Kyle is a tech enthusiast and forward-thinking HR guy focused on keeping his audience in touch with important trends and conversations in the industry. By connecting with thought leaders and in-the-trenches professionals, he offers a fresh take on best practices in recruiting, human resources, and talent management. He studied Writing, Literature, and Publishing at Emerson College, and his work has been featured in Forbes, The New York Times, Business Insider, Information Weekly, and SHRM's We Know Next.
About Software Advice
Software Advice helps buyers find the right software for their business. Our experts constantly publish product profiles, comparisons, best practices guides and other research to this site. These experts are also available by phone to provide free consultations for software buyers.
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In the wake of low employee engagement scores, executive leadership at Marsh–a global leader in insurance broking and risk management–turned to cutting-edge social technology to create a global community where employees could tap into the collective experience, networks and resources of the firm.
Talent acquisition continues to be a top priority for companies big and small. But what recruiting channels delivered the highest bang for the buck in 2012? Take our short survey about your recruiting experience in 2012–and your plans for 2013–and help us answer these questions and more.
Tuition assistance programs (or TAPs) can close employees’ skill gaps in the near term, and strengthen your internal pipeline of leadership candidates in the long term. The challenge is to manage investments in employee education in a way that maximizes returns–both for the employer and the employee.
Based on lunch table conversations at the conference and my impressions from the briefing room to the expo floor, I’ve put together my list of some of the most innovative and useful new software products from the 2012 HR Technology Conference. I present the second annual Bee’s Knees of #HRTechConf.
Mistaking a high-performing employee for a high-potential employee can be costly. A manager who understands the difference will be more effective in retaining both. This article outlines strategies any manager can apply to identify, assess, and develop high potentials and high performers.