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60+ Ways to Improve Your HR Career

  Stuck in an HR rut? We know what it’s like to want to enhance your career and not know how to. That’s why we’ve put together this amazing list of ...
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How To Convince Your Employees Change is Good

This article, written in November 2015, has been updated to reflected updated information as of January 2017. For more articles on leadership and talent management, take a look at these: Transforming Your Talent Process: 7 Must Have Downloads Better Innovation Starts with Core Competencies in Talent Management Are Your Employees Ready to be a Manager?
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Is Your Succession Planning Program About to Go Up In Flames?

Owning or being an important part of business is about the little things. At first, the big decisions will take up most of your time: what is our business going to be? How will we lead our employees going forward? However, what separates good leaders from bad is how they deal with the decisions employees may not know they make, like their succession planning program. It may not define your vision as a business, but it will define how your business is run. Unfortunately, because these decisions often go unnoticed, it’s hard to know if you’re making them correctly. Luckily, we’ve put together some go-to signals that should act as red flags indicating your plan isn’t what it needs to be.
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Going from a “Good” to a “Best” Place to Work

Lists of the best places to work for are a dime-a-dozen, and usually, you’ll see the same places mentioned time and time again: Google. Big-budget finance companies, industry giants. Usually, these are the companies that can afford to shell out big when it comes to benefits, like free laundry services and college tuition reimbursement. What makes “good places to work” seem to be the monetary value of their perks. Is there anything smaller companies can do to their talent management to be attractive to candidates?
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Why the Pay-for-Performance Compensation Strategy Fails

When a market leader implements a model, others follow. After seeing how pay-for-performance has worked out at Apple, for example, other companies may want to follow suit. Pay-for-performance in particular is a tempting model because it promises maximum pay for minimum investment. You’d pay for good work, and not pay for bad work.
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Treat Your Candidates Like Customers for a Better Candidate Experience

Job seekers essentially “shop” around for the right job. They look through job ad after job ad to find the position that sounds just right. Candidates are the customers of your recruitment department; recruiters have to fundamentally sell the role to acquire their desired talent pool… their target market. In order to build a better candidate experience, think about the candidates as customers. Look for yourself at some stats that indicate how important calculated recruitment efforts are.
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