A Talent Acquisition Technology Conference will be held in November at Austin, Texas. This will discuss major talent recruitment and employee engagement trends and tactics. A Candidate Engagement Track is also jointly being developed. As part of this best employee engagement practices of the most successful companies will be chronicled. Accenture plans to do the same using Gamification. Fidelity Investments does videos to attract bets of talent. Republic Services focuses on retaining a diverse talent pool, while VICE Media has a custom- designed onboarding strategy, realizing that this is the most important stage for engagement with employee. Fiserv does social engagements and EZ Rent-a-Car has integrated all technology suites. Advantage Solutions uses social media extensive to conduct its own digital marketing to project a favourable employer brand.

source:http://www.recruitingtrends.com/REC/view/story.jhtml?id=534361258

Company culture has for long been considered a ‘soft’ field for bankers to discuss about, but increasingly is gaining spotlight. This has been the trend ever since the financial crisis laid bare a lack of trust factor with the banking sector. Such people do not believe in the core values of the company and this will reflect on the eventual financials. A bank employee who simply does not fit into the company culture needs to either be asked to leave or be trained accordingly. Such employees have been categorized as ‘neon’. Corporate training provided to such neon people can help alleviate employee turnover. Persisting with such misfits reflects badly on the organization as a whole. Such problems may not initially show up, but becomes increasingly apparent as the organization grows.

source:http://www.forbes.com/sites/franksorrentino/2016/10/14/why-action-is-needed-when-employees-arent-a-culture-fit/#3d4bb71c51fa

There are several organizations that are really good at what they do but not all of them can combine this with a similar people development track record. There are some exceptions such as Next Jump, Bridgwater and Decurion. Next Jump in particular has this principle of “Better You plus Better Me leads to Better Us”. This principle roundly acknowledges that timely and fruitful corporate training can help enhance the existing skill sets of employees who must all strive together for organizational excellence. Such forms can be termed under the umbrella of DDO – Deliberately Developmental Organization. These organizations are best placed to fight off business disruptions in the present environment which can broadly be classified as VUCA- Volatile, Uncertain, Complex and Ambiguous.

source:https://hbr.org/2016/10/the-key-to-adaptable-companies-is-relentlessly-developing-people?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=15634201&spUserID=OTY0OTMwNTk5NwS2&spJobID=880939321&spReportId=ODgwOTM5MzIxS0

On joining a company new, employees are first thing handed a handbook to read, yet few actually do so. That is because most of these handbooks are written by the HR department, are full of mundane instructions and not an interesting read. Instead, company handbooks must contain hints about the organization culture and how best to fit into that. Some companies are exceptions to this general tendency. Valve for example wants an organization where communication is open across departments. For this, the handbook contains images on how best to communicate with colleagues. IDEO talks about optimism as one of its guiding missions. Its handbook talks of teamwork. Appelo meanwhile has collected recommendations from employees and drafted a five step process highlighting nothing but company culture. Zappos and Netflix are two more organizations chasing the development of business innovations that actually work. Netflix has even made public its employee handbook on Slide-Share.

source:https://www.fastcompany.com/3064523/the-future-of-work/how-to-create-a-handbook-employees-actually-read

More than racial or gender discrimination, it is ageism that is creating hiring problems in several companies especially in the IT industry. It is wrongly thought that creativity is best attained in the 20s of one’s life whereas research clearly proves otherwise. Woody Allen remains one of the world’s top screen writers and movie makers even though he is in his 80s. Similarly, Steve Jobs, Victor Korchnoi, Ray Kroc, Bill Gates and Michelangelo are just a few of the greats who have attained or continue to get success in later years. This is one of the primary reasons that tech giants such as Facebook, Amazon and Microsoft underperform at talent recruitment as they miss out on experienced personnel. Such attitude needs to be weeded out as age discrimination is pointless as well as illegal.

source:http://innovationexcellence.com/blog/2016/10/01/how-facebook-amazon-and-microsoft-miss-creative-talent/

There are times when organizations lose patience with the performances or personalities of certain employees to the extent that they even consider the option of sacking. Each time such thoughts arise, companies must instead consider that things could be much worse as several incidents have been reported. At an Apple store in Australia, four male staff members have been fired following them stealing photos of customers and then even shared those with some ring. At a company in China, a male boss has made a rule that all female staff are to kiss him first thing in the working day. A media executive has filed a lawsuit against Yahoo CEO claiming he was sacked because of his gender. A T-Mobile employee in Texas stole mobile phones with a combined price tag of around US$ seven thousand. In New Mexico, an employee embezzled funds and assets worth over US$ 29,000. After reading all this it becomes clear, that the non –performing or irritating employee isn’t that bad after all and a bit of corporate training or personal mentorship can clear the problems.

source:http://www.humanresourcesonline.net/this-weeks-most-terrible-employees/

Talent recruitment and further management of the millennial generation has become a massive challenge for organizations in general. There are some ways that have been identified which will help ease this challenge. First of all, the millennials need to be communicated the values the organization believes in and what it stands for. Frequent webinars and training sessions need to be put in place to fortify the corporate strategy beyond the balance sheet alone. Millennials also prefer to be engaged with the local communities by doing good so such opportunities need to be provided. Associations with non – profit organizations can be one such solution. Flexible schedules and working patterns are preferred by this generation. Millennials want constant feedback and not just the periodic reviews. So the feedback loop must be activated as this gives the younger people the belief that the organization values their work.

source:http://fortune.com/2016/10/13/millennials-hiring-talent-acquisition/