As many can attest, the talent acquisition vendor landscape changes on a daily basis. Keeping up with all of the newcomers and established solution providers is a challenge.
Posts Tagged Talent Management
We at NGA.NET were very pleased to work with Talent Management magazine recently on an in-depth article, “HR Can’t Ignore Big Data” that explored the importance of Big Data in hiring and talent management. The article outlines several things government agencies must consider when implementing a metrics-driven talent management strategy. I’ve highlighted the key points with a few additional pieces that didn’t make it into the final version of the article, but I felt were important to share.
Pretty much every article or analysis of the drivers or pre-requisites for consistent high performance in an organization eventually mentions the concept of 'top talent.'
The top challenge of the next three years for HR leadership across the globe centers on talent—finding it, motivating it and keeping it.
The 2014 Global Top Five Total Rewards Priorities Survey report conducted by Deloitte, the International Society of Certified Employee Benefit Specialists, and the International Foundation of Employee Benefit Plans found talent shortages, combined with managing a multigenerational workforce, pointing to the need for more effective and adaptable talent strategies and rewards programs.
Every company wants TALENT. But not every company is bestowed with the LEADERSHIP that unleashes talent’s power. Talent without leadership is as good as spitting into a gale-force wind.
SHRM 2014 Talent Management Conference and Exposition - Nashville, TN - April 30
SHRM 2014 Talent Management Conference and Exposition - Nashville, TN - April 29
Read all the great tweets from Day 2 of the SHRM Talent Conference and Exposition, including the general session with Cy Wakeman.
SHRM 2014 Talent Management Conference and Exposition - Nashville, TN - April 28
Read all the great tweets from Day 1 of the SHRM Talent Management Conference and Exposition including general sessions with Marcus Buckingham and John Foley.
As many of you know, Brandon Hall Group launched its first annual Talent Acquisition Benchmark Survey at the start of the year. In the time since, I’ve been slicing and dicing the data – by levels of effectiveness, by industry, and most recently by company size. Across the board, survey respondents indicated hiring better talent is their highest talent acquisition priority for 2014.
When it comes to sustaining star talent, think like a good coach: Once you land top performers, you must motivate them to stay—and continually raise their game.
On the reality TV series “The Amazing Race” teams of of two people compete in a race around the world as they battle to arrive first at specific destinations and hope to avoid elimination from the competition by completing tasks that test their strength logic, courage and ability to negotiate.
Whether you're a start up, small business or a "Fortune" organization, having a winning talent acquisition strategy and wonderful brand ambassadors can help you attract the right talent to your organization.
Latest social tools and technologies and new ways of finding talent through social recruiting, talent communities or through various recruiting platforms are always emerging. And talent attraction has become more competitive than ever. It's time for you to rethink your talent acquisition strategy in a way to attract top talent to your organization.
Global professional services firm Mercer has produced surveys of multinational employers showing that most intend to increase the number of employees they send on both long-term and short-term global assignments over the next two years. While some employers have large, mature mobility programs with hundreds of expatriates in dozens of countries, others have small, newer programs.
The vast majority of American workers say that the benefits package an employer offers, especially health insurance, is important in their decision to accept or reject a job. Yet a quarter of employees are not satisfied with the offerings, according to a new survey.
The 2013 Health and Voluntary Workplace Benefits Survey by the nonprofit Employee Benefit Research Institute (EBRI) and research firm Greenwald and Associates, released in November, reveals that:
Forecasting talent requirements can be daunting for human resource executives and involves planning. No matter the industry or business, essential components of this process require that HR professionals take the following steps: