Thought Leaders

Think how much easier hiring new employees would be if the process was an exact science. Well, in some respects, it already is. According to The Predictive Index, “Talent optimization” is “a four-part discipline that details what’s required for aligning your business strategy and your talent strategy” to attain desired business outcomes. At its core, talent optimization “is the collection, analysis, and application of people data.” Those four parts (or “aptitudes”) include: Diagnose Design Hire Inspire The objective, as Talent Management suggests, is a seamless alignment between strategy and hiring, so that “everyone

Talent acquisition and retention can be difficult for many businesses, even in the best of times. No doubt, these post-pandemic years have exacerbated HR challenges due to all kinds of fluctuations in the labor market and business landscape. Gone are the days, at least for the foreseeable future, in which employers have the luxury of sifting through hundreds of qualified resumes to handpick their next great hire. The good news is that current employment dynamics are compelling business owners to rethink the way they approach not just their HR, but

We all know about the importance of a positive customer experience. Lately, word is spreading about the employee experience, defined by BetterUp as “the interactions an employee has with people, systems, policies, and the physical and virtual workspace.” How employees feel about the organization they work for, as well as their view of its impact on their careers and wellness, has become increasingly critical in terms of both recruitment and retention. How would you rate the employee experience (EX) at your company? Do employees feel positive about the organization? Do