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Wednesday, March 28, 2007
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Networking to Help Your Career Soar
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Posted by Sean Rehder (Permalink) |
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By Eric Standlee
Several years ago, a good friend of mine recommended to me Keith Ferrazzi’s book, "Never Eat Alone”. I read it and thought that contained a lot of really good career advice. I have also recommended his book in previous posts in this ...CrusaderX - Full article.
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Sunday, March 25, 2007
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Partner? What?
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Posted by Sean Rehder (Permalink) |
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By Toby Lucich
Marshall Goldsmith, PhD writes in "Partners, not Employees", published in a recent Talent Management’s issue (related reflection at his blog):. Gone are the days when leaders could be — indeed, were expected to be — aloof and ... Full article.
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From the Shop Floor #3
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Posted by Sean Rehder (Permalink) |
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By knowledgeinfusion
Knowledge Infusion Co-Founder Heidi Spirgi recently contributed her thoughts about lessons learned on the shop floor that would benefit HR strategy and talent management. Lesson #3 from the shop floor: performance ... full article.
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Why integrate if you can innovate ?
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Posted by Sean Rehder (Permalink) |
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By sonarjohn
A big focus of the talent management space at the current time is around integration – clients supposedly driving the quest for the "ultimate package”. A complete suite of functionality across all the elements of the talent "circle"... full article.
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Tuesday, March 20, 2007
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Should Recruiters be like Casting Directors?
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Posted by Sean Rehder (Permalink) |
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A good discussion can usually be had when it comes to how involved in the business should a recruiting department be. I think everyone agrees that recruiting should to be involved at the strategic level and not just the tactical level. To what extent, is usually the discussion and how to get the business to buy into that is a whole other issue.
I have always found the entertainment industry and how it "works" very interesting because it is so "talent" and "project" based.
A just found this article on Casting Calls/Casting Directors in the entertainment industry. The article is written for talent, or the actors, but it does give an overview of what the casting call is like and the players involved. The similarity of "casting calls" to "reqs" is interesting.
Here are the topics covered, please see the article for a full description.
- What Casting Directors are Looking For
- Attitudes for Casting Directors
- Applying to a Casting Call
- Succeeding at a Casting Call
- Preparing For an Open Casting Call
- Using Connections to Find Casting Calls
- Empathizing With Casting Directors
- Casting Directors and Flexibility
Also posted on ERE for discussion.
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Monday, March 19, 2007
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Capturing Collaboration Networks in HR
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Posted by Sean Rehder (Permalink) |
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Interesting post on Systematic HR today regarding workforce knowledge management.
Here was my reply...No application built for "the end user" by itself will be able to track this for two simple reasons... (1) It takes too much time to enter the data and that's "not their job"... (2) Too many times the "cube dweller" just doesn't know what they don't know when it comes to relating key pieces of info/data together.
It takes a skilled person who has knowledge of the product/team/dept/division/company/industry to pull the info (say... in a phone interview) from the cube dweller and piece it all together.
Take the actions of that person... let's say that is part of the job description of someone we call a "Talent Manager" assigned to a "specific level/group" inside a company... and give them a piece of technology pie that allows them to enter the data in an organized manner that relates those key pieces of data (even with other data inputted by other Talent Mangers) with information inside their company walls and outside their company walls (like... you know.. the industry they're in)... well... then... you might have something there.
After you do that... than add in a piece where you are not only managing the collaboration of internal employees... but also with your external vendors... all in the same application.
Hey... that would be cool.
Side note...this collaboration mapping has been going on as an off line hack in third party recruiting for years... its called org charting. Throw in a little "mind mapping" style to it when it comes to projects/applications that the interviewee participated in... and you got your collaboration network. But, the only person who gets to benefit from it is that specific recruiter... so that sucks.
Its something they can throw in their "hipster pda" but not something that can be shared on the web with all current and future coworkers.
If you don't org chart in your pre-employment interviews... shame on you. Take your punishment and now go talk to Lou Adler... he teaches how to do it... its not that hard, either. If you are in San Diego for the ERE Recruiting Conference, Lou will be giving teaching a workshop on April 17th on recruiting in general.
I allude to a "system" that would be cool to create... in fact.. that's something that I am managing for a client right now.
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Monday, March 05, 2007
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Tips for Rewarding Telecommuters
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Posted by Sean Rehder (Permalink) |
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How to ensure that off-site workers get their due
By A. E. Smith
"Flexible work schedules, which often include part- or full-time telecommuting options, are popular with an increasing number of employees looking to balance work and life issues. But although more companies are embracing alternative work schedules as part of their recruitment and retention plans, that forward thinking doesn't always extend to recognition programs. A survey of 1,320 executives by Los Angeles–based talent management firm Korn/Ferry International revealed that 61 percent believe telecommuters are at a disadvantage when it comes to moving up the company ranks, despite the fact that 78 percent think telecommuters are just as productive as their onsite colleagues."
Full article.
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Sunday, March 04, 2007
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Tormented talent
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Posted by Sean Rehder (Permalink) |
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By David Furlonger, Financial Mail
"Contrary to the assumption that constant exposure to all sources of information is a “good thing”, the intrusion of modern technology is proving a mixed blessing.
A report by the international Deloitte consultancy group says that while technology can provide a 24-hour supply of information, its intrusiveness also prevents workers from concentrating. 'One study . found that the average employee switches tasks every three minutes, is interrupted every two minutes, and has a maximum attention span of 12 minutes.'"
Full article.
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Saturday, March 03, 2007
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Top Talent
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Posted by Sean Rehder (Permalink) |
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"IBM in the UK is running a Top Talent program for future leaders for 100 people out of the 3000 in the UK Global Technology Services business. Basically a Talent management program for the top 3% of it’s employees in the UK and I made the list."
Full article.
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Thursday, March 01, 2007
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Russell Glass
Ryan Money
Dan Hilbert
Jeff Hunter
Gerry Crispin
Richard Florida