HR Trends

82 articles

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.

The Internet of Things

Perhaps as important as any trend in technology is the process of making dumb technology smart.  This shift is more commonly referred to as “The Internet of Things” (IoT), and it’s a topic we tackled recently in TMP Labs. 

What is it?

The Internet of Things is the process of bringing offline objects online.  This isn’t a new concept. Originally coined in 1999, it has been a dominating theme at the Consumer Electronics Show, and this year there were 18 sessions at SXSW dedicated to hardware compared to only 2 in 2012. 

How Sandy tested our employer brand

It was Friday afternoon, October 26th. We just got through presenting to our client. It was a very successful one. Naturally we all broke into conversations around what plans we had for the weekend. Not your typical weekend type plans of leisure. The conversations were around preparedness and survival. With nervous candor we humored each other about buying large umbrellas and floatation devices. Trying our best to stay strong to the fact that we were about to be hit by the deadliest storm in over 40 years, and the largest ever to form in the Atlantic Basin.

What is Your Recruiter Brand?

We have all spent many hours considering the components of both our consumer and recruitment brands. We talk about employer/employee value propositions, culture, mission, goals and values. We have lots of brainstorming sessions, consultants, charts and diagrams and, hopefully, end up with a true and honest outcome of what it is like to work for the company.

Career Site vs. Corporate Site. Should you have both?

There are many scenarios that determine whether a company should have both a corporate site and a separate careers site. All of which are driven from the organization's workforce strategies, complexity of the company, talent they seek, and the depth of the employer value proposition story that needs to be told. 

Resumes – The Good, The Bad and the Lies

Resumes have become a very controversial topic in the human resource industry. Many feel that you can’t live with them – but others are adamant that you can’t live without them. As we ponder the pros and cons of these documents and what correlation they may have to a quality hire, there are various things that we must consider.

In today’s world of online applications, there are still many organizations that require the candidate to attach a resume. Since a recent ERE article explained that a recruiter averages about 6 seconds ( to scan a resume, we can certainly agree that it had better be solid and eye catching, yet brief!

Gray Does Matter

In recent reports from the U.S. Census Bureau, it is amazing to note that the number of persons 65+ years of age will actually double from 2000 (35 million) to 2030 (72.1 million). Although we often talk about the large retirement figures, workforce planning and succession planning - seldom do we hear companies discuss other issues associated with the mass exodus of two large generations from our workforce. The Baby Boomers  (1946-1964) and the Traditionalists/Veterans (born before 1946) are ready to march out the door and little is being done to stop them.

Recruiting to a cause, not a job.

The power of the rally cry.

People rally around movements, they want to be a part of something bigger than themselves. Especially the next generation workforce.  Millennials are a highly connected entrepreneurial group. They are ambitious, open-minded and optimistic. They are confident, self-assured and think outside the box. More than any previous generation, Millennials believe they are capable of bringing about positive change in the world.