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E-recruiting. The contemporary way to recruit employees

An Analytical Comparison of Traditional and Digital Recruitment Practices in the Post-Pandemic Workplace

Essential guidance for navigating the modern workplace and mastering the communication styles needed to advance at each stage of your career.

Mastering the Invisible Shifts That Shape Your Career

The Five Stages of Career Growth

Routledge Studies in Innovation, Organizations and Technology

In an era where artificial intelligence is transforming industries, this book focuses on the pivotal role AI plays in talent acquisition and workforce engagement. It brings together insights from leading scholars to demonstrate how AI enhances recruitment processes, improves employee retention, and revolutionizes workforce management, ultimately reshaping the future of work.The book offers a comprehensive examination of how AI can be effectively leveraged to identify top talent, streamline hiring processes, and foster employee engagement through personalized experiences. International contributors offer both theoretical frameworks and practical applications of AI in recruitment and retention, illustrated with real-world examples, case studies, and cutting-edge research. From optimizing hiring strategies to engaging the workforce more effectively, this book provides actionable insights that bridge academic research and industry practices.Aimed at scholars and astute professionals, particularly in the fields of human resources, business management, and organizational development, this book is an essential guide for those who want to stay ahead in the rapidly evolving world of AI-driven workforce management. By understanding and implementing AI strategies, readers can enhance their organization's talent acquisition and retention capabilities, fostering a more dynamic and engaged workforce.

Enhancing Workforce Engagement

Talent Acquisition and AI

The Human Experience in Leadership and Business Transformation

Zero to Hero

Bed Bath &amp; Beyond's Mark Tritton, GE's John Flannery, Home Depot's Bob Nardelli, JCPenney's Ron Johnson, McDonalds' Steve Easterbrook, Yahoo's Carol Bartz...

The list goes on and on. How do otherwise capable senior executives and boards make such poor hiring and career decisions?

In Hire Without Ego, John B. R. Long, an expert in business strategy and leadership talent, takes you behind the scenes and into the boardroom to understand why these poor decisions happen and, more importantly, what to do to improve them.

After years seeing senior executives and boards ignore their company's actual circumstances and hire the wrong talent, Long developed a unique process to improve hiring outcomes, saving precious time and money.

Hire Without Ego introduces a new framework, The Talent Lifecycle, to improve the sometimes qualitative, star-driven, senior-level hiring process. This framework provides key insights that enable senior executives and board directors to reduce hiring missteps and, ultimately, improve their business results and professional careers. It is the quintessential guide for senior executives seeking to make better long-term hiring decisions and career choices.

The Talent Lifecycle Approach to Improving Your Hiring and Career Decisions

Hire Without Ego

How employers can compete in a challenging labor market—by hiring differently, redesigning job quality, and rethinking their government relations strategies. From two leaders in business and workforce development with a proven track record in innovative workforce strategies. Over the past ten years, the U.S. labor market has been buffeted, with demand shifting dramatically. At the same time, demographic trends mean that U.S. labor supply will steadily tighten into the coming decade: Relatively fewer native-born workers are entering the workforce; a greater percentage are choosing not to work; and an aging baby boom generation is exiting the workforce. What’s worse, this systemic tightening of the US labor market has been exacerbated by the Trump administration’s decision to dramatically constrain immigration, the primary source of recent labor market growth. Welcome to the “forever-tight” labor market. In Help Wanted, Jerry Rubin and Steven Dawson combine their 80 years of experience in management and workforce development to offer employers an “employee-focused competitive strategy.” This strategy includes a wide range of practical, well-researched tools and detailed case studies from a breadth of employers that will help readers compete for talent and retain a productive workforce. Since the underlying cause of the tightening labor supply is structural, employers—whether for-profit, nonprofit, or governmental—must respond in kind. They too must undertake structural changes in finding, hiring, and retaining workers. Now equal in importance to an organization’s customer-service strategy, an employee-focused strategy is no longer simply a competitive advantage—it is fast becoming a competitive necessity.

How employers can compete in a challenging labor market—by hiring differently, redesigning job quality, and rethinking their government relations strategies. From two leaders in business and workforce development with a proven track record in innovative workforce strategies. Over the past ten years, the U.S. labor market has been buffeted, with demand shifting dramatically. At the same time, demographic trends mean that U.S. labor supply will steadily tighten into the coming decade: Relatively fewer native-born workers are entering the workforce; a greater percentage are choosing not to work; and an aging baby boom generation is exiting the workforce. What’s worse, this systemic tightening of the US labor market has been exacerbated by the Trump administration’s decision to dramatically constrain immigration, the primary source of recent labor market growth. Welcome to the “forever-tight” labor market. In Help Wanted, Jerry Rubin and Steven Dawson combine their 80 years of experience in management and workforce development to offer employers an “employee-focused competitive strategy.” This strategy includes a wide range of practical, well-researched tools and detailed case studies from a breadth of employers that will help readers compete for talent and retain a productive workforce. Since the underlying cause of the tightening labor supply is structural, employers—whether for-profit, nonprofit, or governmental—must respond in kind. They too must undertake structural changes in finding, hiring, and retaining workers. Now equal in importance to an organization’s customer-service strategy, an employee-focused strategy is no longer simply a competitive advantage—it is fast becoming a competitive necessity.

How to Find and Keep Talent in a Forever-Tight Labor Market

Help Wanted

'Wer die Pathologien der modernen Arbeitswelt verstehen will, muss Hans Rusinek zuhören.' BARBARA BLEISCH Kaum ein Lebensbereich vereint so viele Menschen wie die Arbeit. Doch gerade dort, wo wir gut ein Drittel unseres Lebens verbringen, herrscht heute Resignation. Innere Kündigung, endlose Meetings, unfähige Chefs - statt die Zukunft zu entwerfen, bleiben wir in Hoffnungskillern stecken. Wollen wir uns damit wirklich zufriedengeben? Arbeitsforscher Hans Rusinek beantwortet in seinem neuesten Buch eine der vielleicht wichtigsten Fragen unserer Zeit: wie die Arbeitswelt zu dem Ort wird, an dem wir wieder Hoffnung schöpfen und in gemeinsames Handeln übersetzen. Mit Perspektiven aus Philosophie, Ökonomie und Psychologie zeigt dieses Buch, wie unser Job nicht länger der blinde Fleck unserer Zukunftsdebatten bleibt. Pointiert und praxisnah - das Manifest für alle, die Arbeit erneuern wollen, statt sie nur zu ertragen.'Hoffnungsvolle Arbeit [...] ist eine der wichtigsten Voraussetzungen, die Welt ein bisschen besser zu machen.' HARALD LESCH <ul><li>Die Arbeit stimmt hoffnungslos? Dieses Buch ist das Antidot dafür!</li><li>Brandaktuelles Zeitgeistthema: 50% der Arbeitenden in Deutschland sind akut demotiviert!</li><li>Praktischer Ansatz mit 6 konkret anwendbaren Strategien</li><li>Hochkarätiger Autor: Dr. Hans Rusinek vereint Expertise in Sinn- und Arbeitsforschung wie kein Zweiter </li><li>Für Leser*innen von Sara Weber oder David Greaber</li></ul>

»Wer die Pathologien der modernen Arbeitswelt verstehen will, muss Hans Rusinek zuhören.« BARBARA BLEISCH 
 Kaum ein Lebensbereich vereint so viele Menschen wie die Arbeit. Doch gerade dort, wo wir gut 
 ein Drittel unseres Lebens 
 verbringen, herrscht heute Resignation. 
 Innere Kündigung, endlose Meetings, unfähige Chefs 
 – statt die Zukunft zu entwerfen, bleiben wir in Hoffnungskillern stecken. Wollen wir uns damit wirklich zufriedengeben? 
 
 Arbeitsforscher Hans Rusinek beantwortet in seinem neuesten Buch eine der vielleicht 
 wichtigsten Fragen unserer Zeit: wie die Arbeitswelt zu dem Ort wird, an dem wir wieder Hoffnung schöpfen
 und in gemeinsames Handeln übersetzen. Mit Perspektiven aus Philosophie, Ökonomie und Psychologie zeigt dieses Buch, wie unser Job nicht länger der blinde Fleck unserer Zukunftsdebatten bleibt. Pointiert und praxisnah – 
 das Manifest für alle, die Arbeit erneuern wollen, statt sie nur zu ertragen.»Hoffnungsvolle Arbeit [...] ist eine der wichtigsten Voraussetzungen, die Welt ein bisschen besser zu machen.« HARALD LESCH <ul><li>Die Arbeit stimmt hoffnungslos? Dieses Buch ist das Antidot dafür!</li><li>Brandaktuelles Zeitgeistthema: 50% der Arbeitenden in Deutschland sind akut demotiviert!</li><li>Praktischer Ansatz mit 6 konkret anwendbaren Strategien</li><li>Hochkarätiger Autor: Dr. Hans Rusinek vereint Expertise in Sinn- und Arbeitsforschung wie kein Zweiter </li><li>Für Leser*innen von Sara Weber oder David Greaber</li></ul>

Für eine Arbeitswelt, die wieder Hoffnung macht

Reclaim Work

Bewerben hat sich verändert: Lebensläufe werden in Sekunden gescannt, Systeme filtern nach Keywords, und im Gespräch zählen klare Belege statt schöne Worte. Dieses Buch zeigt dir einen modernen Bewerbungsprozess, der funktioniert, ohne Floskeln, ohne Rätselraten, ohne Perfektionismus.
Du bekommst einen praxiserprobten Workflow von der Stellenanzeige bis zur Zusage: Zielrolle definieren, Profil schärfen, Lebenslauf ATS-tauglich bauen, Kurzanschreiben in ¿ Seite, souverän ins Gespräch und danach sauber nachfassen. Besonders hilfreich: drei komplette Pfade mit Personas für Berufseinsteiger, Quereinsteiger und Wiedereinsteiger, plus eine vollständige Mustersammlung (E-Mail, Anschreiben, Nachfassen, Danke-Mail, Initiativ) und ausfüllbare Erhebungsbögen.
Ideal für alle, die schnell Klarheit wollen und Bewerbungen schreiben möchten, die wirklich ankommen.

Klar. Kurz. Praktisch. Erfolgreich

Bewerbung mit System

Strategien für eine erfolgreiche digitale Bewerbung
Die Digitalisierung hat den Vermietungsprozess für Mietwohnungen stark verändert. Datenschutzkonforme und durch Digitalisierung automatisierte Routinearbeiten diktieren auf Seiten der Vermieter den Bewerbungsprozess für Wohnungssuchende. Mietwohnungen werden fast nur noch über die entsprechenden Portale im Internet inseriert.
Interessenten für eine frei finanzierte Mietwohnung oder mit Wohnberechtigungsschein für eine öffentlich geförderte Mietwohnung müssen sich den veränderten Rahmenbedingungen anpassen. Dieses Buch soll den Mietwohnungssuchenden helfen, einerseits die Zielvorstellungen der Vermieterseite zu verstehen und andererseits selbst digitale Informationskanäle strategisch einzusetzen, damit der Wunsch nach einer neuen Mietwohnung in Erfüllung geht.

Strategien für eine erfolgreiche digitale Bewerbung

Mietwohnung finden

This book is dedicated to the four major types of return‑to‑work personnel movements: returning after time spent at another company, after long‑term sick leave, after parental leave, and returning to an operational role following a period in a leadership position. These four reboarding scenarios are currently underrepresented in the professional literature. However, all four are essential for life‑phase‑oriented HR management and effective retention management. The book serves as a valuable practical guide for HR professionals and leaders, enabling them to implement these strategically important measures in a solution‑focused way within their organizations.From the Contents<ul><li>Professional introduction</li><li>Returning after a different job</li><li>Returning after long-term illness</li><li>Returning from a leadership role to a staff role</li><li>Returning after parental leave</li><li>Work aids, case studies, templates</li></ul>The AuthorKatharina Stadtler
 is an HR and organizational development professional based in Vienna. She shares her practical HR expertise as a keynote speaker, coach, trainer, and author. She strives for a working world in which fairness and economic success are not opposites, but complementary forces.
 The translation was done with the help of artificial intelligence. A subsequent human revision was done primarily in terms of content. 
 This book is a translation of an original German edition. The translation was done with the help of artificial intelligence (machine translation by the service DeepL.com). A subsequent human revision was done primarily in terms of content, so that the book will read stylistically differently from a conventional translation.

This book is dedicated to the four major types of return‑to‑work personnel movements: returning after time spent at another company, after long‑term sick leave, after parental leave, and returning to an operational role following a period in a leadership position. These four reboarding scenarios are currently underrepresented in the professional literature. However, all four are essential for life‑phase‑oriented HR management and effective retention management. The book serves as a valuable practical guide for HR professionals and leaders, enabling them to implement these strategically important measures in a solution‑focused way within their organizations.

Professional Return Support Across All Life Stages

Strategic Reboarding

When life disrupts work, leaders need to know what to do next. This practical guide shows&nbsp;leaders at organizations of every size, from small businesses to large corporations, how to support employees through hard moments while strengthening trust across the workplace. This is the book to read before the crisis happens, so you can respond with confidence, care, and clarity when it does. Life disruptions do not stay outside the workplace. Grief, illness, caregiving, divorce, infertility, and other major life events shape how people show up at work, yet most organizations still do not prepare leaders for these moments. Even caring managers can freeze, unsure what to say, how to help, or how to balance support with team needs. The challenge is not whether a life disruption will affect your team. It is when. The leaders who build trust in difficult moments are the ones who prepare before those moments arrive. Drawing on original PhD research, interviews with employees and leaders, and nearly two decades of experience advising employers on benefits and workplace strategy, Dr. Nataliya Boychenko Stone gives leaders a practical guide for responding with confidence and care. She shows readers how to <ul><li>understand what support an employee actually needs,</li><li>connect people with the right workplace resources,</li><li>adjust work with clarity and flexibility,</li><li>stay present after the first crisis moment, and</li><li>support employees while maintaining accountability.</li></ul> This practical framework helps managers, HR professionals, and organizational leaders navigate life's most challenging moments at work while strengthening trust, loyalty, and performance across their teams.

When life disrupts work, leaders need to know what to do next. This practical guide shows&nbsp;leaders at organizations of every size, from small businesses to large corporations, how to support employees through hard moments while strengthening trust across the workplace. This is the book to read before the crisis happens, so you can respond with confidence, care, and clarity when it does. Life disruptions do not stay outside the workplace. Grief, illness, caregiving, divorce, infertility, and other major life events shape how people show up at work, yet most organizations still do not prepare leaders for these moments. Even caring managers can freeze, unsure what to say, how to help, or how to balance support with team needs. The challenge is not whether a life disruption will affect your team. It is when. The leaders who build trust in difficult moments are the ones who prepare before those moments arrive. Drawing on original PhD research, interviews with employees and leaders, and nearly two decades of experience advising employers on benefits and workplace strategy, Dr. Nataliya Boychenko Stone gives leaders a practical guide for responding with confidence and care. She shows readers how to: <ul><li>understand what support an employee actually needs,</li><li>connect people with the right workplace resources,</li><li>adjust work with clarity and flexibility,</li><li>stay present after the first crisis moment, and</li><li>support employees while maintaining accountability.</li></ul> This practical framework helps managers, HR professionals, and organizational leaders navigate life's most challenging moments at work while strengthening trust, loyalty, and performance across their teams.

The Leader's Guide for Supporting People Through Their Hardest Moments

When Life Disrupts Work

An impassioned--and data-driven--case for a four-day workweek.The five-day workweek is a pillar of modern life, but it isn't backed by science, ancient wisdom, or divine decree. It's simply a relic of the industrial age--and it's time for an upgrade. What if we could accomplish more while working fewer days?A shortened workweek once seemed like a radical idea. Today, it's embraced by innovative business leaders, forward-thinking politicians, and a new generation of workers demanding more meaningful work.In Do More in Four, Joe O'Connor, a pioneer in designing and leading four-day-workweek pilots around the globe, and journalist Jared Lindzon, whose work has appeared in the New York Times, Fortune, and TIME magazine, present a groundbreaking, data-driven exploration of why a four-day workweek isn't merely possible--it's necessary in the age of artificial intelligence.O'Connor and Lindzon draw on extensive research, compelling case studies, and personal interviews with experts--including a Nobel Prize-winning economist and Bill Gates--to reveal how organizations are reimagining work. From a consumer products giant in New Zealand to a global nonprofit, a Canadian law firm, and a Midwestern architecture firm, they take readers inside the companies transforming their work models to improve employee outcomes while driving revenue growth.Do More in Four offers a battle-tested blueprint for a smarter, more humane approach to work.

Why It's Time for a Shorter Workweek

Do More in Four

Insights are easy. Habits are harder.

Built from 100+ interviews with HR leaders and executives worldwide, this practical and entertaining read helps professionals build their HR tools and habits to lead people and manage tasks effectively. Learn how to navigate challenging conversations, set clear expectations, and build a healthy, strong culture. Through vivid storytelling and real-world scenarios, enter the fictional workplace with Sanjay, Ashley, Tia, and Jose to learn from Sanjay's leadership journey in HR partnership.

He never planned on becoming a manager - and now he's learning that leading people takes more than good intentions. Throughout the story, you'll learn key tools, frameworks, and habits from Sanjay to build leadership skills, management capabilities, and a strong HR partnership. HR Guidelines Every Manager Should Know turns insights into action plans to help you confidently develop your leadership effectiveness.

HR Guidelines Every Manager Should Know

E-recruiting. The contemporary way to recruit employees

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