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.
  • 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.
  • 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
  • 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.
  • 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?
  • 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.
  • 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
  • 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.
  • 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.
  • The workforce landscape is rapidly changing – the rise of the contingent worker dramatically enforces this. In Western Europe, up to a third of workers are not full-time or part-time employees.

    Instead, they are contractors, freelancers, temps, agency workers, outside vendors working on projects, or other types of contingent workers.

    In this session, learn about the seismic shift away from permanent staff; what is driving individuals to take up non-permanent positions, what this means to HR, and how best to manage and integrate in to a total workforce strategy.
  • Integrating the intercultural perspective with insights from MBTI enables coaches to take account of both nature and nurture in their work with coachees. We will use a case study to illustrate the benefits for this approach; the practicalities of how to incorporate the two assessments in coaching and we will provide highlights research using the two assessments in a large international sample.

    Betsy Kendall is Chief Operating Officer at OPP, an MBTI expert who oversaw the development and standardisation of MBTI Step I across European languages. She is the author of the European MBTI Step I Manual Supplement and co-author of MBTI and Culture. She is a Chartered Occupational Psychologist and an Associate Fellow of the British Psychological Society.

    Professor Philippe Rosinski is a world authority in executive coaching, team coaching, and global leadership development. He is the first European to have been designated Master Certified Coach by the International Coach Federation. The Harvard Business School chose his ground-breaking book Coaching Across Cultures as its featured book recommendation in the category of business leadership. His latest book Global Coaching has been described as “having moved the art and science of coaching to a new level.
  • 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?