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What’s Missing in Your Talent Lifecycle?

Every organization defines and maps out their talent lifecycle differently. Stages will vary, processes will be different and connections between ...
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13 Talent Attraction Stats for the Perfect Company Pitch

  Recruiting, the first step of the talent lifecycle is insanely crucial to nail. Quality talent attraction is a growing concern for employers. In fact, a recent study revealed that 39% of employers have jobs that stay open for four months or longer due to the inability to find people with appropriate skills. The issue isn’t that the necessary talent doesn’t exist; the issue lies in effectively finding and attracting this talent. Don’t leave great candidates on a sour note with your talent attraction methods; get your pitch right with these 13 attraction stats and facts.
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A Clear View of the Talent Lifecycle: Compensation [Part 5]

  The average time-to-hire is at a 5 year high, and the skill gap is widening; employers are having a harder time than ever managing the balancing act that is compensation. With 52% of employers ranking hiring and retaining talent at the top of their business challenges, it is vital to get compensation right.
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A Clear View of the Talent Lifecycle: Performance Management [Part 4]

   “The employee performance appraisal is an underperforming, periodic business process that is loathed by both employees and managers alike. Historically linked to the annual salary review, performance appraisals often focus on HR-driven criteria for skills and competencies rather than business outcomes. The human resources management (HRM) technology solutions offered by leading vendors are typically built around this dysfunctional paradigm.” - Forrester Research, Inc. report, “Disrupt the Employee Performance Process to Align with Business and Customer Outcomes.” (July 2, 2014)
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A Clear View of the Talent Lifecycle: Onboarding [Part 3]

  There are two main components in all successful onboarding programs. On one hand, you have the acculturation of the new employee – the human side of onboarding. The other component is the paperwork and compliance side of onboarding. Both are vital, and both require the right tools to maximize efficiency.
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A Clear View of the Talent Lifecycle: Recruiting and Tools [Part 2]

In part one we covered talent forecasting and the employer brand, along with the tools to support both. The final piece of the recruiting puzzle, is crafting a positive and lasting candidate experience. Any recruiter’s tool of choice in this endeavor is going to be a strong ATS.
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A Clear View of the Talent Lifecycle: Recruiting and Tools [Part 1]

This article has been updated to reflect newer information as of February 2017. For more articles on recruiting, check these out: 10 Recruiting Dos and Don'ts for 2017 5 Tips to Make Text Messaging an Effective Recruitment Channel 3 Simple Ways to Tidy Up Your Recruitment Process Recruiting and talent acquisition— is where the whole talent lifecycle begins. It’s the first—and depending on whom you ask—the most vital step in the lifecycle to really nail. According to a survey of 4,288 HR and non-HR managers by the Boston Consulting Group, talent acquisition is the single most important driver for revenue growth and profit. That’s probably something you’re going to want a strategy behind. So let’s talk shop. Talent acquisition is the single most important driver for revenue growth and profit. Talent acquisition, as a function, is broken down into three major parts: Talent Forecasting Crafting and Maintaining a Strong Employer Brand Candidate Experience
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