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HireCentrix – A Human Resource (HR) and Recruiting Knowledge Base

Welcome to the information center of HireCentrix, where you will find everything from white papers, surveys, and various articles regarding all aspects of the employment industry. 

You will find many useful categories to help you narrow the articles to the pertinent information you need. If the categories do not provide you with enough guidance, feel free to explore the section thru the search box.Take advantage of the massive amounts of information available for your benefit.

RPO Or Not

Shanil KaderaliI’ve been agnostic over most of my career within corporate TA as to which is better (in-house TA teams vs. RPO hiring models) and would always respond: “Well, It depends.” I’d cite complexity of positions, volume, readiness for change, cost, etc.  In most cases also, that’s the right answer. Now, I’m working in RPO, I still answer the same way.

The final decision on engaging a RPO model should be based on a well-articulated business case that outlines the business impact, costs, risks, challenges and expected outcomes which will give a TA/HR


Eroding Ethics of Executive Search.

William Guy cornerstone ethics Management consulting at the top-management and Board levels often entails leadership assessment of inside and outside candidates by retained executive search firms. Although colloquially called "headhunters," this term is used also to describe contingency placement firms, which typically recruit and refer candidates at middle and lower management levels, and use very little assessment, if any. Conversely, retained executive search firms use relatively sophisticated tools and techniques to assess/evaluate internal and external leaders at the upper levels of management.


The Decline of Ethics in Executive Search

“To put the problem in the simplest terms, the interests of the client continue to be sidelined in the way the firm operates and thinks about making money.”
Greg Smith, former Executive Director at Goldman Sachs, in a March 14 Op Ed in the New York Times

Greg Smith, a former Executive Director at Goldman Sachs, recently wrote a scathing piece in the New York Times that decried what he sees as an ethical decline at the venerable investment bank. The article made waves, but it’s unlikely many readers were surprised by his allegations.


Making bereavement leave human

kimberlyroden.jpgGrab your company’s Employee Handbook and take a look at the Bereavement Leave policy.  Go ahead, I’ll wait.

It probably starts out by stating how the organization feels it’s important to recognize the need for employees to take time off in the event of the death of a family member.  So far so good, right?


Brains, Brawn and Bravado; Incentives to Hire the “Experienced”

On the occasion of Mark Zuckerberg’s 30th birthday, I am yet again painfully reminded about the dilemma faced by experienced professionals in today’s job market.  As plaudits and posts pile up to celebrate and commemorate the birthday of Facebook’s founder, highly talented professionals of every discipline and field go ignored by the nation’s employers because they are considered dead or dying. 


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HCX Facts

Healthcare Costs grew a cumulative 138% between 1999 and 2010 and outpacing cumulative wage growth of 42% over the same period. Average employer costs for health insurance per employee hour rose from $1.60 to $3.35 during the 1999 to 2010 period. This almost 110% increase in average costs per hour was  much larger than the 39% increase in average employer payroll costs per hour for these workers  KFF


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