Businesses spend a great deal of time developing competitive brands that they hope will flourish in the marketplace. They try to put their best foot forward and make their products or services attractive to potential clientele, who they hope will eventually become brand ambassadors. While determining a business’s ideal client is certainly part of the branding process, the rationale behind it can often get lost in the shuffle over time. When this happens, loyalty waxes and wanes.
Sixty-nine percent of US professionals would pass on a job offer if it comes from a company with a bad reputation, according to a 2016 Jobvite study. HR leaders must stay way ahead of the curve, and maintain a company’s reputation in a way that makes them an employer of choice.
If you’ve gotten your leadership’s buy-in for the long haul, resources have been identified to help with administration, and you are excited to move into creating a coaching culture, the next step is to run an assessment to create clarity around the specific strategic goals you can impact and how.
The implication is clear: CEOs and HR leaders recognize the crucial reliance on a workforce with the right skills. The need is especially true given the rapid advances in workplace technology and the persistent skills gap for those workers with outdated skills.
Help ProFinda and the industry better understand how people connect, collaborate and work together across organizations – whether you frequently find yourself looking for all types of help or you’ve already got all the resources you need internally.
Sorry to be a downer, but just-in-time hiring is dead. Correction: it’s a talent acquisition strategy still alive and well in many organizations, but job-led, transactional hiring is not giving companies the results that it once did.
HR and talent management professionals know the importance of good decision making when it comes to hiring, developing and engaging people. Make the wrong choice at a crucial point in the talent lifecycle - and you could spend years paying for it. Let’s take the hiring process as an example.
A chief determinant of your success is your ability to grow and leverage talent that is available to you. No one else is doing it for you.
Employee engagement is now established as a critical workforce measure. Higher employee engagement has been associated with higher employee retention, greater customer satisfaction and improved financial performance.
Even if you have a good way of identifying high potentials in your organization—using objective metrics, not manager recommendations, because research shows that managers get it wrong 60% of the time—you still may be missing a key piece of the puzzle.
Terms like “the war for talent,” “talent crisis”, and “skills shortage” are becoming so ubiquitous we hardly blink an eye when yet another study is published on the “looming talent gap.” It’s gotten to the point where many organizations have started to simply accept this talent gap as the norm -- applying band-aid approaches vs. overhauling their workforce strategies to better prepare for the future.
If you’re like many of us, you’ve experienced the frustration of knowing something is going on with someone you work with, but they won’t initiate a conversation about it.
Why is it important to focus heavily on creating a Best Place to Work environment? Employees who feel valued are likely to be more collaborative, innovative, and perform at higher levels. A healthy and profitable business can then continue to invest in employee development.
It’s hard to believe we’re already halfway through Q2 this year! For HCI, another quarter means another new Talent Pulse report. This time, we’ve focused on a hot topic in our Acquire the Right Talent community—sourcing quality candidates from employee referral networks.
Today’s digital technologies are undoubtedly changing the way we work for the better. Workers are hyper-connected, data is always within reach and organizations are leveraging groundbreaking technologies like AI to welcome the future of work. The way we manage, lead and organize our teams is changing before our very eyes.
Do you work in resourcing? Would you be happy to share your experiences – to help educate your peers and shape the future development of resourcing solutions?
Have you noticed how uncivil our society has become? The workplace is also seeing a significant rise in uncivil behavior, and a hostile workplace can take many forms.
To close the skills gap in manufacturing and to become employers of choice among Millennials, dive into these 5 strategies.
What is social contract theory? Very briefly, it’s the idea that an individual’s obligations are dependent on an agreement, or contract, among individuals to form a society. Thinkers who have considered this question have generally done so in the context of political systems, in an effort to establish the legitimate authority of a state over an individual.
Learning and development programs can be powerful catalysts for engagement and performance in your organization. But if your programs are ineffective or misaligned to employee needs, you can’t expect to reap any of those benefits.