in the work groove after the holidays. You’ve received your performance-based bonus and now, finally, you have the time to actually think about your review. But whenever your eyes land on that document in the pile on your desk, you immediately look for something else to do.
If pondering your performance review is something you shy away from, you’re not alone. However, since only 1% of companies have done away with these annual reviews, you’ll have to look at it sometime. Fortunately, there are productive ways for you to think about your review and the whole reviewing process.
Let’s face it, your employees are restless. They have many more opportunities to chose from than ever before via social networking and job boards. Their next gig is down the hall or out the door.
They don’t want to leave though. It’s a pain: new boss, new team, new everything… start all over again. They want to stay with you, but you have to make it easy for them to find ways to leverage their skills within your organization. Read More
Everyone who has been in the workplace for more than a few years has probably had a difficult boss. While they come in many flavors, overall these supervisors cause anxiety, stress, frustration, anger, and pain for those working under them. Some people choose to change jobs when this happens. If this isn’t an option for you, for whatever reason, or if you like your job and don’t want to move on just because you’re working with someone difficult, there are some techniques you can use to make your professional life more pleasant.
1. Don’t Take it Personally
2. Maintain an Appropriate Boundary
3. Keep Things Impersonal
4. Do Great Work
5. Help Them Look Good
6. Don’t Fuel the Fire
7. Be Proactive
8. Leave it at the Office
Easier said than done, right? Well, here are some very specific ways to execute on these strategies.
There’s a lot of talk these days about finding and pursuing your passion and about how really living means not just putting in time somewhere but doing things that matter to you on a deep, personal level. For some people, this is easy. They’ve known what their passion is from a young age and have never stopped pursuing it.
For others, distilling exactly what makes them happy and excited is a much more complicated process. If you struggle with finding your passion, there are some ways you can start thinking about it that should eventually be fruitful. While there’s no one, sure way to figure out what your passion is, the techniques below should help you begin to think about it more clearly. Read More
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