We all know that only the “learning organizations” have a bright future ahead. Knowledge is the key predictor of success. So why aren’t we eager to share our knowledge? Why often people working for the same organization don’t cooperate?

Nowadays, with the development of IT industry companies give their employees the variety of tools to make their work more productive and efficient. But it requires a lot of time to adopt them and adapt to new working patterns. Often the managers first have to break down people’s resistance to change  and innovation.

The question is- are all these tools a help or a hindrance? Do they actually stimulate collaboration?

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It’s been estimated that almost 50% of newly hired employees fail in their jobs within the first 2 years and the first 3 months are the most crucial for their success. As I discussed in my previous post there are various reasons why newbies fail. Is it only dependent on their own behavior or attitude? Is it only down to the internal reasons? What about the external factors such as the impact of the company they start working for?

Nowadays, it’s hard to find a person who is not involved in any social network. Social networks have millions of users but only a few seriously consider the risks that these sites could pose. Although the impact of social networking on your personal brand hasn’t been scientifically measured yet, clearly, it contributes to as many spectacular successes as failures in job searches and professional careers. The question is- can social networking sites support you or be an obstacle to a job search?

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?

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?