Your world is moving faster. Competition for top talent is getting fiercer. And your hiring managers and leadership team want better results today—not tomorrow. As LinkedIn reported in its 2015 Global Recruiting Trends report, hiring volumes and budgets are heating up for the first time in four years. This means you and your talent acquisition team need to act more quickly than ever before to find talent, reduce time-to-fill, and be true business partners.
In this short white paper, we explore how recruiters and talent acquisition teams can gain a competitive edge by leveraging new data-driven approaches to build recruiting efficiencies, build a strong candidate pipeline, and provide the kind of deep insight into candidate performance that will make your hiring managers see you and your team as more strategic partners.
HR leaders hear lots of talk about "getting a seat at the table" among the leadership functions of an organization. But what does "getting a seat" really mean? Simply put, CEOs are demanding a more strategic approach in managing today's workforce needs, as well as in planning for future needs. As an HR leader, how can you take ownership of the talent strategy in your organization? It's time for you to find out.
Talent can move the needle in your organization. By exploring six best practices that all HR leaders should follow, this complimentary guide shows you how to earn the respect of fellow business leaders. Download it today.
B2B buyers are learning on their own and delaying contact with suppliers until late in the purchase. Most B2B marketers are fighting back with thought leadership—but it’s not working. The Challenger Marketing approach helps marketers stand out amongst the noise and more reliably reset the customer’s purchase criteria decisively in their favour.
Are you setting unattainable targets? It seems counter-intuitive, but 95% of Chief Sales Officers (CSOs) reported higher revenue targets and 86% are not very confident they can reach them.
With over 25 years in sales – 15 of those in sales management and 3 years in executive leadership, I’ve seen my share of sales failures and successes.
In that time, I’ve learned that if you want to be a sales leader who can easily adjust plans and withstand a barrage of obstacles, you’ll need the support of a knowledgeable sales team, modern best practice processes, and technology.
With this holistic approach, you can design the optimal plans and effectively implement them to drive performance.
This brief will act as your roadmap with tips about how best to utilize people, processes, and technology to improve your company’s sales performance.
B2B buyers are learning on their own and delaying contact with suppliers until late in the purchase. Most B2B marketers are fighting back with thought leadership—but it’s not working. The Challenger Marketing approach helps marketers stand out amongst the noise and more reliably reset the customer’s purchase criteria decisively in theirf avor.
Almost 20% of baby boomers will retire in the next 5 years, taking essential knowledge with them and vacating a significant number of leadership roles. With the Millennial generation now making up the majority of the workforce, outnumbering Gen X-ers, they will undoubtedly have to fill the gaps left by those heading into retirement.
While this might be a startling prospect for some organisations, the best approach is to embrace this shift in personnel and train your Millennials to be the managers and executives you want – and need - them to be.
The Smarter Workforce Accelerator uses a structured model that helps you understand your current capabilities and those that you need to develop to achieve your Smarter Workforce objectives. The assessment focuses on your current environment and capabilities such as scouting talent, recruiting talent, leadership development, and your work culture and methods.
Each capability is assessed using an objective framework that defines the characteristics of an organization at each level. This approach helps you understand:
• Your current and desired capability levels
• Your organization’s relative maturity compared with the
competition and leading practice
• Business opportunities and priorities resulting from the
In this competitive whitepaper, Edison Group provides an independent, third-party perspective and evaluation of HP's new B6200 StoreOnce Backup System versus EMC Data Domain. Criteria considered included scalability (including capacity and performance), high availability, architectural approach, pricing, and licensing.
IBM Security, in partnership with the Center for Applied Insights, has launched the 2014 IBM CISO Assessment. Driven by the specter of external attacks and the needs of their own organizations, CISO's are continuing the shift toward a business leadership role that focuses on risk management and taking a more integrated and systemic approach.
EHS leaders across the globe know that it’s not enough to only manage the safety culture of their own organization; they are also responsible for the actions of the suppliers and contractors their organization hires. Each contractor brings their own set of cultural tendencies, including its level of risk tolerance and risky behavior.
• Moments that Matter: A personal story by published author, Tom Wilson, who was involved in a horrific workplace accident which speaks directly to recognizing the factors that lead to risk tolerance.
• The Role of Corporate Leadership in Risk Tolerance: Avetta co-founder Jared Smith shares four approaches your company can take to assess risk tolerance internally and how to measure and contain it within your contractor and supplier network.
Explore your corporate culture’s effects on workplace accidents in the following two-part discussion. Download today
The focus on employee engagement as a driver of better business results has gotten so much traction it’s spawned an entire category of solutions within the HCM universe. But if you’re a SumTotal client, you already own a tool that has incredible — but often-overlooked — potential for creating an environment in which engagement can not only flourish, but actually be sustained.
It’s all about having content that strategically positions your company, is easy to find, and truly engages your employees to seek opportunities to make a difference and to grow professionally.
To really shape your SumTotal LMS into the effective piece of technology you know it can be — to see it achieve the results you and your leadership team expect it to deliver — you need to be a content architect and have a great content strategy.
Now you can learn the process Bluewater has developed through years of experience helping clients worldwide maximize their SumTotal LMS to drive higher engagement and better business results:
• Mapping out a plan for engagement success
• Understanding the negative effects when you don’t have a content strategy that makes strategic sense for your organization — on employees, leaders, LMS owners, and learning practitioners
• Architecting content for engagement today — and for the road ahead
• Building the framework for a rich content ecosystem where learners feel at home
• Focusing on people, processes, and technology: an approach to content strategy that supports a culture of engagement
It’s all about being ridiculously happy with your SumTotal LMS.
The leadership of a new, marquee pharma
manufacturer approached KPMG with a paradox: It was
certainly marquee, but not new. As the highly publicized
spin-off of a global health services conglomerate, the
company began life with $18 billion in annual revenues,
an established product pipeline and instant
membership in the S&P 100. Reliant on the back-office
functions of its parent, it needed to quickly acquire the
back-office sinews of a truly stand-alone company: ERP
systems and core processes for finance, operations
and human resources.
During an intensive three-year engagement, KPMG
brought the vision of the company’s leaders to life,
working towards a target operating model through the
disciplined implementation of new systems, processes,
training and staffing. The multidisciplinary approach
eventually touched the lives of every one of the
company’s 21,000 employees, in 170 countries.
And as KPMG’s delivered tangible results, something
intangible emerged – a new company culture,
Published By: BetterUp
Published Date: Aug 14, 2018
Michelle has been with Twilio for nearly four years, supporting “Twilions” — as employees are affectionately known inside the company — through tremendous growth in both revenue and headcount. “We’re looking at creating a great employee experience at Twilio. We want to provide Twilions with the tools, resources, and experiences they need to innovate, scale, and grow.” BetterUp’s whole person approach was a key part of Michelle’s evaluation process. Most leadership development approaches focus on teaching people what to do. But what they miss is an equal focus on how to be. In contrast, BetterUp’s approach addresses the psychological resources that allow leaders to manage themselves so they have the capacity to manage others. This includes the ability to remain resilient, have a growth mindset, maintain a sense of control, and take risks. Evidence shows that these resources need to be in place for sustainable leadership habits to take root.