The economic crisis hit hard, rather unexpectedly and affected most the whole world. It’s logical that people start looking for who’s to blame. For sure things need to change. On the other hand, I get the feeling that people also over exaggerate. They become too short-sighted. In the past months in both the US and Canada one can notice all kind of campaigns and social network claims that have been sent to prevent jobs being transferred offshore. During the past fat years, when their economy was profiting from offshoring, nobody was complaining. Can you just turn back time?

It is inevitable that Facebook, LinkedIn, Twitter and other online social networks will increase the size of our social groups since it’s not time-consuming to cultivate these relationships. You are able to constantly monitor your friends’ lives through photos and regular “status updates”. But how big can our social network grow before we are no longer able to logically analyze the relationships within the net”friends”? How many contacts in the network can our brain grasp and  recognize?

In my recruiter’s job, searching Google and  social networking websites (eg. Linked.in) in pursuit of the suitable candidate has become my second nature.  Also, before inviting anyone for the interview I do the thorough research across all the networks to find extra information that is not visible on the applicant’s resume. As I mentioned in my previous post about how HR trends are changing along with the web trends, Web 2.0 significantly revolutionized the way we scrutinize the candidates. With this in mind, more and more professionals discover the importance of creating and maintaining personal brands in their job search and for the sake of their future career. Can we trust these brands?

Have you ever wondered what the recruitment will be like in 10 years’ time? With all the new HR 2.0 trends and social networks will it remain the same? Will the current economic crisis affect the employment conditions? How will the rapidly aging society cope on the labour market? Will CVs and cover letters survive? Who will have the actual power on the job market?

Agile SCRUM defines the way how people should cooperate on the daily basis. However, in reality we are faced with situations where Agile rules are hard to use. How to handle such exceptions not destroying Agility in the team?

It’s been almost a year since we started implementing the Agile way of working by using SCRUM. During this time we have delivered several projects from very small to medium ones. Was it worth following this methodology? Is SCRUM really improving the way we deliver software? And what did we learn? Through this post we would like to share our experiences and lessons we lerarned. We are looking forward to receiving your feedback as well.

Regardless of age and professional experience, during every recruitment process we meet several applicants who haven’t got the faintest idea what the company deals with and what the vacancy involves.  Among many other questions that candidates have to face during the interview, there are two, seemingly harmless ones, that I consider to be  killer questions for many : “What do you know about GOYELLO?” and “Why do you want to work for us?”.

This week’s post “The 10 Safest Places In The World For Outsourcing” by Bob Evans led to quite some discussion online. Or probably even more discussion was initiated by his last week’s post “The 10 Riskiest Locations In The World For Outsourcing”. The conclusion of both posts is that Poland is a safe have for outsourcing.

Computerworld UK published an article in April saying: “Outsourcing Not the Big Savings Firms Expect, Study Says”. Summarizing, the recession is pushing businesses to cut the cost of their software portfolios, but most companies overestimate the savings that offshoring can deliver, as presented by CIO.com. On the other hand I firmly believe it is possible to save costs if you follow the proper approach.

Undoubtedly, in today’s world of management the only constant thing is a change. In the HR area two things never change: Human capital remains the most strategic asset of the company and HR’s responsibility is to ensure that the organization is the Employer of Choice. However, with the emergence of all the interactive Web 2.0 tools the changes in HR are inevitable. Knowing that HR people are rather conservative towards new technologies the main question is HOW TO make use of all these new tools?