Recruiting & Hiring Blog for HR Professionals

Launching a Big Data Initiative

Launching a Big Data Initiative

Once your HR team decides to move forward with a big data initiative, several questions may begin to come to mind, such as “How will I get approval for this?” and “How will we have the resources needed to complete the project?” These are all legitimate concerns, but they can usually be overcome without too many hurdles.

Here are three best practices for launching a big data project in a small or medium-sized business...

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Topics: Hiring & Recruiting Trends, Future of HR, Big Data

Small, Medium, and Large: How HR Teams in Small and Medium Sized Businesses Benefit From Big Data

Benefits of Big Data

When it comes to “Big Data,” small and medium sized businesses (SMBs) don’t have the same volume of information as large companies. However, that doesn’t mean that HR teams at SMBs can’t benefit from data integration and analytics similar to what large organizations use. The opportunities are great. According to the SMB Group, only around 18% of small businesses and 57% of medium businesses currently use business intelligence and analytics solutions.

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Topics: Hiring & Recruiting Trends, Future of HR, Big Data

Big Data 101: What Is It and How Are Organizations Using It?

Big Data 101: What Is It and How Are Organizations Using It?

Everywhere we turn, we hear the term “Big Data.” It’s top of mind in the business press and conversations. Recent research by Accenture found that 90% of organizations believe Big Data will transform their business like the Internet did, and 83% are pursuing Big Data projects to gain a competitive edge. You’ve probably heard the Big Data term too and perhaps you are wondering what all the fuss is about? 

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Topics: Hiring & Recruiting Trends, Future of HR, Big Data

How Do I Plan for Future Hiring Needs?


Even if you aren’t actively hiring all the time, talent acquisition is an ongoing activity--and an important element of that is planning for future hiring needs. As John S. Dooney, the manager of workforce analytics at the Society for Human Resource Management, has noted, “Recruiting is not a faucet that you turn off and on. You have to have an engine in place.”

There are three steps organizations can take to identify future hiring requirements and create a robust hiring engine. Companies that succeed will find they can minimize the time needed to fill open positions with qualified candidates.

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Topics: Applicant Tracking, Applicant Tracking Success, Future of HR, Recruiting Best Practices

How Do I Build an HR Department for the Future?


Getting a “seat at the table” has been coined for years as one of HR’s biggest struggles and opportunities to be seen as a strategic group within the organization. After exploring this issue for quite some time, many argue, “most human-resources professionals aren’t nearly there. They have no seat, and the table is locked inside a conference room to which they have no key. HR people are, for most practical purposes, neither strategic nor leaders,” wrote Keith Hammonds, former Fast Company deputy editor, in 2005. Many continue to challenge the tactical view of HR and suggest what HR can do to earn that seat at the table.

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Topics: Hiring, Applicant Tracking Software, Future of HR, HR Challenges

What Can HR Do to Close the Skills Gap?


Studies indicate companies are more optimistic about hiring this year, but a shortage of talent could make it difficult to fulfill that optimism. In 2013, 39 percent of U.S. employers had difficulty filling jobs, according to the ManpowerGroup 2013 Talent Shortage Survey. The most difficult-to-fill jobs consisted of skilled trades, engineers and sales representative positions. The biggest reasons attributed to the shortage were a lack of specific technical skills, experience and qualifications required for a particular role in addition to a lack of applicants.

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Topics: Hiring Trends, Hiring & Recruiting Trends, Future of HR

Job Hopping Is the New Normal. Is Your HR Department Ready?



Gone are the days when workers devoted 35 years to a company, then retired with a gold watch and a sizeable pension. In fact, the average employee holds a job for about 4.4 years before moving on and expects to stay at the next job for just three years, according to the most recent data Forbes reviewed from the Bureau of Labor Statistics. The youngest employees stay only about half that time, meaning they could have as many as 15-20 jobs over the course of their careers.

That kind of turnover sounds great for the employee who presumably gains new skills and a pay increase with each move, but the lack of loyalty is bad for business, right? Not necessarily.

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Topics: Hiring & Recruiting Trends, Future of HR

The Google Interview Process: Data-Centric, Fast and Innovative

hyrell_blogimage_googlehiringJust about every company recruits, interviews and hires its own way. However, like any other business process, we often look to trendsetters for guidance. Google is always a trendsetter.

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Topics: Hiring & Recruiting Trends, Future of HR, Google

Feature Friday: The Virtual Interview

hyrell_blogimage_featurefriday_virtualinterviewJob-specific, Yes/No questions are a great start.  You also may want to collect an applicant’s resume. Additional information such as Employment History and Education History can be important as well.  All are valuable inputs that help your company make informed hiring decisions.

But the Hyrell System gives you an additional, powerful feature – The Virtual Interview™.

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Topics: Future of HR, Interviews, Virtual Interviews

[Guest Blog] What to Expect From Pre-Employment Testing

hyrell_blogimage_assessment_9-5-15Administering pre-employment tests as part of the hiring process can drive meaningful improvements in your company’s performance. These bottom-line benefits of testing explain why more than 80% of the Fortune 500 now use pre-employment testing as part of their hiring process.

Personality, aptitude and skills tests, or a combination thereof, can yield valuable insights into a candidate’s behavioral tendencies, problem-solving ability, and job-related competencies. By using professionally developed, validated testing instruments you are adding objective, data-driven metrics to your hiring process. No test is a perfect predictor, however, and besides being aware of the benefits of pre-employment testing, it is just as important that you not expect that tests will eliminate hiring mistakes altogether.

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Topics: Applicant Tracking Success, Future of HR, Pre-Employment Testing

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