HR Leaders, in this Harvard Business Review article by Josh Bersin, he highlights the great success of Netflix as a company that continuously evolves and outperforms most industry standards while continually hiring and retaining top talent.
Read MoreBudget season can be a time of strategic hope – and frustration – for HR leaders as the “new vision” evaporates, pass after pass, into a boiled down version of the same old budget with the same old limitations. It doesn’t have to be this way.
The secret to budget success is practical and doesn’t just take place during budget season.
Read MoreHow to build a pay transparency foundation and integrate it into your culture.
While we’d be excused for thinking terms like “gender-wage gap”, “pay gap”, “equal pay” and “glass ceiling” are modern concepts – focused on the disparate treatment women and historically under-represented groups experience in the workplace – political activism focused on addressing these inequities date back to at least the 1860’s.
Read the Q&A with Michael Kestenbaum, Managing Director with Gallagher’s Executive Compensation practice to learn some best practices for developing, implementing and managing pay transparency in an organization.
Read MoreBudgeting. For HR leaders it’s a time of hope and, too often, frustration. Learning to speak the right language and building an ongoing relationship with your organization’s finance leaders can pave the way to HR budgeting success. We sat down with a veteran CFO to find out more.
Read the Q&A with Michael Rodriguez, Clinical Assistant Professor of Accounting at Baylor University, Business Advisor, and former CFO for organizations such as Magnolia and Clarient (a GE Healthcare company) to learn some best practices.
Read MoreHighlighting company values in candidate marketing is a great strategy, but candidate experience must live up to them.
Employees are changing jobs at a greater clip than ever before. In an effort to stand out in recruiting, it’s smart to lean into your company values when marketing job openings. But if candidate experiences – and subsequent employee experiences – don’t live up to those values, you’ll lose the best candidates and your employer brand will suffer.
Once you’ve done your workforce planning, the process of sourcing and recruiting flows naturally out of that exercise. Here are six tips for getting the right flow of candidates coming your way.
Read MoreWorkforce planning is critical to creating a great candidate experience. Here are six key considerations that will help you drive effective workforce planning that nets you great hires in roles that fulfill your organization’s objectives.
Read MoreThe Employee Experience Lifecycle is both the employee journey and the HR processes that define every interaction with employees – from the initial job posting all the way through the exit interview. The goal is for employees to start, and end, their employee experience with nothing but good feelings about you and your company.
Read MoreEmployee experience drives productivity, revenues and employee retention. Take a journey through the Employee Experience Lifecycle to understand best practices that will help you improve your HR operations.
Read MoreTalent acquisition professionals share their personal career stories, revealing how common it is for recruiters to come into the profession as a 2nd or 3rd career. Many were drawn to recruiting through serendipity or by seeking to expand their own careers in new and interesting ways.
In the culmination of this three-part series, top talent acquisition professionals share what additional advice they have for would-be recruiters.
Read MoreIs there something about having work experiences in other domains that helps people become top recruiters? And what transferrable skills did they bring to the job that have helped them be so successful? Three top talent acquisition professionals who made the switch from completely different careers to ask three questions. How did you fall into recruiting? What capabilities are most important for someone considering a career in talent acquisition? Do you have any more advice for would-be recruiters?
Read MoreWhy are so many successful recruiters come from completely different career areas? Is there something about having work experiences in other domains that helps people become top recruiters? And what transferrable skills did they bring to the job that have helped them be so successful?
Hear from three top talent acquisition professionals—including our own Brenan German—who made the switch from completely different careers.
Read MoreChange management is nothing new. But rapid change management is. HR’s success in these endeavors has set high expectations. And today, major workplace and practice changes that used to take months or even years to do in a programmatic and organized way are now expected to be done at warp speed.
Based on our hundreds of engagements with companies across different industries, here are five tried-and-true HR management best practices for driving rapid change initiatives within any organization more quickly and effectively.
Read MoreIf the last two years have taught us anything, it’s that change is inevitable—and it can happen fast. Many of us went from a fully staffed, mostly in-person, at-the-office work environment to an almost completely work-from-home (WFH) model—virtually overnight. Management of these efforts fell largely on HR and Training departments, which bravely rose to the challenge.
In any previous era, these types of major workplace and practice changes would have taken months or even years to implement in a programmatic and organized way. But now we’ve established a perceptual benchmark for the C-suite, who now expect us to turn on a dime, create new business processes, and implement entirely new guidelines…rapidly.
Read MoreIn the world of dating, the act of “ghosting” – deleting someone, without warning, from all of one’s online connections and never contacting them again – is even worse than breaking up by text. And when the person being ghosted has sincere hope invested in a relationship that just evaporates without a trace, it feels rude and hurtful.
The world of recruiting has a lot in common with dating, especially when they’re meeting online and one party has considerably more invested in the relationship. And right now, I’m hearing from a growing number of hiring managers, recruiters and HR teams that some of their most promising job candidates are ghosting them.
Frustrating, isn’t it?
Read MoreTech industry analysts and observers are saying the COVID-19 pandemic accelerated the pace of “digital transformation” in companies by five to seven years. And they are saying many of these changes — including those brought about by the shift to remote work — are here to stay.
In areas like e-commerce and customer service, the focus on digital transformation has been mostly positive, as retailers have upped their game by creating digital experiences that keep consumers engaged on shopping websites and with AI-fueled chat bots that replace customer service agents.
But as HR rushes to transform its operations through automation, we need to ask ourselves an important question, and keep asking it again and again as we forge ahead in this increasingly digital world: Are we doing enough to foster human connection?
Read MoreBright Talent, Inc., a strategic HR consultancy helping business leaders solve their most vexing people challenges, today announced the launch of Bright Experience, a new live HR helpdesk and consulting service. Bright Experience helps companies elevate their candidate and employee experience by providing on-demand, concierge-level human resources services staffed by experienced HR professionals. Services are subscription-based, configured to each company’s needs, and are delivered via advanced omnichannel help desk software. All communications take place with real HR people – never with A.I. chatbots.
Bright Experience on-demand HR help desk elevates candidate and employee experience with live, experienced HR pros.
“With the pandemic and a distributed workforce, the HR function has never been more important, yet we’ve been hearing HR teams are being stretched thin, often not adequately resourced to handle it all,” said Brenan German, founder, and president of Bright Talent and Bright Experience. “We expand HR’s reach without adding headcount.”
Read MoreFollowing the IT helpdesk model, Bright Experience supports the human resources function by connecting employees and candidates with an on-demand, experienced HR associate to answer their needs via live omnichannel technology.
Bright Talent, Inc., a strategic HR consultancy helping business leaders solve their most vexing people challenges, today announced the launch of Bright Experience, a new live HR helpdesk and consulting service. Bright Experience helps companies elevate their candidate and employee experience by providing on-demand, concierge-level human resources services staffed by experienced HR professionals. Services are subscription-based, configured to each company’s needs, and are delivered via advanced omnichannel help desk software. All communications take place with real HR people – never with A.I. chat bots.
Read MoreFree tools, templates and step-by-step resources help companies successfully manage their return to the workplace
Bright Talent, a strategic consultancy helping HR teams and business leaders solve their most vexing people challenges, has released a set of free Roadmap to Return to Workplace pandemic support tools and templates for the effective planning, implementation and communication of return-to-workplace efforts. These resources go beyond “what” and delve into “how,” with project plans, workflows, policies, instructional details and communications plans.
“Implementing policy changes is relatively easy,” said Brenan German, founder and president of Bright Talent. “But making real operational change happen is hard. You need more than tools to implement, you need an overarching plan for how it all fits together along with a clear communications plan. Otherwise, employees can quickly become overwhelmed or see only a disjointed effort at implementing practices.”
Read MoreThe tools under this program will provide organizations plan and implement their return to work safely through effective communication with employees.
As the return to work becomes the immediate concern and priority for organizations, more and more companies are looking into solutions and technologies that can guide them. In the history of most firms, this kind of situation has never arisen. There is a lack of awareness about how to navigate this challenging phase so that business continuity and employee safety are equally balanced.
Bright Talent, Inc., a strategic consultancy that helps HR teams to solve their people challenges, has stepped in to provide the guidance that HR teams and business leaders will need. It has released a set of free “Roadmap to Return to Workplace” pandemic support tools that can help organizations to plan, implement, and communicate effectively. With an emphasis on execution, it contains project plans, workflows, policies, instructional details, and communications plans.
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