How to Get a Bigger Hiring Budget
4.2.2014 • Recruiter.com

According to this article, 74 percent of HR professionals believe organizations should be more innovative in the hiring process, but HR faces financial barriers making it harder to engage potential candidates. This article makes the argument of asking the CEO for money, but having strategic reasoning behind the need for more funds. While it’s important to make intelligent arguments and to appeal to CEOs emotionally, it’s important to show potential ROI.

Since the Recession, HR departments have taken a hit financially as organizations try to save money and maximize profits. However, hiring is an important process because the quality of an important hire can make or break a company in the long run. Hiring is expensive, so it’s costly to be continuously hiring. It can also have a domino effect, because it limits the productivity of top performers if they have to take on more work due to talent shortages. While resources may be limited at times, it’s important to look at alternatives and be bold. Don’t be shy to ask for more if it’s to enhance the organization.

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Eight Things a Resume Won’t Tell You
4.1.2014 • forbes.com

This article explains the weaknesses in traditional resumes. While resumes are used to get to the interview, it’s difficult to differentiate who is worthy of going on to the next step by only assessing a resume. Sometimes a star performer and a slacker have similar resumes, especially if they have similar job titles, so it’s best to be aware of the weaknesses when considering candidates for an interview. This article points out questions hiring managers should consider when looking at resumes.

Schingle adds science to the art of hiring to extract all critical aspects from the resume so recruiters and hiring managers can focus on the art of hiring.

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Five Ways the Web Has Changed Recruiting, and How to Keep Up
3.31.2014 • Recruiter.com

The Internet is really beginning to change the HR industry. This article looks at five trends in recruiting that stemmed from advancements in technology. It mentions topics such as applicant tracking systems (ATS), mobile recruiting and social media, as well as how to keep up with these changes.

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Eight Signs You’re About to Lose Your Top Candidate
3.27.2014 • RecruitLoop.com

This article summarizes eight warning signs that the candidate isn’t into the job. It mentions different scenarios such as counter offers, candidate resignations, candidates looking at other opportunities, lack of follow up, etc. It also gives advice on how to best handle these types of situations and whether or not to continue pursuing the candidate.

In today’s job market having top talent is vital in the success of any organization. Making the right hire is critical, but the first step is attracting the candidate. However, if the candidate doesn’t pan out, it’s important to know when to move on and search for other talent out there.

Schingle looks forward to offering the Schingle Short-list that combines a Gallup Talent Assessment to identify the best combination of skills and talents that match with the specific organizational needs.  If you’re about to lose a top candidate, that is probably a sign of self-selection that the match might not be as good for the candidate as for the company.

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Hire for Bench Strength of Brace for Failure
3.25.2014 • ere.net

The article discusses the importance of having depth within your organization. While it’s great to have a top performer, the people surrounding the top performer are just as important. This article discusses four questions to ask when hiring and the importance of being futuristic when making hiring decisions.

Similar to star athletes needing complementary players around them to be at their best, top performers need effective employees to be at their best. When top performers leave it’s important that the others around the former employee soaked in his knowledge and continue the productivity.

The Schingle Workforce Optimization product provides visualization tools to understand to skills and experience within your organization.  Once all skills and experience is understood, organizations can layer employee’s Gallup Strengthfinder talents to assemble complimentary teams and to strategically address gaps of skills for talent within the organization.

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Mobile Recruiting: Keeping Up With the Movement
3.23.2014 • thestaffingstream.com

Mobile recruiting is gaining momentum as people use their smartphones more frequently than ever before. This article explains the significance of mobile recruiting in HR and how new software enables recruiters to continuously do their job. It mentions having real-time communication and responding quickly to different stimuli, as well as the benefits of having a mobile recruiting strategy, and the author’s take on ways to make the most of this platform.

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Can People Collaborate Effectively While Working Remotely?
3.13.2014 • Recruiter.com

This article addresses the issue of working remotely and debates the dangers and benefits of limited face-to-face interaction. The article also addresses the dilemma companies face when having talent dispersed geographically, as the limited personal interaction has many organizations worrying about engagement issues down the stretch. The piece goes on to address Gallup’s employee engagement research that shows that companies with employees working less than 20 percent remotely have the highest percentage of engaged employees and the lowest percentage of actively disengaged among three other employee groups. In the end, the article mentions various solutions and how other organizations tackled the problem.

Schingle plans to engage with Gallup to learn more about the talents needed to be successful in non-traditional work settings.

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The co-founders of Omaha-based Green Schingle, LLC (Schingle) are pleased to announce that the National Science Foundation and the Nebraska Department of Economic Development have awarded them a combined $300,000 in competitive innovation grants. - See more at: http://strictlybusinessomaha.com/news/business/green-schingle-awarded-competitive-innovation-grants-omaha-nebraska/#sthash.70C3Zkai.dpuf
The co-founders of Omaha-based Green Schingle, LLC (Schingle) are pleased to announce that the National Science Foundation and the Nebraska Department of Economic Development have awarded them a combined $300,000 in competitive innovation grants. - See more at: http://strictlybusinessomaha.com/news/business/green-schingle-awarded-competitive-innovation-grants-omaha-nebraska/#sthash.70C3Zkai.dpuf
The co-founders of Omaha-based Green Schingle, LLC (Schingle) are pleased to announce that the National Science Foundation and the Nebraska Department of Economic Development have awarded them a combined $300,000 in competitive innovation grants. - See more at: http://strictlybusinessomaha.com/news/business/green-schingle-awarded-competitive-innovation-grants-omaha-nebraska/#sthash.70C3Zkai.dpuf
The co-founders of Omaha-based Green Schingle, LLC (Schingle) are pleased to announce that the National Science Foundation and the Nebraska Department of Economic Development have awarded them a combined $300,000 in competitive innovation grants. - See more at: http://strictlybusinessomaha.com/news/business/green-schingle-awarded-competitive-innovation-grants-omaha-nebraska/#sthash.70C3Zkai.dpuf
Green Schingle Awarded Competitive Innovation Grants in Omaha, Nebraska - See more at: http://strictlybusinessomaha.com/news/business/green-schingle-awarded-competitive-innovation-grants-omaha-nebraska/#sthash.70C3Zkai.dpuf