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About TalentAlign OD KnowledgeBase
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Strategic Change
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- OKR: A Framework for Successful Digitalization and Change
- The CHRO and the OKR Framework
- Scaling to Success: How the OKR Framework Drives Hyper-Growth
- Why the OKR Framework Should be on Every Investor's Radar!
- A Safe Bet: Why Investors Should Consider Companies that Use the OKR Framework
- Beat the Odds: Don’t Just Survive, use the OKR Framework to Thrive in a Recession!
- Surviving the Storm: How the OKR Framework Helps Your Business Thrive in a Recession!
- Unblocking Success: How the OKR Framework Drives Major Organizational Change!
- Driving Results: Unleash the Power of the OKR Framework for Organizational Performance
- The Five +1 “Superpowers” of the OKR Framework
- Successful Change Execution with the OKR Framework
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Strategy Execution
- Execution Excellence – the sinister 70%!
- Why the OKR Framework Should be on Every Investor's Radar!
- A Safe Bet: Why Investors Should Consider Companies that Use the OKR Framework
- Beat the Odds: Don’t Just Survive, use the OKR Framework to Thrive in a Recession!
- Surviving the Storm: How the OKR Framework Helps Your Business Thrive in a Recession!
- Unblocking Success: How the OKR Framework Drives Major Organizational Change!
- From Strategy to Execution – a Simple Route Map
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Work-from-Anywhere
- Articles coming soon
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Human Resource Management
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- Why Roles are More Important than Jobs in Agile/Lean Workplaces
- Competency Management - Competency Matrix
- IT Competency Framework and IT Skills Matrix
- Competency Management - Use Competencies to Manage Better
- Competency Management - What are Competencies?
- Competency Management - Build Competencies to Improve Performance
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- Articles coming soon
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- Talent Management – 8 Steps to Maximise Investment with Talent Management
- What is Human Capital Management?
- Human Capital Management - Our Dysfunctional Workplace
- Human Capital Management - IT Human Capital Management
- Human Capital Management - New Generation IT Talent Management
- Human Capital Management - The Paper Trail of Strategic Human Capital Management
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FAQs
- Articles coming soon
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Human Process
- Articles coming soon
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Techno-Structural
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- Why Roles are More Important than Jobs in Agile/Lean Workplaces
- IT Job Descriptions – Why IT Role (Job) Descriptions?
- Information Technology Job Descriptions
- IT Job Descriptions - The “Role” of the “Job Description”
- IT Job Descriptions - Their Role and Purpose
- IT Job Descriptions - What’s in a Name?
IT Staff Selection – Searching and Selecting IT Talent
The process involved in IT Staff Selection is probably one of the most time-consuming activities for HR Consultants in an IT environment. Between the calculated risk of making an appointment and what you have to weed out, hiring is the most dreaded and difficult activity performed by any HR Consultant because failure to hire correctly is statistically NOT in your favour.
How can we improve this?
How can we have more confidence in our hiring decisions, and how can we make better hiring decisions – better in terms of both cost and productivity?
To achieve this we need to look at our IT Staff Selection processes AND the tools that we use to improve these processes. Today there are a number of “computer applications” available to improve the staff recruitment and selection processes.
But if the information used to “drive” the application is not good, the results are not going to be any better – the old adage GIGO (garbage in – garbage out) applies just as much today as it did 50 years ago for computer applications. You need the very best of information for the automated recruitment and selection processes to be effective.
But there are also other considerations when it comes to selecting the actual application. Many of these applications are “stand alone”, meaning that they don’t easily interface with other applications used, or more importantly COULD be used by the organisation for effective Human Capital Management.
The Goal
The goal of every organisation today, whether they know and understand it at this stage or not, is optimised Human Capital Management. That is, optimizing the Return on Investment in the skills, competencies, attitudes and experience that reside within the organization.
So, think carefully before making these decisions as changes in the future are inevitably more expensive than making the right decision up front.
If you need assistance with selecting your HCMS, give us a call
By Gail Sturgess – TalentAlign
June 2010