Today’s operating environment demands that companies turn talent acquisition into a competitive advantage, and artificial intelligence is key a stepping stone toward this goal. In this article, I draw on my more than two decades in HR tech as well as the expertise of other leaders to explain: In this article: How AI transforms every phase of talent acquisition. AI best practices for executive talent acquisition. How to prepare for AI talent acquisition rollout. MORE

1 global online influencer in talent management. #6 Fistful of Talent. Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? Social Advantage (Management 2.0 developing social capital). SuccessFactors Performance and Talent Management Blog. The Head of Talent Role: Challenges and Opportunities for Talent Managers / 4. Labels: HR role , Talent management. MORE

New employee onboarding is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly. In Fortune 500 companies, it has been estimated that 500,000 new managers transition into new roles or companies each year. Managers begin new jobs every 2 to 4 years on average. Common wisdom and research indicate that new employees get about 90 days to prove themselves in a new job. Paycor Perform. MORE

The current talent environment is one most HR professionals have not seen before. Between 2017 and 2027, a talent shortage of 8.2 In an HR Exchange Network survey, we asked respondents this question: does your company have a formal succession planning strategy that focuses on long-term goals, hiring, and talent retention? The Transformation of Talent Management – Download here. This is critical when looking at and planning for talent development. MORE

Every employee has a desire to do great work. Companies need to create an environment where employees can achieve great work. Many companies have great intentions, but the way they go about them is all wrong: Most companies focus on improving employees’ weaknesses when they should be focusing on their strengths. This is incredibly important to having a high-performing team. When levels of arousal become too high, performance decreases. MORE

High employee engagement has been the Holy Grail for talent development during the past few decades. Getting employee engagement right translates to higher productivity, employee retention, and many other intangibles for an organization. In fact, what is becoming clear is that a positive, thriving organizational culture most often translates into high engagement. Maybe you have the wrong employee profiles for the problems they are solving. MORE

How many times have you sat through your performance review and felt like it was a box-ticking exercise? This approach to performance management may have worked 20 or even five years ago, but workplaces have changed. Globally, only 13% of employees are engaged in their jobs. In fact, actively disengaged workers worldwide continue to outnumber engaged workers at a rate of nearly 2 to 1. How do you monitor and assess performance? MORE

After years spent complaining about performance management, companies are finally redesigning this critical, yet much maligned, part of human capital management. Here’s a quick snapshot of what the real revolution in performance management is about based on my experience working with hundreds of companies. The revolution taking place in performance management is a result of companies realizing that performance management is not a single activity. MORE

Calibration talent reviews involve multiple managers and organizational stakeholders coming together to discuss and evaluate employee contributions as a group. They are frequently used to guide performance assessments, compensation decisions, or succession management processes; in essence, an exercise in group decision-making. The following are four specific findings that are particularly relevant to improving calibration talent reviews. MORE

CHRO Hein Knaapen shares how ING developed its Orange Code based on three employee practices and the success that followed. Here, Knaapen discusses the development of the “Orange Code” and its impact on culture, performance management, and leadership development as well as the new talent initiatives that he is banking on as a real value driver for 2019. This exercise included outreach via mail, conferences, and individual conversations. MORE

Will your performance score really reflect your actual performance? Employees have long been losing sleep over rankings-based annual performance reviews that clumsily grade employees on their work performance over the course of the year. Managers have suffered through overly complicated performance management concepts that come with so much paperwork that the annual review has become a box-ticking exercise. MORE

New employee onboarding is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly. In Fortune 500 companies, it has been estimated that 500,000 new managers transition into new roles or companies each year. Managers begin new jobs every 2 to 4 years on average. Common wisdom and research indicate that new employees get about 90 days to prove themselves in a new job. Paycor Perform. MORE