Ready to Invest in HR Technology? Ask these Questions First.

HR technology is hot. In fact, according to a 2015 report from marketing agency The Starr Conspiracy Intelligence Unit, 53 percent of companies with more than 1,000 employees plan to invest in HR technology this year. That number jumps to 60 percent for smaller firms. So, what’s driving the trend? Some point towards cloud technology as the primary accelerator. Not so long ago, smaller firms didn’t have access to the technology the big players use, but things have changed with the availability of the cloud. So now (more…)

Are You Missing Out on Effective Onboarding Action?

Each year, approximately 25 percent of the working population undergoes some type of career transition, according to the Society for Human Resource Management (SHRM). All this turnover can be costly, so it’s key to support new hires with effective onboarding to ensure not only their success, but yours too. Don’t Muck it Up For many companies, the onboarding process is a dark and murky place. But it shouldn’t be. Practices like poor training and inadequate orientation can quickly turn off good employees in a big way. In (more…)

Product Preview: What are the HR Pros Saying?

“It’s a game changer.” “Staff thinks it’s wonderful.” “I’m a raving fan. I’d hold a bake sale to fund it, if needed.” Just a few of the comments made by a client advisory council of HR and Talent Acquisition experts assembled to test a new product – ChequedImpact™. It’s shaking up the way businesses are gathering and using data to assess talent acquisition. So, how can businesses use it and benefit? Read on. Putting it into action Our experts agreed that availability of the following pieces of data (more…)

Cliché Your Way to Talent Acquisition Success

We’ve all heard these clichés before: “the numbers don’t lie” and “the proof is in the pudding.” And, there’s good reason these familiar phrases have stayed around so long; they’re true, especially when it comes to tracking talent acquisition success. When you have the ability to access historical data and are able to combine it with tracking and analysis, you can quickly identify inconsistencies in many areas such as: Sourcing strategy Communication breakdowns during a recruitment process Weaknesses in a candidate pool There’s still a problem connecting the dots So, what’s (more…)

Suds Up! Drink in Culture

Brewing beer may seem like a pretty straight forward task, but assembling the perfect team to execute it is a pretty tall order. And, at New Belgium Brewing, it starts with culture. Based in Fort Collins, CO, this brewing powerhouse is opening a new place in Asheville, NC and plans to hire more than 140 full-time employees. The pressure is on. So, what does New Belgium look for in a new recruit? Transitioning people to culture Over those years, New Belgium has established a robust “high involvement” (more…) featured in Bloomberg BNA’s Human Resources Report

Tuesday, June 16, 2015 - By: Guest Writer
Outdated Hiring Measurements Should Be Augmented With State-of-the-Art Metrics By: Caryn Freeman Reproduced with permission from Human Resources Report, 33 HRR 633 (June 15, 2015). Copyright 2015 by The Bureau of National Affairs, Inc. (800-372-1033) June 9 — Measuring speed of hire and cost of hire is outdated, as those metrics no longer define an effective hiring process, Greg Moran, CEO of software firm, told Bloomberg BNA June 5. “For so long, companies have really focused on metrics like turnover, cost per hire and time to hire, because going beyond that has traditionally (more…)

Build It. Improve It. Measure It.

Monday, June 15, 2015 - By: Greg Moran
What’s “it?” “It” is your hiring process and subsequent outcomes. So, how do you build it, improve it and measure it? It all starts with developing qualitative metrics around values and performance. It will help you streamline hiring, improve quality of hire and boost your bottom line to boot.  First, it’s important to understand that in helping you to develop qualitative metrics, we are not trying to make a judgment call on values. We are simply trying to help you determine a match between the values and (more…)

That’s It – I Quit!

There are two words that an HR professional would prefer not to hear – “I quit” – but it’s inevitable and it will happen. With this in mind, there are things you can do to keep some resignations at bay. It starts with understanding the primary cause for leaving and then working to eliminate it. According to a recent Office Team survey, two out of three hiring managers reported that the number one reason an employee jumped ship was due to lack of cultural fit. “It’s (more…)

What do Senior Management Employees Have in Common?

Wednesday, May 27, 2015 - By: Greg Moran - Tags: | | | |
Are they workaholics or do they prefer to work out? Are they sharp dressers or do they prefer more casual attire? A lighthearted, newly-released survey from CareerBuilder surveyed 552 executives (hiring and human resources managers in senior leadership positions including CEOs, CFOs, COOs and Senior VPs) to take a closer look at their personalities and preferences. Here’s what they had to say. Business Casual Only 1 in 5 executives consider a business suit typical office attire. Most executives (57 percent) dress in business casual clothing, while 18 (more…)

They Did What? Over-the-Top Employee Fraud Cases

Sure. We’ve all done it – slipped an office pile of Post-Its into our purse or grabbed a cool pen, but for most folks, that’s where lifting office supplies ends. But, that’s not the case with these bad hires., a network of news, opinion and more for HR pros, shares a few examples of in-house theft and employee fraud that will make you think twice about that next new hire. A million in made-up expenses: A former medical company manager got reimbursed for more than (more…)