Imagine this scenario: You work in HR and are interested in learning how data analytics can be used to improve your hiring process.

So, you turn to the wealth of information available online. You devote several hours to reading articles, watching explanatory videos, and even listening to a podcast that explains data-driven recruitment.

And then, a few weeks later, you sit down with your team to discuss how you can improve your hiring strategy. It’s time to dazzle your colleagues with your newfound knowledge of HR analytics. But wait! What were all those metrics you read about? And how are they tracked and calculated? And where, exactly, does the data come from? Sadly, you realize that most of what you read and watched and listened to didn’t really stick.

Soft skills aren’t soft anymore.

Since 2019, HR thinkers have been rebranding “soft skills”—human-centric skills, such as communication, teamwork, and leadership—as “power skills.” Why the change?

The term “soft skills” was coined by the U.S. Army in the late 1960s. The Army applied the term to important skills that do not require the use of machinery; by contrast, skills that do involve machinery have since that time been known as “hard skills.” But that basic distinction is now giving way to a more nuanced view.

Until COVID-19 came along, there was a widespread perception that working remotely meant that employees would be less productive.

However, research in the past couple of years has shown that workers are actually more productive, overall, when they are working remotely. But that increase in productivity can come with an increase in stress, hours worked, and—if not managed properly—burnout.

Today’s tight job market has had a positive effect on workers’ pay: according to the U.S. Bureau of Labor Statistics, average wages increased by 4.2% in 2021 and by 5.1% in 2022. Now, more than ever, people are aware of what their skills and time are worth, and they are not afraid to ask for what they consider to be fair compensation. If they feel disrespected or unappreciated in their current workplace due to salary differences, they will likely go elsewhere. That’s why it is so important for companies to be aware of the salary ranges and benefits offered by competitors and other businesses, to ensure external equity in the workplace.

Is there a particular season or climate that’s best for learning?

In a recent meeting with colleagues, we stumbled into a discussion about the relationship between winter weather and productivity. Someone suggested that a degree from a college in Maine might be worth more than one from a place like Hawaii or Florida; the implication was that harsh, cold winters are conducive to staying indoors for long hours of focused, sustained studying.

Communities come together every day in the context of the workplace, forming a culture that is continually created, revised, and implemented by its composite members.

When contemplating the creation of an inclusive work culture, I often think of feminist author and social activist bell hooks. “Beloved community is formed not by the eradication of difference,” hooks writes, “but by its affirmation, by each of us claiming the identities and cultural legacies that shape who we are and how we live in the world.”

Daily headlines are filled with companies dealing with crisis. Is your company prepared? Unlike Fortune 500 firms, smaller companies are often unprepared and usually do not have a crisis plan in place. They believe it will never happen to them. But what if it does?

To understand software development, you have to understand how the language of software is used by a computer. While it is very easy to gloss over the following distinctions as all being part of "coding," the reality is the distinctions among a compiled program, a script, and a Java app manifest themselves constantly in any organization building or modifying of applications.

Finding, choosing, and keeping the best talent available pays dividends in both the short and long term for an organization. A robust recruitment and selection process, intelligently administered, will invite the best and brightest into the company.

Building an organization's team is done through the hiring process. But before the hiring process, the organization needs to analyze the job they are hiring for.

The first step toward making a change or improvement is to set a goal—a target that defines the outcome and provides direction. While setting goals is relatively easy, actually achieving them can be a challenge. Many of us have come across an old list of goals or resolutions—made with the best of intentions—only to find that none of them were ever accomplished.