HR Trends

80 articles
Why Content Is Different

Why Content Is Different

Content marketing for recruiting and talent acquisition isn't like "regular" marketing, which is designed soley to drive action. Content floats around people's personal defenses to spark new ideas and desires, like the desire to work with you. 

Why I Hate and Love Resumes

Why I Hate and Love Resumes

A modern resume is like the tea leaves at the bottom of the cup, there for a recruiter or hiring manager to look at and discern the future. A resume is the loose collection of factoids of my career thus far, facts that I choose to show hiring managers trying to translate it into a useful understanding of who I am. That's why I hate resumes. We pretend they are something they aren't, and they end up being like kabuki theater: I show you what I think you want to see, and you look for what isn't there.

A Tale of Two Career Sites

A Tale of Two Career Sites

It was the best of times, it was worst of times according to Dickens. But Charles never had to hire top notch talent in this climate.

Is There Life After SEO?

Is There Life After SEO?

While SEO is a critical element in your digital marketing strategy, there will probably come a day some time soon when everyone is properly optimized for search engines. What happens when there's a level playing field and tricks don't push your pages to the top of Google's search results. So we ask, is there life after SEO?

The Year of the Customer

We have heard from various articles that 2014 is the Year of the Customer. That statement is pretty easy to comprehend when a salesman is selling cars or a physician is treating patients. But what does that really mean for a human resource professional?

Understanding your Hiring Matrix

Understanding your Hiring Matrix

At some point, someone has probably told you about the magical number: seven plus or minus two. At it's core is the idea that the human brain, as complex and creative as it is, can only hold onto a small number of ideas at a time. You may know a million things, but you can't think about them all at once, just between five and nine ideas at a time.

Carnival of HR

Here at TMP Worldwide, this is our first Carnival of HR so we’re really excited to be your host. It’s that time of year when we reflect on the past year as well as the possibilities for 2014. Our contributors have shared their perspectives on what we should expect in the New Year – everything from user-friendly HR applications to HR robots and more! We hope you enjoy this Carnival as much as we did in putting it together!

Your Candidates Are Mobile: Are Your Jobs?

survey of American consumers found that more than 75 percent admit to using their mobile device in the restroom – confirming that mobile is, indeed, everywhere. Consumers are connected to their devices, giving rise to changing usage patterns, new ways of connecting, and rising user expectations about the quality of mobile content.

It’s not just Candy Crush and social media that are keeping people staring at the small screen. By 2016, mobile search will generate 27.8 billion more queries than desktop search. Organizations must adapt to this changing user behavior, and seriously consider how it impacts the way candidates are searching for jobs and new career opportunities.

What is Your HR Structure?

Times have definitely changed in the last few years and what we now see in a Human Resource Department is no exception. Some of you can relate—think back. Years ago people worked in Personnel and basically many of the titles are the ones we use today.  There was a VP, an Employment or Recruitment Manager and then the recruiters. Before the days of the excellent ATS systems we have today, even the process was different.

Candidates filled out the hard copy application, they were reviewed and interviews were set up. All of the hard to fill candidates were seen in HR first and then referred to the hiring manager for next steps. Often times HR would even set up the second interview for the candidate or, with a terrific candidate, the hiring manager would drop what they were doing and see the applicant immediately after the interview with HR. Decisions were made rather quickly and the onboarding process began following successful references and background checks.

UGC vs EGC. They are different. And they are the same.

As companies and brands seek to establish brand content and conversations with their audience, we have seen many variations of how the content is generated. Their intent is to have their audience participate and be the actual generators of the brand content themselves. Thus why we call it User Generated Content. The audience rallies around social activities such as video submissions, tweets, Vine video loops and Instagrams.