Subscribe (RSS)

feed-image

Recent Posts

Twitter

Talent Talk
Jun
12
2013

Time To Switch

Is it Time to Switch? Knowing When and How to Change Your Talent Management Solution.

Do you have the right partner enabling you to take full advantage of your workforce? Have you remained with a system or process because “that’s the way things have always been done?” Are you getting what you need from your current provider?

If you haven’t reviewed your talent management system recently (especially in the wake of today’s aggressive acquisition marketplace), it’s time to put it under the microscope. Many organizations remain with legacy systems and business processes that can short-change the organization from optimizing its people strategy.

Jun
21
2013

Top Three Talent Acquisition Trends


Top Three Talent Acquisition Trends

Talent acquisition is the most dynamic area of talent management.  In today’s competitive environment, organizations are looking to revamp their current strategies and technology options in order to create greater efficiency and innovation in the recruitment process. For many organizations this means examining past trends and planning for the future.  In fact, 35% of organizations surveyed in Aberdeen’s recent talent acquisition research cited “proactively building a talent pipeline regardless of hiring needs” as the primary strategy. Organizations are looking to invest in technology providers that will enable them improve efficiency, align with the business and create a positive candidate experience. Technomedia is one provider that is helping organizations achieve these goals from sourcing to onboarding.

Jun
04
2014

How Healthy is Your Leadership Pipeline?


The ability to groom promising talent into tomorrow’s great leaders is critical to the health of any organization, but one many struggle to achieve. Fortunately, the right prescription isn’t too far out of reach; just take a cue from the healthcare industry.

Healthcare providers often rely on a simple acronym, SOAP (subjective, objective, assessment and plan), to track patients’ well-being and overall improvement. The same strategy fits in well with the talent management process. With individual advancement often left to the whims and personal preferences of managers (which can lead to some disastrous results if the wrong people are moved forward), the SOAP method gives the company access to all available data to move beyond the old-fashioned subjective approach and predict success through more objective means.

Jun
23
2014

Analytics Are Everything – A Closer Look at Optimizing Talent Management

Our last post uncovered how organizations can benefit from running leadership development activities with the SOAP method used by the healthcare industry. Such a strategy does much more than improve the health of the company; it gives you the real-time, fact-based data to make faster, better-informed decisions about who to advance into leadership positions. But, if you limit the use of analytics to the development of leaders, you miss the opportunity to really improve the performance of all employees.

After all, how effective can those leaders be if their teams don’t have the skills to execute? Not very. Instead, use analytics as a way to raise the bar across the enterprise. Not sure how that can be accomplished? The secret is in the sauce – and knowing how analytics can be used at each stage of the talent acquisition process to optimize your workforce:

Jun
10
2015

Mentoring and Job Shadowing: Key to Developing Future Leaders

Everywhere you turn, the forecasts are dire: Skills shortages abound, especially in critical technical roles. The leadership gap is widening, causing a dearth of leaders ready to fill the pipeline. Employee engagement is dismal, with only 13 percent of employees worldwide claiming to be interested in their work. It’s enough to make an HR professional want to throw their hands in the air and give up.

Take heart. Although there is no magic bullet that will be the answer to each of these business challenges, one approach is gaining ground as a way to not only retain top talent but also to help develop the next generation of leaders – mentoring and job shadowing programs as key components of a strategic succession plan.