Talent Management

Community information
Happy employees make productive employees. HR managers are now finding that compensation and benefits alone cannot keep employees happy; they also need nurturing through proper training and development. Join the BrightTALK talent management community to learn how to engage and retain your best talent by providing them with the tools and rewards they need to enhance their performance and reach their potential.
  • A crucial part of your company’s success is managing your talent as a strategic resource. The best recruiters—the ones who become trusted advisors to their organizations and have a seat at the table where company decisions are made—are those who don’t simply embrace––but shape––the hiring strategy at their companies.

    Join us, as William Tincup, principal analyst at KeyInterval Research and Jim Conti, director of talent at Sprout Social, Inc. demonstrate how talent teams can prove their strategic business value, discuss the evolving talent needs of a growing company, and more!
  • In this increasingly distributed work world, close collaboration among employees can't be taken for granted. But what does it take to keep your employees engaged and motivated? In this interactive webinar, our panelists discuss the foundations of effective team dynamics, what workstream conversation and collaboration means today, and how collaboration tools can impact employee productivity.
  • While most parents would be delighted if their offspring wanted to become an accountant, lawyer or even an actuary, they may be less encouraging if their son or daughter said they wanted to be a hacker. This is the negative manifestation of working in the cyber security industry that is often portrayed in the media. The reality is very different, with careers in cyber security providing fantastic opportunities that are hugely varied, really challenging and help to do good for society.

    Structured career paths provide an opportunity to progress quickly with jobs in large audit and accountancy firms through to small specialist boutique start-ups, as well as the chance for international work and creating new businesses. In addition, the whole industry is very diverse and is looking for people with a very wide range of talents.

    The problem is how do we communicate this to people who may be interested in the industry? Just as important for young people, how do we get to the influencers; their parents and their careers advisors to understand what an exciting place the cyber security industry is to work in and what they can expect in terms of the types of company they could work for and their salary expectations.

    The problem can be partially solved through education, information and support from businesses working together with a consistent message designed to encourage the very best people into the industry.

    In this presentation, Ian Glover from CREST will look at the challenges of attracting the brightest young people into careers that traditionally have an image problem and providing a strong career path once they are in. In particular, he will focus on the importance of properly-run internships and Government funded initiatives to educate and inform.
  • No matter what you call it, the process of bringing new contractors and temporary employees into your company can be challenging. Nowadays, the most inspirational companies use technology to care for and manage their contingency workforce so that everyone feels engaged and has an impact on productivity.

    Contractors and temporary employees may spend much shorter periods of time on your workforce.They may have different skill sets and be carrying out different work.They may even work on different locations to your direct employees. But they still need to be on-boarded in a way which keeps them safe and gets them productive in a timely manner.

    This presentation will bring you through the steps you should take when planning your initiation process for contractors and temporary employees.

    It advises you on your obligations as well as the kind of information you may wish to impart.
  • YSC is a business psychology consultancy who have been at the forefront of assessing high potential in FTSE 100 organisations. This session will look at their model of high potential and identify the process of assessment involved to understand the psychological components which are deterministic of high potential performance and leadership.
    The model used by YSC is the most applied in the UK and has been formally validated through extensive research
  • Starting a technology company that services the recruitment industry can be daunting, especially when your have minimal experience in recruitment and technology. This webinar will show you how JobsCrush built two pieces of technology, and went on to grow to 3000 users in 30 days.
  • Within this talk we will explore how technology has fundamentally shifted the jobseeker landscape for younger demographics (millennial x,y and z). We will also touch on how new online and mobile models, can help save time, cut recruitment costs, while still ensuring the attraction of the best talent.

    Key questions addressed:
    -) How is the Millennial Job Seeker different to its predecessors?
    -) How do you use new channels to engage talent?
    -) Are there better ways to present, connect and engage?
    -) How to stop wasting time and money on irrelevant applications?
    -) Once connected, how do I ensure I utilise the information?
    -) Where does mobile fit in the my hiring process?
    -) How can I move from paper application to digital?
  • In times of increasing employee choice and the ‘portfolio career’, does HR think about the talent in our organisations as consumers just as our marketing teams would view our customers and clients? Recent research by the Henley Business School suggests not. Professor Nick Kemsley, non-exec Director of Head Light and Co-director at Henley Business School Centre for HR Excellence will share the findings from research from Henley Business School. He’ll explain why he thinks many talent management models are based on out-dated assumptions and that a real shift of HR thinking and action needs to be taking place now. He will highlight the implications for how we talk to, work with and develop our people – and suggest how talent management software plays a role.
  • The times they are a changin', and the recruiting and HR space is no exception. Join Don Charlton, CEO of Jazz and Bianca Ghiselli, Director of Client Services at Namely on July 8th to:

    - Take a look back at the history of HR managers and recruiters
    - Examine the role of technology in an ever-changing hiring landscape
    - Find your next great hire
    - Ensure the high performance of employees
  • We are approaching a time when your business will have to manage the needs and behaviours of four different generations all at once. And make no mistake, each generation behaves very differently.

    A multi-generational workplace is inevitably a complicated one. People of different ages typically have different perspectives on the world. They disagree on the most fundamental issues. They dress differently, eat differently and travel differently. And more pertinently, they work differently.

    Using the latest research, insights and opinions available, Russell Beck, Impellam’s Head of Consulting, examines the challenges inherent within a multi-generational workforce.

    He’ll be focusing on the three generations that are currently the most abundant at work; Baby Boomers, Generation X and Generation Y.

    Please join us for this thought provoking and engaging webinar.
  • Does your organization struggle to find the right talent? You’re not alone. Many organizations face ongoing challenges finding the right candidates with the right skills – the people who can improve performance, strengthen competitive advantage and drive sustainable growth. In fact, while surveying over 5,000 hiring managers, ManpowerGroup's 10th annual Talent Shortage Survey revealed that 1 in 3 U.S. employers continue to struggle filling mission-critical positions.

    Join ManpowerGroup for a complimentary webinar designed to provide insights into the talent shortage and offer strategies to overcome hiring challenges and accelerate business success.

    By participating in this webinar you will:
    •Gain insights into factors behind the talent shortage and how it impacts your organization.
    •Learn how your hiring challenges compare to those of other employers and understand why competition for in-demand talent today is so intense.
    •Get insights into the top 10 hardest jobs to fill, how they have changed over the past decade and why employers continue to have difficulty filling these critical roles.
    •Identify strategies you can pursue to overcome your shortages and win the race for in-demand talent.

    Your expert for this informative webinar is Christopher Rowland, ManpowerGroup Managing Director.
  • Bersin by Deloitte’s recently published Talent Acquisition Factbook 2015 found that the surveyed companies were spending nearly 25% of their talent acquisition budgets on sourcing. How can you be sure these resources are being allocated most effectively?

    The identification of potential candidates is a critical and increasingly complex step in the recruitment process.

    Please join Bersin by Deloitte and Futurestep as we take a look at the current sourcing landscape, how sourcing has become the strategic underpinning of the talent acquisition process, and how you can improve ROI through smarter sourcing.

    Thursday, June 25
    11 AM ET (US), 8 AM PT (US), 4 PM GMT (UK)

    Speakers:
    Robin Erickson, Ph.D. – Vice President, Talent Acquisition Research, Bersin by Deloitte, Deloitte Consulting LLP
    Jonathan Brown, Vice President, Global Solutions, Futurestep
    Athina Saides – Strategic Sourcing Manager, Americas, Futurestep
  • There is no better marketing for your organisation than a good candidate experience. It reinforces positive perceptions of your business, as well as setting the stage for high levels of employee engagement and performance.

    Meanwhile, a bad candidate experience can be more than a missed opportunity to engage new employees. It can also severely reduce a company’s ability to hire quality talent in the long term – and, because each candidate is also a potential customer, a bad experience can even hit the bottom line.

    Please join Futurestep, alongside Talk Talk and Fonterra, as we discuss how the right talent acquisition strategy and process can significantly enhance a company’s competitive advantage.

    During the webinar, we will explore the impact on your overall brand of key candidate interactions, how to develop a better understanding of candidate touch-points, and some of the innovative strategies developed to collect candidate perceptions and manage the total candidate experience.
  • This webinar will explain how contact centers can improve their agent productivity, and how that effects overall company bottom line. Join Five9 guest Forrester Research analyst Art Schoeller as he explains the value of top-notch behind the scene tools in your contact center.

    As customers continue to demand higher quality service interactions, the contact center agent has had to step up to the challenge. But is the technology behind the scenes promoting these improvements, or hindering the entire process?

    Between self-service to omnichannel solutions, there are a multitude of avenues in which agents can assist in customer interactions. Having the right solution as the driving force behind the scenes in your contact center enables agents to not only better serve customers, but improve efficiency and ultimately sell more.

    Attendees of this webinar will learn:
    •How to handle increasingly complex customer interactions
    •What to look for to efficiently manage multiple channels
    •Additional tools that agents should have at their fingertips to better answer customer inquiries
  • Changes to retirement age, healthier lifestyles and advances in medicine means we are all living and working for longer. Many employees welcome the opportunity to work and contribute beyond the traditional age of retirement however this does present some challenges to employers. Health policies, flexible working & evolving job roles are all aspects of HR that must be taken into consideration when preparing for the long term future of your employees.
  • The modern workforce is more mobile than ever before. Between 2013 and 2015, Gartner predicted an increase in mobile workers of nearly 30% globally. Matt McGinnis, Senior Director, Product Marketing will discuss the importance of cloud communications in supporting this shift and how IT can support an ever growing and dynamic mobile workforce.
  • In 2015, Millennials surpassed Gen X as the largest generation in the U.S. workforce. By the year 2020, they will comprise half of all employees. As Millennials continue to grow in the labor market, what are the new table stakes to recruit and retain top talent?

    This webinar explores how and why a one-size-fits-all approach to benefits has evolved to the ‘one-size-fits-one’ model. Recent cultural shifts – including the technologies we use, the roles and definitions of families, and valuing work/life balance over income – highlight the growing importance of offering benefits that meet the individual needs of each employee’s life situation. Join us to learn if your benefit offerings are meeting the new table stakes to recruit and retain top talent.
  • Whether you’re investing in a global initiative or just want to better understand global trends, this complimentary TAPFIN webinar will provide expert insights to help navigate you to success.

    We’ll share our latest Quarterly Market Report – an analysis of current trends, opportunities, global market indicators and considerations for tracking talent globally, with an emphasis on how these market conditions can impact hiring activity and business outcomes. The webinar will also provide insights into which market dynamics have the most impact on workforce activity and how best to measure that workforce activity within your organization. This quarter, we will be joined by Subject Matter Experts in diversity hiring to discuss how perspectives and objectives shift by market and by industry, highlighting some of the best practices and solutions to achieving desired outcomes.

    As organizations increasingly recognize their global workforce as means to improving business performance and efficiency, it is important to have visibility into what is happening both inside and outside of your organization with regard to workforce activity and performance. Subject Matter Experts Vincent Rossy, CEO of CorTech LLC and Paul Neto, VP of Global Staffing Services will join us for a discussion on driving competitive advantage through workforce analysis.
    By participating in this webinar, you will learn:
    •How organizations are defining diversity objectives
    •How diversity needs vary by market and by industry
    •How best to achieve or expand diversity initiatives
  • For MBTI Step II practitioners. We have recently created some new approaches to MBTI Step II interventions, making it easier to deliver high impact and memorable team development as well as individual coaching. Our new MBTI Step II Qualifying Programme features a host of new resources, exercises and tips, which are also available to existing MBTI Step II practitioners free of charge, alongside several new products designed to facilitate MBTI Step II work. With the help of case study examples, MBTI experts Penny Moyle and Gil Parsons use their extensive knowledge of the MBTI framework and passion for Step II to explain how Step II practitioners can get the most from these latest innovations.
  • There is a large amount of literature on happiness and the importance it has on our lives and work. There have been various studies into the connection between happiness in the workplace, learning and productivity and the general well-being of staff and individuals. This introductory webinar will introduce the neuroscience of happiness and the connection to creating a positive culture and how using humour as a cognitive tool helps create adaptable, resilient teams.

    In this webinar you will explore:
    - What is Laughology – The science and psychology of motivation, emotions, happiness and humour
    - Why happiness, humour and laughter is vital in all workplaces
    - What does happiness really mean for organisations
    · How a happy workforce is more flexible to change
    · Humour as a system for processing information and being positive
  • According to recent research by Oxford University, 47% of jobs in the US are at risk of automation in the near future. But what do the technological trends behind this assertion mean for the talent models that underlie the success of organisations today?

    In the first part of this webinar we will take a more nuanced approach to the topic of future employment, considering in detail how human-computer interaction will become the defining aspect of the future of work. We will then look ahead to the talent models of the future and consider how the traditional practices of recruit, develop and retain will need to be transformed.
  • Everyday huge amounts of money, time, and energy are wasted on unproductive activities. Everyday managers make subjective calls using old data and hearsay. Everyday people change jobs because they don’t feel they are acknowledged. Everyday companies fail because they can’t adapt to changing conditions.

    At RESULTS.com we believe that the same things that drive athletes can drive better business results. We believe business can be made more like sport - more fun, more fascinating, and more fulfilling. Take a look at today’s best workplaces, they get this, and they have a great company culture – outperforming their competitors by 200%. Listen to what our CEO, Ben Ridler, has to say about the future of work and how RESULTS.com plans to change the way we all view work.
  • Last month’s General Election result came as somewhat of a surprise, with a Conservative majority victory. After formally setting out their agenda, the next five years under David Cameron’s stewardship are still likely to see significant changes to social and economic circumstances and legislation that will undoubtedly result in the need for HR to adapt.