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iCIMS Now No. 1 Recruitment Technology Solution; Surpasses Legacy Providers

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Holmdel, NJ, March 22, 2019 (GLOBE NEWSWIRE) — iCIMS has become the leading provider of recruitment technology solutions according to new market share research from Acadian Advisory, an independent research and consulting firm focused on the impact of technology in the workforce. Acadian’s research found that during the last several years, companies have switched their applicant tracking system (ATS) from technology conglomerates — led by Oracle Taleo and IBM Kenexa, which once controlled the market — to dedicated recruiting technology providers, dominated by iCIMS. 

Because of labor shortages and new technologies, employers are aggressively looking for new ways to engage job candidates. In 2018, $4 billion was invested in HR technology — nearly four times what was invested in 2017. Acadian’s study provides an independent assessment of recruitment technology market share to inform companies who are evaluating their recruitment solutions at a time when, according to the Conference Board’s recent annual global survey, the CEOs’ top priority is now ‘attracting top talent,’ ahead of ‘disrupting technology,’ and ‘recession.’  

“We’ve been at the forefront of recruiting for the last twenty years and have seen the pendulum swing from talent management providers with bolt-on recruiting modules to dedicated recruitment solution providers, because the power has shifted to candidates,” said Colin Day, iCIMS founder and chief executive officer. “Legacy tech companies, who always viewed talent acquisition as an afterthought, have failed to keep up at a time when multinationals need to source and engage candidates more efficiently across modern communication platforms. We expect the volume of investment, innovation, industry consolidation and the number of employers switching to best-of-breed providers to accelerate.”   

iCIMS’ gain in market share reflects the company’s growth. In 2018, iCIMS delivered double-digit revenue growth for the sixth straight year driven by multinational clients including Penske, Spirit Airlines, and QuickChek. 

About iCIMS:
iCIMS is the leading recruitment software provider for employers to attract, engage and hire great people. iCIMS enables companies to manage and scale their recruiting process through a full product suite and an ecosystem of integrated partners delivered within a platform-as-a-service (PaaS) framework. Established in 2000, iCIMS supports 4,000 customers hiring 4 million people each year and is the largest software provider dedicated to talent acquisition. For more information, visit www.icims.com. 

Erica Bonavitacola
iCIMS, Inc.
7325207995
Erica.Bonavitacola@icims.com



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4 key takeaways from WorkHuman 2019

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Careers editor Jenny Darmody headed to WorkHuman 2019 in Nashville. Here are some of her key takeaways from the conference.

Despite the funny side of Workhuman’s Derek Irvine greeting attendees by saying “Hello, humans!” every morning, it was clear throughout the fifth WorkHuman conference that the world of work must be reminded that workers are human beings.

While there is plenty of evolving technology within the HR industry, including Workhuman’s own social recognition platform, the overriding theme of the conference was very much focused on the human elements of working life. These are the processes that need attention, with or without technology.

WorkHuman featured headline speakers such as Viola Davis, Geena Davis and George Clooney speaking about the importance of respecting one another, being on the right side of history when it comes to equality and eradicating unconscious bias in the workplace.

These themes bled into the rest of the conference and it was clear both from the keynotes and the breakout sessions that the future of HR needs to be more focused on addressing the human side of the workplace. Here are some of my key takeaways from the event.

1. How important recognition is at work

As a company that has a social recognition platform in its product suite, it’s no surprise that recognition, appreciation and gratitude at work were central themes at the WorkHuman conference. And the research is undoubtedly there.

Whether you have a software platform or not, the importance of recognition is critical for employee engagement and happiness. Numerous studies have shown this, including a Gallup study that says employees who are not adequately recognised are twice as likely to leave within a year.

In spite of all the HR tech options to improve processes, including recognition software, the simple act of ensuring employees are appreciated is an incredibly low-cost, high-impact solution to employee disengagement.

2. More work to be done on sexual harassment

It’s been about a year and a half since the #MeToo movement took off, but the conversation is thankfully showing no signs of slowing down as WorkHuman hosted several different sessions on harassment in the workplace.

A particularly interesting session came from Dr Katherine Smith who, having had personal experience with sexual harassment in the workplace, discussed the lingering effects of harassment long after the incident has occurred, such as depression, PTSD and sleep disorders. Furthermore, Smith cited a study from the US Equal Employment Opportunity Commission that said 75pc of those who experienced workplace harassment also experienced retaliation when they spoke up.

It has never been more important for both HR professionals and managers to not just firm up their policies on workplace harassment but also examine their company culture in terms of fostering a safe environment for those to speak up.

3. A lot of bureaucracy needs to be thrown out

In case it wasn’t already clear, reminding employers that they employ human beings was somewhat of a tongue-in-cheek but necessary reminder throughout the conference.

There are a lot of bureaucratic processes in place that can have a knock-on effect for how managers and HR professionals treat their employees. Humans are incredibly unique, and therefore there will always be a lot of exceptional circumstances, grey areas and unusual situations that may lead bureaucratic HR processes to create harrowing blockages.

This became most clear to me when I attended a session by grief and trauma consultant Jennifer Crow along with senior HR business partner Stephanie Blakey. The session was around the topic of what to do when a co-worker dies, drawing on a very sombre personal experience at Blakey’s own company, the Cadmus Group.

Bereavement leave, if your company even has it, is traditionally between three and five days for family members. Even at that, it is often immediate family only and that leave is only given in the immediate aftermath. This very rigid process does not account for delayed grief, grief for someone incredibly close who is not a family member or even the varying length of time grief can take. This was just one example highlighted at the conference proving that many rigid business practices need to be changed to allow for the infinite grey areas that come with working alongside human beings.

4. HR trends will move towards human practices rather than tech

When the topic of the future of work came into mainstream conversations a few years ago, the big question was around job security: will a robot replace me?

As time moved on, it became more about the skills we will need to stay relevant – namely, soft skills and those that are ‘uniquely human’.

When we look at the future of work from the HR industry’s perspective, we’ve seen exciting developments in HR technology that will improve and streamline recruitment processes, reduce unconscious bias, and employ new systems that will have the employees’ wellbeing in mind.

A major takeaway from WorkHuman this year is an even stronger move towards improving human practices that have a lot less to do with HR technology.

The technology will continue to evolve and grow in the background, and companies all over the world will continue to implement it. However, the overwhelming majority of sessions at this year’s conference addressed the core human needs of employees without technology.

How can we treat our employees better? How do we ensure they are engaged and happy? What human-centric processes do we need to improve to prevent harassment, improve equality and show compassion? These are the key questions WorkHuman wanted to answer this year, constantly reminding attendees multiple times a day that it’s important to remember that they work with human beings.



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Top Stories from Scout Exchange, Microsoft, Impraise, and More

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In today’s hyper-competitive talent marketplace, a quick exit after a month-long search is an HR professional’s worst nightmare. Can AI solutions for HR prevent this from happening?

Well, the idea isn’t simply for AI to make recruitment smarter, but also to improve the entire employee experience lifecycle, right from recruiting to retirement.

This week at HR Technologist, we share a few in-depth insights on how AI is making employees happier and more engaged at work.

In the news, we see several HR Tech vendors upping the ante in talent matching, from Beamery introducing a new tool to improve candidate search quality, to Google introducing two new search features to improve job discoverability. What remains to be seen is how soon HR embraces this technology to see its benefits.

Here’s what’s been trending on HR Technologist this week:

HR Talk Interview

Key People Practices for Every Business: An Interview with Drashti Patel of Impraise

In 2019, the focus in HR practices has shifted from “organization first” to “people first.” To do this, it is imperative that HR professionals incorporate technology and data analytics into their regular processes, says Drashti Patel, Head of Brand at Impraise. Read her opinion of the importance of making informed, data-driven decisions about employee engagement and the HR trends to watch out for in 2020.

Top HR Tech Articles

Rise of the Recruitment Marketplace

With organizations like Airbnb and Uber directly connecting jobs with users, some believed it indicated the death of the recruitment profession. But this is far from the truth, explains Ken Lazarus, CEO of Scout Exchange. In an age of fast-changing careers and the rapidly growing demand for newer skills, the recruitment profession and the recruitment marketplace are both strongly grounded. Here’s what recruiters can look forward to in the near future.

10 Tips on Improving Your Recruitment Strategy in 2019

Low unemployment rates are translating into growing struggles for recruitment professionals to find the right talent to match specific skill sets. In this article, Community Contributor, Harry Southworth, shares his take on a remarkable recruitment strategy suited for the talent market in 2019.

Microsoft Launches AI Business School: Time for HR to Adapt?

AI-powered workplaces are no longer a fantasy from the future. They are a reality. Microsoft recognizes this and has consequently launched an entirely free AI business school for professionals to obtain the necessary skills relevant to the AI-powered workplace. We explore how HR must adapt to the incorporation of AI into their jobs.

4 Ways AI Can Help Redesign Employee Engagement

Even a problem as human as employee engagement can find a technology-enabled solution in HR initiatives aided by artificial intelligence. We examine the four ways in which AI can facilitate the redesign of an organization’s employee engagement strategy.

In the News

Beamery Launches Search Assist to Help Employers Engage Qualified Talent

The already popular talent CRM, Beamery, has now launched a candidate search tool, Search Assist, to significantly reduce the time it takes to identify useful talent for an organization. This level of automation can bring to the surface candidates who demonstrate both interest and intent to find a job that engages them.

Hiretual Launches Intelligent Talent Pipeline

Hiertual recently announced the launch of Intelligent Talent Pipeline™, an AI-powered tool that learns and drives the HR talent acquisition process through intelligence rather than data. This allows the tool to deliver the most-suited candidates for the job.

Google’s Cloud Talent Solution Adds New Search Functionalities to Improve Candidate Matching

Google’s Cloud Talent Solution will soon be including features such as commute and multilingual job searches that produce results in English. These features are intended to improve job discoverability for candidates and to help companies find the right talent.

BerniePortal Announces Expanded Partnership with Guardian to Create a Streamlined Benefits Experience

Through the expanded partnership, Guardian adds critical illness, accident, and hospital indemnity coverage to its existing suite of dental, vision, life and disability benefits available through BernieBill. This will enable Guardian clients with more than 25 lives to be able to take advantage of greater efficiencies in order to create more robust benefit offerings.

Stay tuned to this space each week for the very best of HR Technologist!

If you have news, press releases, or other announcements about your company, product, or service that HR professionals and executives must know about, please send them to puja.lalwani@hrtechnologist.com or sushman.biswas@hrtechnologist.com.

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2 Hungarian startups feature at London event | The Budapest Business Journal on the web

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 Bence Gaál

 Friday, March 22, 2019, 13:30

Hungarian startups Codecool and Talentuno were present at Europeʼs largest HR tech event “UNLEASH”, hosted at the ExCeL convention center in London, according to a press release sent to the Budapest Business Journal.

The event in London.

At the event, visitors had the chance to meet the future of HR solutions realized via disruptive and innovative technologies. Speakers at the event included Gábor Varjasi, head of BP GBS Finance Global HR; Johnny Sanchez, a member of the global talent operations team at Netflix, alongside others from international companies such as HSBC, Bayer, Vodafone, ING, Slack, Google, Deutsche Telekom, HP, and Cisco.

Disruptive HR technology startup Talentuno set itself a goal of democratizing HR. Building on the strength of the community, the press release describes it as the Uber of the HR profession. The main idea behind its platform is that one can recommend friends for job positions. Upon successful placement, “MatchMakers” (users who nominate candidates for jobs) receive a hefty commissions.

“Trends show that HR processes are getting more expensive and slower,” says Zsolt Kelliár, CEO of Talentuno. “It may take more than a month for an employee to be placed. Talentuno is an alternative for boosting recruitment processes. International companies on the domestic market are already very enthusiastic about half-a-year after the release, but we also received a lot of positive feedback at ʼUNLEASHʼ. Visitors were particularly interested in the solution; a number of people are waiting for us to test the international waters.”

The other Hungarian participant, Codecool programming school, delivers development talents to its clients. Over the course of the training, students acquire soft skills such as teamwork, complex business thinking, and knowledge of agile methods, all guarantees of employer satisfaction.

“ʼUNLEASHʼ is a great platform to assess the market and spur our international expansion, and to find relevant collaborative partners for this,” notes the companyʼs CMO, Gábor Bonyhádi . “We have recently received an investment of EUR 3.5 million, which we will spend on opening new European campuses.”

 

 



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ABT ASSOCIATES NAMES LISA SIMEON CHIEF HUMAN RESOURCES OFFICER

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Rockville, MD, March 22, 2019 (GLOBE NEWSWIRE) — Lisa Simeon has joined Abt Associates as Chief Human Resources Officer.  Simeon brings more than 20 years of experience in all aspects of human resources, including talent management, compensation, HR technology, organizational design/change management, leadership development and strategic planning.  Her global experience includes projects and assignments in China, India and Sweden. 

Most recently Simeon served as VP of HR Operations and Programs at Engility-SAIC a publicly traded, $2B professional services company with 7,000 employees. She was responsible for enterprise compensation, HRIS, HR compliance, learning and development, employee relations and organizational development.

Prior to this, she was VP of HR with ITT/Exelis–now Harris–where she was responsible for a $1.2B division that had more than 4,000 employees across the United States, Middle East, Germany and Australia and led a team of more than 50 HR professionals. During her tenure, she also led the enterprise talent management function, which included responsibility for the company talent review process and facilitated succession and leadership development plans across the top 200 high potentials and successor candidates within the company. 

“Lisa knows the government contracting world well, and her global experience is invaluable,” said Abt Associates President and CEO Kathleen Flanagan. “She has been a trusted strategic advisor to her business partners and will be an excellent addition to our executive leadership team.”

A native New Yorker, Simeon holds a B.S. in Curriculum and Instruction from Long Island University, an M.S. in Organizational Development from Manhattanville College and an MBA in Global Human Resources Leadership from Rutgers University. 

###

About Abt Associates

Abt Associates is an engine for social impact, dedicated to moving people from vulnerability to security.  Harnessing the power of data and our experts’ insights, we provide research, consulting and technical services globally in the areas of health, environmental and social policy, technology and international development. http://www.abtassociates.com

Mary Maguire
Abt Associates
(301) 347-5859
mary_maguire@abtassoc.com



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BOOK REVIEW: Why empathy is a far more powerful business tool than you think

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Empathetic Leadership.
47 Practical Tips for Leading with Kindness, Courage and Confidence in an Age
of Disruption, by Michael Brisciana.

When the business environment is under unusually stressful
conditions, it is most likely and almost forgivable for managers to retreat
from being their better selves. It is at times like this that we need to be
reminded of the economic value of leading with kindness, courage and
confidence.

Leading with kindness alone in stressful times, often results
in decisions that are not in the best interest of the business in the short and
definitely not the long term. Leading with courage alone under these conditions,
often leads to decisions one only regrets later, if only in the way the
decision was executed. In unusually stressful conditions, the confidence of all
but the unaware is shaken.

Brisciana’s recently published book is a call to manage with
kindness, courage and confidence. This three-part approach is subsumed under
the general rubric of ‘empathetic’ leadership.

Empathy is having the capacity to imagine feelings that one
does not actually have. It bears some similarity to compassion but differs in a
profound way: compassion is not only understanding another’s pain, but desiring
to mitigate that pain. Empathy doesn’t go that far, and leaders and managers should
not be expected to practise it.

The book is a collection of 47 “tips” compiled by
a reflective man. It is neither research-based, nor theoretical – rather it is
the reflections of a thoughtful person. Brisciana has had wide experience in HR
leadership in Fortune 500 companies, global manufacturers and distributors, and
non-profit organisations.

Below are some tips I believe will be most valuable, here
and now.

When employing from the outside is not possible and you need
to fill a position, the default is to turn inward and “take a flyer on
potential”. Taking this option can still produce a very satisfactory
result for the candidate and the company.

However, the decision must be made with eyes wide open. Because
you are promoting on potential, you will need to do so purposefully and not
hopefully. This requires that you proactively give the candidate all the help
and support you can, not merely the permission to ask for help when its needed.

Building the confidence of all is a fundamental leadership
requirement. When things get overwhelming, it is a leadership imperative.
Brisciana suggests the tactic of breaking large tasks into manageable pieces, so
that the task feels less daunting, and the person responsible can feel more
confident in their ability to succeed. Along this line of thinking, it is
prudent to formally give permission not to have to accomplish everything in one
bold attempt.

Confidence can, and should be, built from the entry level to
the executive committee. Brisciana’s confidence-building tips begin with reducing
unnecessary pressure that might otherwise paralyse and overwhelm.

“Never assume that even the most seasoned members of a
team are fully comfortable with all their responsibilities and objectives,”
Brisciana warns.

In the tip entitled “Engage all and root for their
success” the author recounts seeing a priest invite all the children to
come forward with their coins and put them in a special jar for donation to the
poor. They ran back to their parents with smiles on their faces from the sense
of having contributed, being needed, and being valued.

Brisciana contrasts this recollection with a time when he
helped his Executive prepare for an important presentation at the company’s
headquarters. On her return from that trip she reported starting out feeling
nervous, but when she saw the CEO sitting in the front row, looking at her with
a smiling face that said he was rooting for her to do well, she felt fine, and sailed
through the presentation. Empathetic leaders remember that everyone on their
team wants to participate and contribute. And everyone needs encouragement,
including the most senior among us.

In the 1950s the psychologist Abraham Maslow published his
famous article proposing that human behaviour progresses through a Hierarchy of Needs. His theory held that
people don’t progress to a higher-level need until the lower-level need is
satisfied. You don’t focus on finding your purpose in life if you are hungry or
homeless or unsafe in other ways.  

The stresses many employees bring to work each day need to
be borne in mind, lest we try to solve the wrong problem, often making things
worse by adding new and unnecessary pressures to their employees’ work lives. Brisciana
quotes a recent study that indicates that 92% of employees report that personal
problems decrease their productivity, at least temporarily.

While one can expect managers to have empathy, employers are
not in the best position to solve employees’ personal problems. That said, assessing
performance issues in the light of Maslow’s hierarchy may help an empathetic
leader to assess “whether their agenda for the situation matches what the
employee is capable of at that time.” Stepping back often allows one to
see the big picture which is easy to miss when you are too close – either
physically or emotionally.

We clearly need to celebrate the right heroes in our organisations:
people who serve our customers or keep things running smoothly, too often
without recognition.

The first step is to define who exactly we are looking for.
The next step is to seek them out by actively listening and engaging at all
levels of the organisation. It very soon becomes clear who the unsung heroes
are.

The most impactful recognition is always direct; extending
your hand and saying, “I know what you do for this company. I truly
appreciate it, and I thank you.” It is also important to publicly acknowledge
these individuals so that others can see clearly what values and behaviours you
appreciate.

Brisciana’s book is full of practical and wise advice. It is
one of those books that should be read not to learn what you didn’t know, but
to be reminded of what you do know. And then to practise better and more
empathetic management.

Readability         Light
+—- Serious

Insights              High
–+– Low

Practical              High -+— Low

Ian Mann of Gateways consults internationally on strategy and
implementation and is the author of ‘Strategy that Works’ and ‘The Executive
Update.’
Views expressed are his own.



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HR tech trends focus on employee experience, performance

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Four ISG Advisors Named 2019 Superstars by HRO Today Global

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STAMFORD, Conn., March 22, 2019 /PRNewswire/ — Information Services Group (ISG) (Nasdaq: III), a leading global technology research and advisory firm, today announced four of the firm’s experts in human resources technology and service transformation have been named 2019 Superstars by HRO Today Global magazine.

ISG was the most recognized advisory firm in this year’s voting, taking four of the 10 awards in the category of consultants, advisors, analysts, academics, investors and thought leaders.

The ISG honorees are Debora Card, Stacey Cadigan and Julie Fernandez, U.S.-based partners in the ISG HR Technology and Services business, and Franck Boubon, a Paris-based director with ISG Business Advisory Services in Europe. All four also were named HRO Today Global Superstars for 2018 and 2017.

“We are very proud of the HRO Today Global recognition for Debbie, Stacey, Julie and Franck, and of the exceptional client work they produced in 2018 to earn this honor,” said Todd Lavieri, vice chairman of ISG and president, ISG Americas and Asia Pacific. “It is truly gratifying to be acknowledged year after year by this influential group of industry experts. We see it as a testament to our continuing ability to deliver the best HR technology and service results for our clients.”

ISG, through its HR Technology and Services business, is a leading independent advisor to clients looking to transform HR through new technologies and delivery models designed to drive the workforce of the future. The firm provides deep subject-matter expertise, market data and financial frameworks to help clients design and execute their HR technology and delivery strategy, build a winning business case, select the right partners, manage organizational change and design the optimal delivery organization.

“This year’s superstars have a proven track record of challenging the status quo, adopting experimental methods, and redefining the new normal for HR,” the editors of HRO Today Global said in announcing the awards. “With the help of smart technologies and a new wealth of data, these leaders create targeted employee engagement strategies, leverage workforce planning insights to enable more fluid and organic career paths, and break down silos to encourage a consistent workplace culture and experience.”

Card has 30 years’ experience in business process design and HR operating models with a focus on enabling technologies. Cadigan is a key contributor in all aspects of HR advisory, with particular expertise in recruitment process outsourcing and talent management. Fernandez’s expertise includes HR technology, HR automation and RPA, shared services, HR providers and global payroll. Boubon has nearly 20 years of international consulting and outsourcing experience, and manages ISG’s finance, procurement and HR advisory services in Europe.

Awards are given in three categories: Providers; Practitioners; and Consultants, Advisors, Analysts, Academics, Investors and Thought Leaders. Superstars were nominated externally and by the HRO Today Global staff. To see the list of honorees in the third category, visit this webpage. A complete list of all winners is available here.

About HRO Today and HRO Today Global

HRO Today and HRO Today Global are the properties of SharedXpertise Media and offer the broadest and deepest reach into the HR industry. Our magazines, web portals, research, e-newsletters, events and social networks reach over 180,000 senior-level HR decision-makers with rich, objective, game-changing content.

About ISG

ISG (Information Services Group) (Nasdaq: III) is a leading global technology research and advisory firm. A trusted business partner to more than 700 clients, including more than 70 of the top 100 enterprises in the world, ISG is committed to helping corporations, public sector organizations, and service and technology providers achieve operational excellence and faster growth. The firm specializes in digital transformation services, including automation, cloud and data analytics; sourcing advisory; managed governance and risk services; network carrier services; strategy and operations design; change management; market intelligence and technology research and analysis. Founded in 2006, and based in Stamford, Conn., ISG employs more than 1,300 digital-ready professionals operating in more than 20 countries—a global team known for its innovative thinking, market influence, deep industry and technology expertise, and world-class research and analytical capabilities based on the industry’s most comprehensive marketplace data. For more information, visit www.isg-one.com.

SOURCE Information Services Group, Inc.

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New HR and technology survey launched in Asia-Pacific

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A new research survey by HR, for HR, looks to explore how professionals in the region understand, use and adopt technology.

 

The State of HR and Tech in Asia-Pacific

The rapid pace of change seems to be outstripping how fast people and businesses can keep up. In the area of workforce management, for example, newer styles of HR technology – which address workforce challenges in the new digital age – have yet to see widespread adoption.

newly-launched research survey aims to understand why this might be the case.

Led by Philippa Penfold, a HR veteran and Chairperson of HRM Asia’s Advisory Committee, the survey is a ‘by HR, for HR’ exploration of the relationship that HR professionals and leaders in the Asia-Pacific have with technology.

Penfold notes that there is a panoply of such analysis and research considering the US or global specific, but nothing specifically catered to the fast-growing markets here in the Asia-Pacific.

“Now more than ever, it’s clear that HR and technology need to work together to integrate the human and technology dimensions, to create a human workplace that takes advantage of new age technology.”

“No matter where I looked, I didn’t find anything that was a good reflection of my peers and profession in this region, and the realistic situation in most of our workplaces. What I did find were reports from HR technology leaders in the US; and while they’re great, they’re not us,” she says.

But such benchmarking is crucial, even as each new day brings new technological possibilities and realities in terms of how HR can shape the workplace of the future.

“Now more than ever, it’s clear that HR and technology need to work together to integrate the human and technology dimensions, to create a human workplace that takes advantage of new age technology,” Penfold says.

Findings from the survey will be shared in full report later this year – but HR Festival Asia attendees will be getting a sneak peek during Penfold’s session in the Smart Workforce and Innovation stream.

“I will be presenting an analysis of our results and comparing them to best-practice frameworks and literature from global HR technology thought-leaders. I want people to walk away with a realistic view of where they are today compared to their peers, and a better understanding of what they can do to develop the ‘human+technology’ dimension of their organisation,” she explains.

HR professionals from the region are invited to add their voices to this new research endeavour. Click on the link below to take part in the survey – it won’t take more than 10 minutes.

https://www.surveymonkey.com/r/TechandHRinAPAC



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Clovis Point Capital Makes Growth Investment in Talent Acquisition…

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Clovis Point Capital has made a growth investment in RIVS, a provider of HR technology. (PRWeb March 22, 2019). Read the full story at …



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iCIMS Now No. 1 Recruitment Technology Solution; Surpasses Legacy Providers

Holmdel, NJ, March 22, 2019 (GLOBE NEWSWIRE) -- iCIMS has become the leading provider of recruitment technology solutions according to new...

Top Stories from Scout Exchange, Microsoft, Impraise, and More

In today's hyper-competitive talent marketplace, a quick exit after a month-long search is an HR professional's worst nightmare. Can...

2 Hungarian startups feature at London event | The Budapest Business Journal on the...

 Bence Gaál Friday, March 22, 2019, 13:30Hungarian startups Codecool and Talentuno were present at Europeʼs largest HR tech event "UNLEASH", hosted at the ExCeL...

ABT ASSOCIATES NAMES LISA SIMEON CHIEF HUMAN RESOURCES OFFICER

Rockville, MD, March 22, 2019 (GLOBE NEWSWIRE) -- Lisa Simeon has joined Abt Associates as Chief Human Resources Officer.  Simeon brings...
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