Does Human Resources Deserve More Respect?

| August 20, 2014

article image
How is this analogous to real life and HR? Murray’s skepticism resembles how business leaders view the Human Resources function. Many executives believe that their HR group does not understand the real world of business and is populated by affable people who have big hearts but not much expertise. And that’s on a good day. On a bad day, leaders skewer the HR function as being an obstruction to the business.  Some of the press on the shortcomings of HR has been scathing. Fast Company magazine waxes unpoetically on Why We Hate HR. A Forbes magazine contributor argues that It's Time For Companies To Fire Their Human Resource Departments.

Spotlight

GlobalHunt

Having this motto for our organization we at GlobalHunt try to provide the best quality recruitment services to our clients. We have a staff which is highly experienced and is well qualified into their areas of expertise . The company has its roots into different verticals and has a network that has a global reach.

OTHER ARTICLES

Communication, Empathy and Business Continuity -- Keeping the Human in Human Resources

Article | March 26, 2020

We are clearly entering a new era. Coronavirus and infection are changing the way we live. Most of us are working from home, often alongside our children, who are remote learning from home. This new situation has no endpoint we don’t know how long this will exist and we are finding new ways to work productively. For leaders who are trying to keep a team on track, it’s important to communicate. Teams working from home especially for the first time miss that water cooler conversation. It’s important to send regular email.

Read More

Three Essential Tips for Virtual Recruiting

Article | August 11, 2020

COVID-19 has shifted the recruiting conversation from one of the tightest job markets in history to the highest unemployment rate since the Great Depression. Recruiters are caught in the middle, challenged by vetting and interviewing a large pool of quality candidates—remotely due to social distancing. With returns to the office likely delayed for some time, new methods of recruiting are likely the norm going forward. Thankfully, cost-effective and efficient technology can help. If you’re struggling to find your next great hire, check out some of our tips below to help.

Read More

How an Agile Executive Search Strategy Plays Out

Article | February 12, 2020

The Australian Financial Review on Feb 5 2020 carried a piece by Edmund Tadros in which the CEO of Rio Tinto, Jean Sebastien Jacques explains how he uses an internal management consulting team to do work previously done by external advisors. In responding to “The Australian Financial Review’s Annual Chanticleer CEO survey” Jacques admitted that Rio Tinto do use external consultants to provide specific niche expertise to support the Rio Tinto team but that he wants his core team to develop strategy and projects. If large organisations are going to do this successfully, the vision needs to start with their Executive Search strategy. Essentially what this entails is the sourcing of senior executives to lead specific functions who have cross functional experience and capability. It may not be necessary for a C-Suite executive to be a real generalist but increasingly we are seeing examples such as Chief Marketing Officers who have been Sales Directors, Chief Operating Officers who have been Financial Controllers or Chief Information Officers who may have led a high-tech manufacturing operation. The clear benefits that this executive search strategy produces are in the provision of at least a duality of skills to a specific role and also the potential to contribute effectively to an internal advisory team. Obviously, at this level, there is a reasonable assumption that the executive is operating at a high enough level to have his or her team operating independently and effectively. They must have the capacity as well as the capability to support broader strategic initiatives when working with with other executive colleagues as internal consultants. This will often represent a significant change in behaviours and culture and the smart organisations are more likely to shy away from traditional advisory services in favour of executive learning that helps senior people and their direct reports create additional capacity, while developing broader capability via an internal problem-solving “language” of tools and processes that they are all familiar with. Consequently, we start to see organisations who espouse the nurturing of their own teams, turning to the kind of leadership development support that is focused on transferring skills, enabling executives to be more effective in their roles and to make a broader contribution to their organisation. In turn, this is more likely to produce organisations that are closely aligned behaviourally and through their business activities with the longer term mission, vision and values of the corporate entity. #executive search #leadership development #advisory #riotinto #Jean-Sebastien Jacques

Read More

How AI technology is influencing talent trends in 2020

Article | April 23, 2020

A quote that describes the role of recruiters says, “Human resources is not just a profession. It is an extremely important thing that runs businesses.” Moreover, it is the first thing to build a strong workplace which means a powerful and profitable business. And what stands as obstacles in the way for HR professionals? Time-consuming tasks like finding a suitable application from the ocean of applicants and identifying the right fit for a particular role. Well, that is just one. To deal with tons of data is a daily routine for recruiters. Thanks to the innovative technology like artificial intelligence that has tremendous benefits for every field and HR is no exception. Learn more: HR tech startups that are leveraging AI for recruitment Table of Contents: - What is AI Individually and in the HR Field? - AI in the Hiring Process - AI in Employee Experience - AI in People Analytics - AI in Internal Recruiting - AI in Managing Multi-generational Workforce What is AI Individually and in the HR Field? What is AI technology in general? To describe it in a very simple language— it is a field of computer science that reduces human efforts by solving problems related to human intelligence by activities like learning, identifying patterns, etc. It is helping recruiters maximize the work limit and build the organization to its full capacity. Now there are lots of discussions about the good and adverse uses of artificial intelligence in human resources, let’s take a look at how it is impacting the recruitment industry. As of now, the actual use of AI is yet to come into existence and that is surely going to take some period but what we are seeing right now are considered as examples of AI subsets that include machine learning, natural language processing, deep learning, machine vision, etc. These applications are hugely influencing talent trends in 2020 as described below. AI in the Hiring Process According to statistics, each corporate job offer attracts 250 resumes. Out of which on an average 4-6 people are called out for an interview and among them only one person gets the job. Now with this data, recruiters are surely going to take at least weeks to read and evaluate every resume. All this will be going on when candidates eagerly want to hear back. This task is tedious and the study says, 52% of recruitment leaders say that identifying the right candidate from a pool of applications is the most challenging part. That’s where AI is coming to the rescue. When scanning applications using people's power alone is not enough, AI-powered technology like an Applicant Tracking System (ATS) that scan CVs. The system uses keywords and phrases to filter out the data and makes it easier and time-saving activity for HRs. Now there are arguments around this because of the judgment of applicants being categorized as either Yes or No for a job position. Many people say that the decision should be based on the quality of their experience and/or personality traits which is a different aspect of looking at the use of technology. Moving ahead, it’s an undeniable fact that AI is building a special place in the HR field and there is a lot more to be invented. Its applications are helping with sourcing, pre-selection and on-boarding parts influencing the hiring whole process. AI in Employee Experience EX stands for employee experience and means thinking about everything that an employee goes through. What HRs can do to enhance employee experience is to collaborate with employees to understand their motto and design experiences that allow them to perform their best work. According to stats provided by LinkedIn, 96% of professionals say employee experience is becoming a more important trend in 2020. This talent trend can be worked upon more by using AI. How? By using the right recruiting platform that can boost EX by availing data and predictive analytics about employees who are ready for promotion, hike in the salary, eligible for an internal job change or other benefits provided by the company. This technology is helpful to HRs in managing a large number of people effectively within a company, providing training to shape employee skills, etc. AI in People Analytics Meaningful data insights can help HR professionals at every stage to take necessary decisions. People analytics provides the exact necessary information to empower recruiters with decision making capability. It takes data points of your employees and explains how they are moving through your organization. Answers to questions like are you putting the right people in the right roles, are they growing in the organization, what is employee turnover rate, etc. can give you a broader picture to take necessary actions. And how it can be done? Using statistics, predictive reporting and advanced AI recruiting algorithms. As said above, the data provides you information about the employee turnover rate. It means you can understand why people in your organization are leaving, how is their performance, is there any way you can retain them, etc. And all this can be done after using data and data analytics skills. Knowing employee performance and their reason for leaving the organization can help you fix upstream issues that can cause an organization to bleed talent. AI in Internal Recruiting Finding one suitable candidate for an organization is not as easy as it seems. It involves job posting (free or paid), running ads, getting a bunch of resumes, shortlisting, inviting for interview rounds, and then selecting the candidate. Ahead, knowing their expectations and time they join the organization is something that can’t be overlooked. The whole process demands both i.e. time and money. This frustration can be avoided if you know decide to go for internal recruiting. And this can be effectively done using AI’s ability to deal with the data. Insights taken from this data can help you better analyze a suitable candidate to fill the role without the need for going outside of the company. LinkedIn data says, 80% of employees are ready to leave if the right opportunity came their way. If these employees can reduce employee turnover rate, cost of new hiring and then why not go for internally hiring? AI recruiting algorithms can help you giving strong insights about existing employees to know the eligible candidate with the necessary qualifications for a particular job profile. AI in Managing Multi-generational Workforce What we call generation Z (Employee with age 23 and younger) is now all set to enter the corporate world with their newest ideas and baby boomers (employee age 55-73). According to statistics, 89% of HR professionals say a multigenerational workforce makes an organization more successful. Some companies are trying to understand how teams with wide life experience and different perspectives can drive more success. With variation in priorities to choose to work in an organization, many organizations have already started attracting employees by giving more benefits and make them comfortable to share their intelligence. To gain a deeper look into what employees from different ages and experience levels may need to, AI can be useful. It tells recruiting experts which employees need training, who among them are ready for promotion, who is about to retire, what should be done to fill the skill gaps and other people-focused metrics. One thing in HR is that it will keep growing by generating and requiring more data day by day. Alongside, hiring trends are also changing because of the evolution of technology. Wise action to be taken will be understanding these hiring trends and the impact of AI on it that will help you stay competitive in and beyond 2020 and be agile in the hiring world.

Read More

Spotlight

GlobalHunt

Having this motto for our organization we at GlobalHunt try to provide the best quality recruitment services to our clients. We have a staff which is highly experienced and is well qualified into their areas of expertise . The company has its roots into different verticals and has a network that has a global reach.

Events