Five Things Every Human Resources Leader Should Know

Increasing hiring costs, turnover rates and competition for top talent, are forcing human resources departments to become more rigorous in recruitment and hiring.

They don’t have the luxury of hindsight.

Human Resources Metrics

Examining the current labor-market figures, makes one thing clear: human resources will always be fighting for the best, high-quality, high-performing candidates.

This leaves a number of unanswered questions for employers:

  • How many people can a company hire on their budget?
  • How can they provide the right people for the right roles?
  • How can they keep employees fully engaged, involved and motivated?
  • Who are our most valuable employees, how can we retain them and meet their expectations?

Turnover costs have always been a high-priority metric for employers. The price of a lousy hire is devastating to the bottom line, somewhere up to 1.5 times the employee’s salary. Continue reading “Five Things Every Human Resources Leader Should Know”

TribeHR Announces Reseller Program

HRM software to go...TribeHR, a leading provider of social HR software platforms, introduced their new  TribeHR Reseller Program.

This innovative program is designed for HR consultants and service providers, who now can provide a comprehensive HR software platform.

TribeHR joins companies such as UltiPro, SuccessFactors and Ovation to produce web-based HR software platform for businesses to manage the entire employee life cycle.

Cloud-based programs help SMBs with everything—from recruitment, applicant tracking and hiring, to time tracking and performance management.

These easy-to-implement and customizable HR software systems support HR to become less a slave to paperwork and more focused on people.
Continue reading “TribeHR Announces Reseller Program”

9 Questions for Getting Hired

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.

In the eyes of the company with jobs to fill, a stack of resumes is a terrific start, but what happens next? Continue reading “9 Questions for Getting Hired”

Six Strategies for HR Leaders

Learn how to become a trusted adviser to your business in this free guide.

Click here for your FREE guide: Six Strategies for HR Leaders

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.

Download it today, compliments of SuccessFactors. Continue reading “Six Strategies for HR Leaders”