Fluid talent is an approach to career planning that allows—and even encourages—employees to take control of their careers and move between different positions and departments. Companies can increase employee retention and appeal to prospective employees by employing fluid talent in their career pathways. Here’s how HR can facilitate fluid talent in their organizations.
Category: Internal Recruiting & Workforce Planning
Sourcing candidates from within the company has great advantages—you know what sort of worker you are dealing with, and morale is boosted for everyone who sees internal opportunity.
If you were part of the select group of people that thought machines were slated to take over the entire workforce, think again! New research finds that despite automation taking over certain roles, humans are still needed to help operate these new technologies.
While employers across the country are gearing up to attract talent in the coming year, one position that won’t require any recruiting is that of Chief Financial Officer (CFO). A new survey, released by Robert Half Management Resources, finds that almost half of all respondents say their company doesn’t have a succession plan in place […]
Job sharing, as the name implies, is when two or more employees share the responsibilities for what would be one full-time job. In a tight labor market, this may be one option to consider if you’re struggling to attract and retain talent. There are, of course, pros and cons of taking this approach. Let’s take […]
Employees leave companies for a variety of reasons, and many are not necessarily permanent. Some employees may move for a significant other or may pursue a long-shot opportunity that doesn’t ultimately pan out. Others may take time off to raise a family or care for a loved one.
When looking to fill a vacancy—especially one that is a position of leadership—does your organization look internally, externally, or both?
Scrambling to fill a critical position (especially in a highly competitive market) can result in hiring the wrong person for the job—causing your organization’s costs to surge. The alternative? Look within your own organization for the perfect candidate. Internal hiring is a strong complementary strategy to external recruitment, and it’s how you’re going to quickly fill those critical, yet vacant, roles in your organization.
The recent Bureau of Labor Statistics’ jobs report reflects the ever-tightening labor market, one in which employers are stretched to find and keep skilled talent. As companies try to drum up inventive ways to source new labor pools, one direction they might be wise to look into is inward.
It wasn’t so long ago that older workers feared—and not without cause—losing their jobs to younger competition. The thought was that younger, energetic talent having just acquired the most up-to-date education would force out older colleagues who were making more money due to their seniority but who were likely to be less productive than the […]
As our world becomes more complex, dangerous, and in many cases isolated, the prospects of recruiting and then relocating executives have become more challenging. Hiring managers and placement professionals must assure these candidates that steps will be taken to provide a safe work environment for them and their families.