What We Mean When We Say “Talent”

RJ Morris Employee Coaching, Good HR, Hiring Managers, Leadership, RJ Morris, Talent Strategy

We catch a fair bit of grief in HR for using the term, Top Talent. The problem, of course, is that talent means different things to different people. Folks cannot articulate what top performers really do or they get caught up in using tired clichés. I’m gonna try to fix that for you. I think the challenge is that companies …

Through Hell and High Water: Your People Strategy

Kathy Rapp Change Management, Current Affairs, Driving Productivity, HR & Sports, Innovation, Kathy Rapp, Leadership, Managing People, Metrics, Performance, Sports, Talent Strategy

After the Houston Astros knocked off three historic teams—The Red Sox, Yankees and Dodgers—the city of Houston celebrated its first-ever World Series Championship.  “Houston Strong“, coined post-Hurricane Harvey, became the mantra and the common thread that bound players, fans and observers together. Beer was certainly part of that celebration, and Budweiser produced another tear-inducing spot that gave props to a …

Moneyball for the Talent Function

Mark Fogel Mark Fogel, Metrics, Old School, Talent Strategy

Turnover continues to be a problem, engagement at an almost all-time low (if you don’t believe me check with The Gallup Organization), and very little has been done to crack the code of effective recruitment measurement or tactics. Adding to all this, it is a buyers’ market for applicants again with unemployment down to 4.3% nationally this May. All the …

Are We Still Posting Jobs In 2016?

Kelly Dingee Kelly Dingee, Sourcing, Uncategorized

It’s Sunday, and I’m writing another webinar on recruiting, sourcing and all that is wonderful in those worlds and all the wonder there could be. I’ve managed to keep it fun and light as we chat about recruiting in 2016 with references to Bowie and the Bionic Woman. One of the questions I’ve been asked to address is this idea of …

Ugly is OK. Embrace the Ugly.

Jessica Lee Culture, Employment Branding and Culture, Jessica Lee

We’re a hot mess, and you’re going to want to come work here…  said no company career website ever. Right? But when it comes to your recruiting efforts, what if you were to be just a little bit more honest about the flaws—and truly embraced them? And I’m not talking in an interview setting, copping up to the “challenges” of …

Why Exit Plans Are Better Than Retention Plans

Andy Porter Andy Porter, Audacious Ideas, Career Paths

I’m becoming more and more convinced that if you want to build an organization that can sustain high performance over a long period of time you need to encourage your top performers to leave your organization. No, that’s not a typo, I did in fact say “encourage your top performers to leave.” In fact, rather than create elaborate retention plans, …

Peace Up, A-Town Down: Best-in-Class Talent Attraction Example from a Municipality

Holland Dombeck McCue Always Be Closing, Holland Dombeck, HR, HR & Marketing, Recruiting

I – like most Atlanta residents – am a transplant to this great city; I moved here after graduating in 2008 (rough times) with my now husband to start my career and a life together. Over the last seven years, I have seen Atlanta grow exponentially, much in part to our booming start up community, top-ranked universities and an uptick …

Six Ways To Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires

Kris Dunn FOT Reads, Good HR, Hiring Bias, HR, Interviewing, Kris Dunn, Labor, Metrics, Performance

Let’s face it—the recruiting metrics you use at your company are either non-existent or stale.  Sure, you tried to roll out the basics—time to hire, cost per hire—but all that did was put the focus on your HR/Recruiting function, not the people who actually make the final hiring decision.  Flash forward 12 months since the launch of those basic recruiting …

Brains Before Bros: Why Hiring Smart People over Experienced People is a Winning Talent Strategy [Webinar]

Holland Dombeck McCue Good HR, Hiring Bias, Recruiting, Talent Strategy, Webinar

True or False: I hire smart people and trust they’ll figure out what do to rather than looking for Drones to fill the seats in my shop. True or False: My existing talent pool is always my first line of defense in filling key roles that become available in my organization. If the first statement is true, shouldn’t the second …