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Knowledge Bank

Years of experience solving recruiting and human resources challenges have allowed us to develop a vast bank of knowledge that we'd like to share with you.   Click on any of the titles below to request a copy of the full report.

 

Talent Branding Drives Results 

 
The topic of employment branding is not new but there is still a mystique about it, possibly because it is “soft” – only a handful of recruiters, HR leaders and senior marketing leaders really understand it and can define and measure it in specific terms. In our experience, employment branding needs to focus on talent and is the systemic, integrated process of messaging to prospective, critical candidates (talent) about the value proposition of an organization that makes the company the employer of choice in the eyes of the candidate. It also needs to integrate and align consumer (external), employee (internal) and candidate (talent) brands.
 
 

Developing the Human Capital Balance Sheet

For nearly four decades, human resource professionals have continued to perpetuate and exacerbate the perception that HR provides no true bottom-line results to an organization. The root of the bad reputation?  A lot of HR leaders are not business professionals. They do not run their functions based on a balance sheet. Human resource leadership must model new behavior. They need to begin that process by becoming an integral and respected part of the senior management team of the organization. 

 

The Keys to Diversity Success: Measurement and Sustainability

 Go to the website of any company today and, more than likely, you will see references to diversity and inclusion. Sometimes you may have to click on the link to “Careers” or even “Supplier Diversity,” but in many cases, messages from the CEO appear prominently, communicating the organization’s dedication to building and maintaining a diverse workforce.

While we have come a long way from the inequalities that permeated work places many years ago, organizations still struggle with ensuring that diversity and inclusion are woven into every aspect of the business. The true challenge comes in developing a company-wide understanding of diversity that is not reduced to clichéd slogans, posters or projects driven by human resource departments or a single diversity leader. The reality is that as we talk candidly with organizations, both large and small, diversity strategies in recruiting and hiring are either underdeveloped or nonexistent. There are a very high percentage of companies with few or no specific strategies in place to implement diversity initiatives – specifically, initiatives that are systemic, sustainable and designed to become a part of their culture long term.

 

Recruiting Top Talent in a Recovering Economy

In September, 2009, talentRISE invited corporate human resources leaders, corporate recruiting leaders and independent contract recruiting and HR professionals to participate in a survey to better understand how businesses plan to meet their talent needs as the economy recovers. Since companies slashed HR and recruiting during the recession, this study focused on when, and how, they plan to begin hiring for growth.