Seth puts it right on.  There is more noise out there than ever and you need a system to help you hire effectively.

With a system free-ing your inbox you can focus on results over admin.

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Often we hear HR Professionals talk about the “future” of HR being social networking and twitter.

I think that the future of HR expands borders far beyond social media.  Most of all, the future of HR will be defined by how long an HR professional has in terms of time to perform pro-active actions.  If they are sifting through resumes manually and using  a system that doesnt serve them, there will be no innovation. If HR is playing phone tag with external recruiters they will become ineffective.

HR professionals need to free themselves from time compression to:

• Pro-actively converse with employees
• Transform workplace environments
• Sculpt out career plan paths for employees
• Expand  networks and interview/build a talent silo regardless of whether the company is hiring
• Help employees meet the companies strategic objectives
• Be a point of contact for help rather reaction
• Transcend the boundaries of marketing and HR
• Learn to sell their company to potential employees.

This could transform the often low image of HR into a supportive, pro-active machine that is an absolute necessary function for any company.

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A recent startup worth checking out is TribeHQ.  The site enables people to connect with others in their profession, perfect for these testing economic times.  Your Tribe is your support network.  There you can learn, network and interact with others of a similar mindset to you. TribeHQ brings like minded people together accross the globe.  Sign-up now, its 100% free

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Things will pick-up and the market will turn back to a Bull.  Where will you be?  How will you be driving your team to succeed?  How will you be finding new clients and candidates.  We have all heard of the story of the company that needs to hire yesterday and are still looking today.  These types of companies ended up spending ridiculous amounts of money on 3rd party recruitment.  The following is a good start in being pro-active in preparing for a bullish market:

• Who in your company knows great candidates?
• Do you have any friends/aquaintances that know of someone great?
• Who has applied in the past who was great and may be looking now?
• what is your presence on Twitter like?
• Do you have a facebook group?
• Are you on Linkedin?
• Have you checked out TribeHQ?
• What strategy will you use to attract candidates?

Start acting now to build up your candidate silo, tag skills against candidates so when the times comes, it is easy to build your great team

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You’ve heard this story before: The one about a small-medium business that is trying to grow.

Its not that they are over arching, everyone knows that hiring is important.  Heck, hiring will make or break their company.  But like so many companies before them, hiring is left to the last minute in a rushed, hurried and dis-organised mess.

CV’s are passed around, people are reminded by phone to interview candidates.  Employees become distracted with “real work”.  Everyones plate if full.  Hiring becomes a non-priority.  

A few weeks, months pass.  No hire.

This doesnt have to be the way.  Our research when creating Hirewall after surveying dozens of small to medium enterprises concluded:

• Companies need a system to hire
• All employees need to be on the same page of thought when hiring
• The best candidates are lost because companies did not act quick enough
• Most hires are referral based, few come from job board adverts or 3rd party recruiters.
• Companies recognise the luck of the draw. Sometimes great candidates just turn up!

Hirewall helps SME’s to break down hiring tasks into managble chunks and distribute them through out your team.  Stay on the same page when hiring and learn to ACT when that great candidate shows up.

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