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Why Business Managers Should Embrace People Analytics In 2020
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Why Business Managers Should Embrace People Analytics In 2020

When you think of people analytics you may think it’s only an HR tool or that you don’t need a tool to tell you about your people. You work with them every day. As their manager, you already know them. Well, that may be true, but how do you really know? Is it just a gut feeling or do you have hard evidence? It’s not always easy to touch everyone, especially in today’s distributed work and project environments. And though a digital touch is better than nothing, a digital touch generally does not invoke the same interaction as grabbing a cup of coffee together, especially if that digital interaction is not visual. Let’s face it, it’s harder to pick up trends of tardiness, poor productivity, missed assignments, or missing the right skills. Or even to recall interests and training needs, or to match people to new opportunities. While you may know your people, without data, you are missing key insights that could make your workforce..

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Moving beyond keywords: Top myths of matching key word searches from resumes to job descriptions
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Moving beyond keywords: Top myths of matching key word searches from resumes to job descriptions

For many job seekers, recruiters and hiring managers, matching keywords is the name of the game, resulting in resumes and CVs that are stuffed with keywords that often don’t match the actual requirements or aptitude to be successful in any given job role or position. While scanning for keywords is often a good initial path towards finding the right job opportunities and candidates, it’s only the first step. Too many times, however, keyword matching is ALL that is done to determine fit, resulting in poor matches, frustrated hiring managers and quick turnover.   Why isn’t it enough to just match keywords? Keywords alone don’t show the full picture – Listing a series of keywords in either a resume/CV or in a job description really only provides the most basic view of a resource’s actual experience, skills, capabilities and aptitude. Employers don’t want people with just skills, they want people with the right skills that can be immediately integrated into teams and producing results. Keywords alone..

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Founder David Ingram featured in American Inno for solving the gap in technology recruiting, skills tracking, and talent management
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Founder David Ingram featured in American Inno for solving the gap in technology recruiting, skills tracking, and talent management

Capital TechSearch founder, David Ingram is featured in a recent American INNO article by Megan Corsano. A Richmond-based, gap-oriented skills inventory platform is shaking up recruiting efforts within organizations through the data visualization of individual employee strengths and weaknesses.  was born out of an identified gap in the skills tracking, human resources and talent management systems that are commonly used in the workplace. The platform first began as a tool to convert job descriptions into a resulting list of skills to match employees with. It was developed by David Ingram while at Capital TechSearch. The resulting 90% or higher success rate from using the tool made the IT recruiting company quickly recognize the value a tool like their’s had. Ingram decided to create a company just based around this new tool, which is when he brought Bryan Bostic on board as CEO in 2017. Thus, Visual Workforce was born. The company has found its niche in the STEM, IT, architectural engineering, defense contracting and healthcare..

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Top 5 trends that companies are using to identify and retain top talent
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Top 5 trends that companies are using to identify and retain top talent

In a roaring economy, the fight for talented resources is fiercer than ever before. And in industries like finance, technology, marketing and healthcare, the competitive landscape means that candidates are being pursued by a diverse array of traditional recruiters, corporate recruiters and innovative start-ups. The result is a market that requires talent, patience and expertise to maneuver. Here are some of the top trends that companies are using to identify and retain talent 1. Understand the market and act with a Candidate-focused mindset first In other words, recognize that the job market currently belongs to candidates and that successful recruiting efforts will be focused around presenting opportunities in a way that goes well beyond simply matching keywords. Selling values and culture is an important part of this trend (more on that below) but it also means rethinking the way in which work is accomplished and how we communicate with prospective job seekers. In many cases, hiring managers need to make decisions more quickly than before...

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The Human Side of Digital Transformation
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The Human Side of Digital Transformation

Digital transformation in any organization is a very big change. But change must happen for any business to survive. The most recent report states boards and C-suite leaders globally are most concerned about their organizations’ ability to transform so they can compete with organizations that are “born digital.”  When organizations do embark on a digital transformation only their own expectations. Why? Because organizations fail to recognize one of the largest contributing factors to the success or failure of a digital transformation, people and their resistance to change. Why Do People Resist Digital Transformation The first thought many people have when facing a transformation is uncertainty. They know nothing about this new technology or how to use it. It makes them feel incompetent, that their skills are obsolete and so they resist. New technology ushers in a new way of doing business. People often lay claim to an area of the business for which they were hired as “experts.” For many, they also tie expertise to..

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