Maisha Cannon kicked off an energetic day two of SourceCon with her keynote, Powered By Data: Leveraging Your Growth Hacking Gains. Cannon’s session was packed with tips, tricks, and takeaways, and I’m going to do my best to convey as many of them as possible in this write-up.
In this guest column, Ultimate Software Vice President of Human Resources Kathleen Pai explains why body language counts–even for remote workers.
Matt Anderson is a healthcare executive recruiter from Minneapolis based Versique where he sources and recruits leaders from management to C-suite levels. His Clients include independent and rural health critical access hospitals, large care delivery systems and physician owned specialty groups.&
Hires, promotions and other people moves throughout the HCM technology community. This week: Moves at SmashFly, DHI Group and Deputy.
Ceridian is adding two features to its flagship Dayforce product, including pay-on-demand functionality and succession-planning package.
Just filling a job application is not enough. Candidates are expecting recruiters to come up with new recruitment methods which keep the job application and selection process short. One such method is using a JD parser.
Employer brand is the backbone of any great talent acquisition strategy. However, the advent of social media in recent years has complicated employer brand management.
Some people still aren’t clear on what exactly employer branding is. Here are the basics to get you started. Employer Branding Is More Than a Tagline
LinkedIn and Microsoft are merging recruiting and workforce data. The value of passively collected data is rising. So what’s Glint got to do with it?
As a recruiter or a small business owner, your priority is filling up a job position quickly. A complete plan can help you to find candidates with right skills
Can data ever go wrong? No, data tells the truth. Data is unstoppable! Data is everywhere! Before I begin to write on this topic, watch this amusing video and…
Retiring boomers, nomadic millennials and the rise of the gig worker mean there’s about to be a lot of new faces at work. Companies need to find new ways to get them up to speed — quickly.
The era of employers avoiding public consequences for disparate treatment of women and minorities in the workplace is over. Employers that neglect internal issues on gender face severe legal and reputational risk in the age of #MeToo and Time’s Up.
Every company wants to create a happy workplace, but few have endless resources to do so. Here’s how to improve your culture with straining your budget.