An HR consultancy that helps organizations make smarter people investments.
Strategy is just words on paper without the plans, deliverables and measurements you need to make it actually work.
HR, Talent and TA professionals are generally very good at being interviewed. But that ability doesn’t correlate with true talent management, recruiting or leadership skills. *Your* skills as an interviewer are key to getting beyond showmanship and personality in order to assess true business acumen, talent knowledge and the ability to make data-based decisions. Here are some tough but fair questions to ask your finalists and, more importantly, the right answers to look for.
In almost every case, your ChatBot is actually repelling - rather than attracting - talent. Prove me wrong.
In case you missed it, here's our January '24 newsletter . . . talent insights that have a long shelf life.
HR and Talent Acquisition teams often lack the necessary foundation to make AI truly effective because of undefined processes, ambiguous roles and unclear goals. So before delving into AI-driven solutions, TA needs to build its foundation: clear strategies, well-defined and differentiated processes, supporting org design and data-based measures of success. Only then it can be determined where AI can add the most value.