I’m a member of a recruitment professionals group on Facebook. It’s one of the most active and useful business-related Facebook groups I’ve seen. These hiring pros regularly (multiple times a day) post questions and open up interesting topics for (lively) debate. Recent topics have included:
- Are cover letters dead?
- Do candidates read job adverts?
- The future of applicant tracking systems
- Have you ever dated a candidate?
- Many, many, many posts debating the pros and cons of cold calling.
How do you stay up-to-date with recruitment news? Along with email newsletters and maybe even subscriptions to magazines (if you’re old school like me), Twitter is likely one place you’ll go to keep ahead of the curve and get useful advice. But, as we all know how much noise there is on social networks these days, we’ve put together a list of recruitment experts on Twitter so you can follow industry influencers who really know their stuff.
US companies have a diversity problem. Only 14 percent of CIOs are female. At Microsoft, the representation of female employees even declined by 1 percent in 2016, despite the company’s diversity program. Meanwhile, only 2 percent of tech executives are black and 3 percent are Latino.
More than a third of people think that most companies have an unfair and biased hiring process, according to new research from GetApp.
When you’re up to your neck dealing with new overtime rules, more regulation for reporting workplace-related injuries and illnesses, and minimum wage increase, it can be difficult to innovate. How many of the key HR trends for 2016 (the gig economy, improving employee experience, more data and analytics) did you get the chance to work on? As a result, we asked a range of experts to tell us the HR trends for 2017 that they think will realistically affect businesses.
Note: This article is intended to inform our readers about the current data privacy and security challenges experienced by companies in the global marketplace. It is in no way intended to provide legal advice or to endorse a specific course of action. For advice on your specific situation, consult your legal counsel.
Ah, the good old days. Back in my day, the movies and music were better. Say! Even the big data was better.
There’s nothing quite like big data circa early 2018. Of course, that was before the General Data Protection Regulation (GDPR)—perhaps the most famous data privacy regulation ever—came into effect on May 25, 2018.
For a quick refresher: GDPR rewrote the rulebook for how businesses can use EU consumer data for things like analytics. GDPR has shunted responsibility for data privacy away from individual consumers and firmly to the business, bringing global attention to how businesses handle (or mishandle) the processing of personally identifiable information (PII).
But all this comes at a cost: GDPR’s red tape and costly fines have limited organizations’ ability to use consumer data sources and big data as freely as before. GDPR is a win for data privacy, but it also limits the potential of big data analytics—and with it, data-driven business solutions that drive innovative customer services, products, and experiences.
Is the golden age of big data over?
Do stories in your newsfeed look like this:
“Every robot has its day—and that day happens to be your last day at work”
“I went to the robot invasion and all I got was this lousy USB drive … oh yeah, and I got fired”
“AI Advice: Ask for the human’s job”
A small business’s HR challenges are felt not only by the HR team. They can include compliance management, workforce training and development, compensation management, and recruitment.
And, addressing these challenges can involve IT, legal, all managers and employees, and external stakeholders (clients, investors, contractors, etc.).
Some of the most common HR challenges U.S.-based small businesses face today are:
- Fifty percent of small businesses view hiring a new employee in a specific time frame as a daunting task.
- Staying compliant with changing federal and state laws is especially tough for small businesses given limited resources and HR staff.
- Seventy-three percent of the U.S. workforce is actively disengaged at work and wants a job change.
Small businesses have a tough time finding the right candidate—and the data backs that up.
According to a survey from Monster
- Seventy percent of small to midsize businesses (SMBs) find the process to be quite expensive
- Eighty-nine percent of SMBs find it to be time-consuming
The term “agile HR” refers to a way of organizing HR functions in small steps, which allows businesses to be flexible and adaptable as workforce demands change.
Small business HR managers that follow traditional HR practices face the following challenges:
- Inability to hire candidates with diverse skills. A traditional one-size-fits-all recruitment approach won’t yield a wide mixture of candidates.
- Ineffective employee feedback. The traditional practice of delivering employees annual feedback to employees doesn’t allow for continuous development.
- Failure to attract and retain top talent. A lack of transparency and flexibility in the recruitment process is all too common in traditional methods.
Following agile HR practices will help businesses to shift their focus from long-term strategic plans to quick feedback-driven, iterative learning loops.