Proper recruiting, selection, onboarding and performance management routines are critical for the success of any new executive, but particularly for companies seeking to expand diversity among their leadership ranks. The old routines that may have worked reasonably well with primarily White leaders need to be examined and adapted to successfully and consistently win high performing Black talent.
Can a mere 225 unionizing Google employees out of 260,000 have much of an impact? You bet. Their union, in many ways, resembles a private equity firm which will undoubtedly grow larger in membership, funding, and power.
Budget season 2021 is front and center and a lot of HR leaders have already hunkered down to deal with this same old reality. Businesses are optimistic about the future, after a challenging 2020, but caution and practicality in budgeting is inevitable as businesses begin to recover and adapt to their changed environments. Historically, HR spending requests have invariably ended up looking like sunk costs rather than sound business investments – it’s time to change that up.
Now that the #BLM marketing rage has died down, it's high time we applied proactive audit discipline and strategy design to diversity and inclusion efforts.
What is the fallout of COVID-19 and its direct and indirect consequences for talent and business recovery? In addition to the pure health risk to employees and families, the list of likely and indirect consequences will be much longer.
Critical skills and talent concerns are noted as top business implications within many C-suites across multiple industries, business sectors, and regions because the global workforce is hedging on a talent shortage pandemic that will affect most companies. To address these concerns, some forward-thinking organizations have prioritized their talent strategy as a key tenet in their business processes, and they have invested in robust and agile strategic enterprise workforce planning. Read more about why Enterprise Workforce Planning is a strategic business imperative.
So your organization is using an RPO (Recruitment Process Outsourcing) firm and you suspect things aren't going as planned? Or perhaps you are considering an RPO? Read on to learn about these common pitfalls. And check out other articles in our series to find solutions.
In this recent article by HRE and HR Tech Conference, TGA’s Linda Brenner along with 4 other tech influencers provide insight into the most important technology shifts happening in HR, how to build a case for investment, and common mistakes made in the tech journey.
The Human Resource Executive (HRE) and HR Tech Conference team released the first edition of the Top 100 HR Tech Influencers, and TGA Founder & Managing Partner, Linda Brenner, made the list. Dubbed “100 individuals who have shaped the world of HR technology”, the list is comprised of people from traditional HR roles, consultants/advisors, and “new media“ influencers. Read more about it here.
We outline key considerations for each strategic choice of build, buy, and borrow to optimize your mix of employed and contingent labor.
Who They Are, Why Your Business Depends on Them, and How to Win Them
In today’s market, employers are struggling to attract quality candidates. Many companies understand the need to source passive candidates but don’t understand how to do it effectively or how to utilize technology to support the efforts.
How to differentiate your processes for attracting low talent availability (passive) candidates.
Six circumstances where it makes sense to bring in outside, unbiased resources to conduct a talent acquisition audit.
In this two-part series, learn how to incorporate passive candidates into your overall talent acquisition strategy.
Build a better, more collaborative and business-based relationship with your Finance partner.