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Recently, I delivered a workshop at an event attended by senior human resources and talent acquisition leaders. After the program had ended, one of the attendees approached me and explained that she was having difficulty getting her executive team to agree to move forward with a leadership development program she had recently proposed. She was seeking any tips or tricks that I might be able to offer.
Chris Powell is the CEO of BlackbookHR, a software company on a mission to create more engaged and connected workplaces and communities. He previously served as executive vice president of human resources for Scripps Networks Interactive (HGTV, DIY, Food Network, Cooking Channel, Travel Channel, et al.), as vice president of human resources for the global financial services company ING, and in various corporate HR roles at Marriott International.
As Big Data becomes more prevalent in the business world, and this is the time of year when everyone’s suddenly a data analytics expert. Tax season? No – March Madness. According to a new study from CareerBuilder, 15 percent of U.S. workers said they plan to participate in office pools this year – up from the 11 percent in 2014.
Not as I do
While some employers may worry that March Madness will affect productivity, others are jumping in on the fun.
HR professionals have access to more data than ever, but what good is all that data if you don’t know how to properly use it? Matthew Stollak — associate professor of business administration at St. Norbert College — hosted a webinar this week to help HR professionals understand why the ability to read and analyze data is becoming an essential skill in their industry, and one that few actually possess.
Can we be honest with each other for a minute? There are only something like 500 talent acquisition leaders in the entire world who actually get what “big data” is — and you’re not one of them.
It’s okay. I’m not one of them, either.
The reality is 99 percent of talent advisors will never deal with big data because, by definition, it’s is a broad term for data sets so large or complex that they are difficult to process using traditional data processing applications.
46% of employers plan to hire temporary or contract workers this year, according to a new CareerBuilder study. Of these employers, 56% plan to transition temporary and contract workers to full time positions, up from 43% last year.