Recruitment and Induction. Recruiting the most suitable persons to meet the requirements of the role and fit the organisation’s culture is a key human resource management role and skill. In times of rapid technological change and innovation, and an international shortage of skills, retaining good staff is critical. A professional induction programme is the first step in employee engagement and retention.
It is generally recognised that first impressions are central to how relationships develop. The employment relationship is no different, and the goal is to achieve the psychological engagement for new employees to feel part of the organisation by the time they go home on the first day.
In the digital world, the old management adage, ‘you can’t manage what you don’t measure,’ has taken on new meaning. Staying on top of the numbers in a social recruitment campaign is crucial to achieve the best results.
Alleviating youth unemployment is critical in South Africa, but is the Employment Tax Incentive Bill the answer to this problem? Only time will tell if a youth wage subsidy will help to empower our youth or add further strain to the economy.
HR professionals have to conduct assessments, in conjunction with the Health Professions Council of South Africa (HPCSA), if they are to successfully recruit high-potential project managers and mitigate any risk to companies.
The main purpose of Assessment Centres (ACs) in an organisational environment is to successfully and accurately measure job-related traits of individuals to help predict their future performance and assess their suitability for roles.
Twitter is now one of the fastest growing social networks in South Africa, expanding by 129% to reach 5.5 million users by August 2013 which offers many new possibilities for recruiters.
Despite technological advances, shared insights and loads of research, predicting who will be a good fit for the organisation continues to elude hiring managers and recruitment experts. What criteria will recruiters use in future to determine suitability?
The number of recruitment channels has grown rapidly in recent years with candidates now coming in from corporate career websites, niche job boards, job board aggregators, Google searches, social media, as well as through traditional sourcing techniques.
Recruiting with video is becoming an incredibly powerful way to reach top talent as candidates spend progressively less time reading and ever more time watching online videos, film and TV to get their information.
Web and mobile recruitment software provider Graylink have partnered with referral recruitment company Zao.com and will be offering their solution in the local market to its corporate clients.
Social recruiting brings about a powerful new way of finding hard-to-reach candidates as talent increasingly shifts online. This concept is commonly understood as building relationships with the right candidates through the most appropriate Internet channels.
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