There are several ways to recruit top talent within any organization from utilizing social media sites, online job boards, and the good old employee referral bonus program. Employee referral programs are great programs to attract new talent and retain existing talent, if used properly. It is easy to refer friends, family, acquaintances, or business associates to an outstanding organization with a great reputation and total rewards package, because they are essentially the complete package.
It is not always easy to sell an organization to a friend, family member, or business associate no matter the organization. In my opinion, those organizations that have high rates of employee referrals with little to no turnover are doing something right. For me an organization would need to believe in promoting from within as well as providing and promoting opportunities for training and development in order to be the type of organization that I would refer people to. I myself would never refer someone to a ‘dead end’ position that offered no growth or incentives.
Organizations have to be diverse in their ability to recruit new talent especially in an ever-changing environment. The first step in being able to find the right fit for a position starts with the job description. This sets the foundation for the skills and qualification that are going to be a match. Making changes to a job description can change a position from entry level; education qualified, or experienced professional giving the organization the ability to generate a candidate pool that meets their needs.
One organization that I believe does a good job of recruiting top talent is the Piedmont Healthcare Corporation. I am currently employed by this organization therefore I have first hand knowledge of their recruitment strategies. The Recruitment department at Piedmont Healthcare uses a combination of social media websites, the organizations job board (internally and externally), outside job boards (such as indeed or simply hired), specialized websites (for hard to fill positions), and employee referrals to find and recruit talent. Each of these methods caters to a different type of job seeker and by using so many different avenues they are able to reach each one.
Happy Blogging,
Evette
Sunday, July 10, 2011
Sunday, June 12, 2011
MHRM 6100.Week 6
According to Chaneski there are four stages that teams go through; the forming, storming, norming, and performing stages (Chaneski, 2009). As teams are formed there is an introduction and a period of simply getting acquainted and becoming familiar. Once the team has progressed beyond this point they may or may not reach the point of storming, where team members begin to disagree and some conflicts may or may not arise. Even though the storming stage is not a particularly comfortable stage it is often times necessary for teams to learn and grown how to deal with, resolve, and manage conflict. The norming stage allows for an even flow in the team environment where team members share information and begin to have friendly debates and sometimes disagreements. The last stage that teams go through is the performing stage which Chaneski explains as the final stage in which teams function and operate in a highly effective manner (Chaneski, 2009). At this stage, team members have learned to depend on the skill and experience of their teammates (Chaneski, 2009).
I believe that at this point my team has experienced tremendous growth and development. I will be brave and say that we have reached the ‘performing’ stage as outlined by Chaneski (Chaneski, 2009). Group members have begun sharing their real world experiences along with their educational experiences to make for lively and informative discussions. I have learned a great deal of information from all of my team members by sharing information, responding to discussions, and creating a continuous and ongoing dialogue. Chaneski goes on to say that teams at this stage area making decisions as a collective and cohesive unit and all team members understand that at this point they are equally responsible for the success or failure of the team (Chaneski, 2009).
I am looking forward to continued growth and commitment from all of my team members. Until next time, Happy Blogging!! -Evette
I believe that at this point my team has experienced tremendous growth and development. I will be brave and say that we have reached the ‘performing’ stage as outlined by Chaneski (Chaneski, 2009). Group members have begun sharing their real world experiences along with their educational experiences to make for lively and informative discussions. I have learned a great deal of information from all of my team members by sharing information, responding to discussions, and creating a continuous and ongoing dialogue. Chaneski goes on to say that teams at this stage area making decisions as a collective and cohesive unit and all team members understand that at this point they are equally responsible for the success or failure of the team (Chaneski, 2009).
I am looking forward to continued growth and commitment from all of my team members. Until next time, Happy Blogging!! -Evette
Sunday, June 5, 2011
MHRM 6100.Week 5
Working in a virtual environment is sometimes challenging because it lacks face to face interactions. However, the convenience factor is irreplaceable in my opinion so I continue to sacrifice the people factor for what I consider to be the greater good. In dealing with my classmates up to this point I prefer communicating via online written discussion boards. I find it interesting to see and read what my peers have to say about each assigned topic. Although we are all reading the same material we all take something different away from the experience based on our own individual circumstances.
If given the opportunity I think I would enjoy communicating with my classmates and peers via Skype, because it would all us to have a virtual real-time interaction with one another. Being able to see body language, facial expressions, and all around reactions to some of the discussions and debates that we engage in would be interesting. Often times the way that we word things in a written discussion has the ability to remove the sting, but in real-time situations the sting is unavoidable. It is situations such as these that would lead us to the ‘storming’ stage as described by Chaneski.
What appeals to me about Chaneski’s description of the ‘norming’ stage is his use of the term ‘buy-in’ (Chaneski, 2009). Chaneski goes a step further in saying, although disagreement is allowed (and even encouraged at times), it is controlled in a way that will lead to better team decisions rather than frustrating standoffs (Chaneski, 2009). In my opinion, this week my virtual team members and I did have some slight disagreements. We all displayed a difference of opinion in our assigned discussion which was to be expected considering the topic was compensation.
Even with these slight disagreements it the discussion never got out of control and we were all able to discuss and share our reasoning, thoughts, and perspectives, in a friendly and professional manner. With that I have to say Kudos to our team for another job well done!
Happy Blogging… Evette
If given the opportunity I think I would enjoy communicating with my classmates and peers via Skype, because it would all us to have a virtual real-time interaction with one another. Being able to see body language, facial expressions, and all around reactions to some of the discussions and debates that we engage in would be interesting. Often times the way that we word things in a written discussion has the ability to remove the sting, but in real-time situations the sting is unavoidable. It is situations such as these that would lead us to the ‘storming’ stage as described by Chaneski.
What appeals to me about Chaneski’s description of the ‘norming’ stage is his use of the term ‘buy-in’ (Chaneski, 2009). Chaneski goes a step further in saying, although disagreement is allowed (and even encouraged at times), it is controlled in a way that will lead to better team decisions rather than frustrating standoffs (Chaneski, 2009). In my opinion, this week my virtual team members and I did have some slight disagreements. We all displayed a difference of opinion in our assigned discussion which was to be expected considering the topic was compensation.
Even with these slight disagreements it the discussion never got out of control and we were all able to discuss and share our reasoning, thoughts, and perspectives, in a friendly and professional manner. With that I have to say Kudos to our team for another job well done!
Happy Blogging… Evette
Sunday, May 29, 2011
MHRM 6100.Week 4
The use of social networking and mobile technology is enhancing the way that we ordinarily do things. Thus far in my Walden University journey I have utilized a limited amount of social networking and no mobile technology. I have connected with a few classmates on LinkedIn with the hopes of being able to continue to network with my peers.
The use of the weekly discussions allows the entire class to collectively share our thoughts and opinions. I find it fascinating to see the different perspectives that everyone takes away from each assignment. In the future I hope to be able to make additional connections with my classmates and peers. I am eager to learn new about new technologies and best practices within the field of human resources as it directly relates to social networking and mobile technology.
Finally, I think that my team has arrived at the ‘norming’ stage as described by Chaneski. Chaneski states that in the norming stage there is a willingness to accept responsibility and buy-in on team decisions (Chaneski 2009). Although my team has not had to make group decisions we are all working towards a common goal of successfully completing not only this course, but the entire program resulting in earning our Masters degrees. We have all become more comfortable with our environment and assignments, the expectations are clear and respond in a courteous, professional manner that enhances the learning experience for us all.
Happy Blogging… Evette
The use of the weekly discussions allows the entire class to collectively share our thoughts and opinions. I find it fascinating to see the different perspectives that everyone takes away from each assignment. In the future I hope to be able to make additional connections with my classmates and peers. I am eager to learn new about new technologies and best practices within the field of human resources as it directly relates to social networking and mobile technology.
Finally, I think that my team has arrived at the ‘norming’ stage as described by Chaneski. Chaneski states that in the norming stage there is a willingness to accept responsibility and buy-in on team decisions (Chaneski 2009). Although my team has not had to make group decisions we are all working towards a common goal of successfully completing not only this course, but the entire program resulting in earning our Masters degrees. We have all become more comfortable with our environment and assignments, the expectations are clear and respond in a courteous, professional manner that enhances the learning experience for us all.
Happy Blogging… Evette
Sunday, May 22, 2011
MHRM 6100.Week 3
There is a certain sense of accomplishment that comes with the completion of each week, as I approach the half way mark I find myself and my virtual team to be in the same place as week one, the forming stage as described by Chaneski. In my opinion, we are all still working towards getting to know each other as well as learn and understand not only the course and program, but also each other.
Anderson describes the ‘forming’ stage of the Tuckman Model as being “Polite, Guarded and Business-Like (Anderson).” At this point in the course I feel as though I am epitomizing these three traits or characteristics as well as my class/teammates. It is my hope that as we progress further in the course we will skip the storming phase and move right along to the norming stage. Unfortunately, that is not likely to happen and although people often times avoid conflicts and disappointments these things are necessary in order to grow both personally and professionally.
In order for my virtual team to reach the storming stage, I believe that we would have to be placed in an organized team project that requires each member to participate on a high level and be graded accordingly. In a situation such as this one every team member is expected to pull his or her own weight and sustain the success of the team. An individual falling behind could and would affect the overall performance of the team; this is when confrontation and conflict would arise.
Hopefully we will continue to get to know each other, learn, and progress in our course without having to deal with high levels of conflict and stress. Happy blogging, until next time… Evette
Anderson describes the ‘forming’ stage of the Tuckman Model as being “Polite, Guarded and Business-Like (Anderson).” At this point in the course I feel as though I am epitomizing these three traits or characteristics as well as my class/teammates. It is my hope that as we progress further in the course we will skip the storming phase and move right along to the norming stage. Unfortunately, that is not likely to happen and although people often times avoid conflicts and disappointments these things are necessary in order to grow both personally and professionally.
In order for my virtual team to reach the storming stage, I believe that we would have to be placed in an organized team project that requires each member to participate on a high level and be graded accordingly. In a situation such as this one every team member is expected to pull his or her own weight and sustain the success of the team. An individual falling behind could and would affect the overall performance of the team; this is when confrontation and conflict would arise.
Hopefully we will continue to get to know each other, learn, and progress in our course without having to deal with high levels of conflict and stress. Happy blogging, until next time… Evette
Sunday, May 15, 2011
MHRM 6100.Week 2
First let me start this week’s post by saying that; I love social media and social networking!! I use several different mobile technology tools as well as social media tools. I find them all to be extremely effective in both my personal and professional life.
Professionally in my current role as a Healthcare Recruiter, I utilize Facebook, Twitter, and LinkedIn. Each of these sites affords me the opportunity to share information, network, and generate activity for any open positions that I have; as well as find potential talent. The key to any social media site is to stay active, this is how you generate followers, establish new connections, and grow your professional network. Additionally I utilize email, BBM (blackberry messenger), SMS and MMS messages to communicate with internal customer via my work issued blackberry. These features allow me to stay connected with important stakeholders while being able to attend various recruitment functions and HR meetings.
Personally I use Facebook, Twitter, and Skype to communicate with family and friends both here within the US and abroad. Facebook has been instrumental in allowing me to reconnect with friends that I have lost touch with over the years, and stay connected to those friends that I do not see on a regular basis. With Google Talk I am able to instant message several friends that are connections via my Gmail email account just to chat. During the day I find it easier to communicate with family and friends via SMS or MMS messages due to the nature of my career. Often times I find myself unable to pull away from scheduling interviews or making an offer. This is when mobile technology really helps me stay connected while effectively managing my workload.
I believe that all of the resources mentioned above will serve me well as I continue on my HR journey. Social media sites will allow me to connect with my peers collaboratively in a more relaxed environment. I have done some work with wiki and have begun blogging for courses that I have taken at Walden University, moving forward I expect to do and learn more about these varying mobile technology and social media tools. Learning to successfully navigate these tools will serve me well in my Walden journey, by teaching me new and innovative ways to complete old and new tasks. Being able to re-enter the workforce after obtaining my Masters degree will put me that farther ahead of my peers simply because I will be equipped with the knowledge and skill to achieve on a higher level.
Now that we have reached the end of week two I believe that my virtual learning team is still in the ‘forming’ stage as described by Chaneski in the article, The Stages Teams go Through. We are all becoming more familiar with the course and how to navigate the various tools that we use, but we have not yet, in my opinion, reaching the point of ‘storming.’ Hopefully we can skip past that part, but disagreements are often necessary for growth.
I hope that everyone enjoys using and learning more about these different tools and technologies and I look forward to connecting with you all further. Please feel free to connect with me by any of the above mentioned sites. Happy Networking, until next time… Evette
Professionally in my current role as a Healthcare Recruiter, I utilize Facebook, Twitter, and LinkedIn. Each of these sites affords me the opportunity to share information, network, and generate activity for any open positions that I have; as well as find potential talent. The key to any social media site is to stay active, this is how you generate followers, establish new connections, and grow your professional network. Additionally I utilize email, BBM (blackberry messenger), SMS and MMS messages to communicate with internal customer via my work issued blackberry. These features allow me to stay connected with important stakeholders while being able to attend various recruitment functions and HR meetings.
Personally I use Facebook, Twitter, and Skype to communicate with family and friends both here within the US and abroad. Facebook has been instrumental in allowing me to reconnect with friends that I have lost touch with over the years, and stay connected to those friends that I do not see on a regular basis. With Google Talk I am able to instant message several friends that are connections via my Gmail email account just to chat. During the day I find it easier to communicate with family and friends via SMS or MMS messages due to the nature of my career. Often times I find myself unable to pull away from scheduling interviews or making an offer. This is when mobile technology really helps me stay connected while effectively managing my workload.
I believe that all of the resources mentioned above will serve me well as I continue on my HR journey. Social media sites will allow me to connect with my peers collaboratively in a more relaxed environment. I have done some work with wiki and have begun blogging for courses that I have taken at Walden University, moving forward I expect to do and learn more about these varying mobile technology and social media tools. Learning to successfully navigate these tools will serve me well in my Walden journey, by teaching me new and innovative ways to complete old and new tasks. Being able to re-enter the workforce after obtaining my Masters degree will put me that farther ahead of my peers simply because I will be equipped with the knowledge and skill to achieve on a higher level.
Now that we have reached the end of week two I believe that my virtual learning team is still in the ‘forming’ stage as described by Chaneski in the article, The Stages Teams go Through. We are all becoming more familiar with the course and how to navigate the various tools that we use, but we have not yet, in my opinion, reaching the point of ‘storming.’ Hopefully we can skip past that part, but disagreements are often necessary for growth.
I hope that everyone enjoys using and learning more about these different tools and technologies and I look forward to connecting with you all further. Please feel free to connect with me by any of the above mentioned sites. Happy Networking, until next time… Evette
Sunday, May 8, 2011
MHRM 6100.Week 1
The Honeymoon...
My current team is in the ‘forming’ stage, also known as the ‘honeymoon period’ as described by Chaneski in the article, The Stages Teams go Through. The majority of my team consists of learners that are new to the online education community. Our first week of discussions has included an introduction and a sharing of thoughts and opinions based on a commonality between us, Human Resources and the desire to advance academically.
Chaneski, in my opinion, makes a very valid point when he states “team members begin to share their knowledge and experience while observing the behaviors…” I have found myself doing this very thing as we share information and opinions on our assignments. It is interesting to see how each person can take something different away from the same information. I look forward to continued growth and advancement as we progress through the different stages.
My current team is in the ‘forming’ stage, also known as the ‘honeymoon period’ as described by Chaneski in the article, The Stages Teams go Through. The majority of my team consists of learners that are new to the online education community. Our first week of discussions has included an introduction and a sharing of thoughts and opinions based on a commonality between us, Human Resources and the desire to advance academically.
Chaneski, in my opinion, makes a very valid point when he states “team members begin to share their knowledge and experience while observing the behaviors…” I have found myself doing this very thing as we share information and opinions on our assignments. It is interesting to see how each person can take something different away from the same information. I look forward to continued growth and advancement as we progress through the different stages.
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