The most important decision a company makes about employees is whether to hire them. Whether a company succeeds or fails ultimately depends on whether it hired the right people to effectively execute its strategies.
For job seekers, the primary goal is finding the right job for your skills, talents and personality. The resume is an excellent place to start, but it just that—only the beginning! A dynamite resume is just the first step—admittedly a significant step—in the journey toward a rewarding career.
As far as employers—the other side of the hiring equation—the priorities in the recruitment process are slightly different. If a company is in a position to hire, the primary purpose is getting enough qualified candidates to make a sound hiring decision.
Learn how to become a trusted adviser to your business in this free guide.
HR leaders hear lots of talk about “getting a seat at the table” among the leadership functions of an organization. But what does it really mean?
Simply put, CEOs are demanding a more strategic approach in managing today’s workforce needs, as well as in planning for future needs. As an HR leader, you take ownership of the talent strategy in your organization when you:
Follow the money and focus on fundamentals.
Get the most out of your talent data, your managers, and your employees.
Look into the future while keeping an eye on your talent metrics.
The secret to integrating HR and business processes?
It’s the secret to getting a seat at the leadership table. And it’s a secret you can learn in this complimentary guide.