HR Insights

In a critique of the traditional hiring mindset, the author urges readers not to "trust their gut" when making staffing decisions.

Citing research that 70% of hiring managers later regret instinctive hiring decisions, a data-driven alternative is illustrated.

Using incisive data and open-ended questioning, companies can identify prospects with important critical thinking skills, not just technical knowledge.

Worldwide companies are facing a nearly unprecedented talent shortage.

For businesses looking for a way to attract the best and the brightest, the traditional face-to-face interview may be an effective way to get an edge.

But in today's interviews, it's the company that's in the hot seat. Prospective workers often have little emotional investment in a company offering an interview.

The American Society of Training and Development reports that companies spent $1,195 per employee on professional development in 2013.

That amounts to $164 billion, and this proves to be one of the most important measures of employee satisfaction.

It's a way of showing that their personal growth is an end in itself — that they're not just grist for the mill.

Futurologists have long been speculating that humans are going to be in for a workless future, but in typical futurologist fashion, it looks like the reality will look a little different.

Rather than surrendering our jobs to computers and robots, the future workplace may have a more human purpose than ever before.

For many reasons, Human Resource departments are having to get more sophisticated with hiring, onboarding, and employee retention.

It's a workers' market, and HR needs to get creative to lock down the best talent.

It's well known that today's workplace includes members of several generations. Despite age diversity, most workers have specific needs in common: workplace flexibility, fairness, advancement opportunities, and a sense of meaning in their work.

A recent Gallup poll suggests that these needs are failing to be met across the board. This and other factors contribute to a culture of "job-hopping" among younger employees, and it has workplaces scrambling to keep their best talent.

As the nation has recovered from the Recession of 2008, millions of those laid off have not returned to the work force. This trend is seen most starkly among prime age men who are not looking for a job in record numbers.

Many of these individuals lack higher education. With part-time hours limited, and manufacturing and construction jobs still lacking, this trend is not likely to reverse anytime soon.

It's no secret that the American workplace is changing.

Many argue that the traditional office is obsolete, and today's HR teams should be preparing to equip a new generation of employees to excel in the mobile workspace.

Between 1985 and 2014, the number of retirement-age people remaining in the workforce doubled.

Today, many managers are introducing new work-flexibility policies for older workers, to facilitate a natural path into retirement.

In the meantime, their experience is valuable.

Surprise, surprise: cell phones, the internet, and gossip can distract people in the workplace. With so many ways for workers to waste time, it's important for employers to find ways to drum up productivity.

But how can this be accomplished without being comdescending or...you know...lame?

Turns out, there are many ways.