NOT ALL TALENT GAPS LOOK ALIKE: NEITHER SHOULD YOUR SOLUTION
NOVO FILLS GAPS!
IT Talent: Are You Interviewing or Interrogating? By: Diana Smith, Vice President of Sales
With IT unemployment averaging 2-4% depending on the role, finding and hiring IT professionals is a tricky, high-speed business. Strong candidates have multiple offers, little patience for lengthy recruiting processes and high expectations for potential employers. Despite the tough hiring odds employers face, many businesses are making fundamental recruiting mistakes that costs them the chance to hire strong tech candidates.
Manufacturer's New Reality on Recruiting Top Talent By: Diana Smith, Vice President of Sales
Manufacturers are up against a critical talent gap as more and more of the skill-sets they need do not align with those in the marketplace. One of the most powerful examples of this dynamic is the fact the forecast from Deloitte and the Manufacturing Institute that “two million manufacturing jobs will likely go unfilled” in the next decade.
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Emotional Intelligence in Everyday Life By: Andrea Reding, Sr Director of Human Capital
But what is EQ? EQ is comprised of personal and social competence skills: Self-Awareness, Self-Management, Social Awareness, and Relationship Management. It is different for each of us, and is really about how we accurate recognize and manage our own behaviors, make decisions, and navigate social situations, all with the goal of achieving positive results. Almost 60% of your success is based in EQ!
Novo Group BLOGs
Succession Planning: Part 1 - Three Common Mistakes By Kelly Renz, President & CEO
Is your business and HR team one of the few getting it right? Is your business aware of its most critical roles and knowledge-holders or are you at risk of stumbling into skill, intellectual property and leadership gaps that could stunt business growth? Let’s find out.
Talent Landscape: Part 2 - Essential Talent Acquisition Blend By Kelly Renz, President & CEO
What businesses need is to find is the right blend between strong recruiting efficiency and good personalization. Here are tips on how to get closer to a more blended, people-centric talent acquisition approach.
Human Capital Foundations , Part 1 By: Andrea Reding, Sr Director of Human Capital
The fact is whether the future looks bright or threatening, businesses rely on people to see them through it. People play starring roles in every solution and are a company’s #1 competitive advantage. In order to move on the “What’s Next?” a business has to first ensure its human capital foundation can withstand and evolve with the changing needs of a dynamic workforce.
Increase your efficiency, and quality of hire with a solution that provides a fast and easy way for references to provide detailed feedback from any device. Responses are confidential, which means more candid feedback – typically from 4 references in less than 2 days. And you can initiate the reference check directly from your ATS or CRM with fast and simple integration.
Human Capital Foundations , Part 2 By: Andrea Reding, Sr Director of Human Capital
A strong human capital foundation is what sets the stage for a business to withstand and evolve with the changing needs of a dynamic workforce, but it is not what drives high performance over time. The key to sustained and robust employee performance, something every business wants, is a strong culture of feedback.
Talent Landscape: Part 1 - The End of 'One Size Fits All' Recruiting By Kelly Renz, President & CEO
Candidates are unique—from their skills and their experience to their education, gender and cultural background. Unfortunately, a one-size-fits-all recruitment approach creates a transactional recruiting experience that is impersonal and uninspired. What is the high cost of this approach?
Succession Planning: Part 2 - It's Easier Than You Think! By Kelly Renz, President & CEO
Congratulations you’re rich! That’s what I like to tell HR directors who worry they don’t have what they need for strong succession planning. The fact is today’s HR departments are sitting on a goldmine of succession planning data.