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Human resources, at its core, exists to support the organization as a whole by helping employees perform at their highest level. This support is provided through a wide range of activities: recruiting talent, helping employees make the right benefits decisions, providing professional and educational support, keeping employees engaged within the organization, providing performance guidance and feedback, creating and encouraging wellness initiatives – the list goes on and on.

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Most of us seem to intuitively understand the connection between leadership and success, because collectively we invest a lot of time and money in self-help classes and books intended to improve our leadership skills. In 2011, the self-help market in the U.S. was worth a whopping $10 billion. Although a significant portion of this money goes to health, fitness, and weight-loss programs, these are closely followed by financial, business, and personal development products.

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If you haven’t worked for a micromanager, you’ve heard about them. Employees buzz about these bosses over lunch, complain about them around the water cooler, and chew them up at the dinner table with their family.

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“Time is what we want most, but what we use worst.”

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Have you seen this startling current job market statistic? For the first time in this century, there are more job openings than unemployed people. And this shortage of unemployed applicants means that you must shift your recruiting strategy from an unemployed/active candidate focus to one that emphasizes poaching currently employed talent.

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The modern workplace expects employees to be flexible, accessible and fast moving. Shouldn’t the same apply to online compliance training? Yes, and the good news is that compliance training is breaking out of its boring lane.

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If you strive to keep up to date with HR technology, you’ll continually run into new categories. For example, there are a whole host of vendors who offer tools to enable video interviewing hence “Video Interviewing Software” has become a category. That’s pretty clear and useful to know.

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As we take our transformational journey in talent acquisition, we’ve seen significant shifts in how companies obtain talent. Throughout the years we have seen talent acquisition move from being order takers to becoming a strategic partner within the business (some more successful than others, this will be a future article) in the quest of securing the best talent.

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Here’s a thought bubble: Say you have a “rock star” employee, highly satisfied with his/her job, who came in young and hungry, growing into a superstar over several years with incremental raises, and one day gets woke to the fact they’re being paid way below market value; like in the 25% below or greater range – a huge, almost impossible ask for anyone in today’s business climate.

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I know this from personal experience: It’s never an easy decision to pick up and move somewhere for a job.

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