Brandon Hall Group Research Published June 29-July 5

Human Capital Management Research

Last week Brandon Hall Group published 16 pieces of research – 2 major research studies, 1 executive summary, 5 technology case studies, 1 solution provider profile, 3 answers to questions from a Brandon Hall Group member, and 4 research-based blogs.

In this blog, we will make public some of these reports (click on the links) as a way for non-members to familiarize themselves with our research:

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Here is an overview of research released the week of June 29-July 5.

Major Research Reports

Optimizing the Business Impact of Talent Acquisition

This white paper provides insights into Brandon Hall Group’s latest talent acquisition survey. Written by Madeline Laurano, VP and Principal Analyst for Talent Acquisition for Brandon Hall Group, the paper examines research findings on talent acquisition, looks at the various maturity levels of talent practices, and includes the High Performance Talent Acquisition Business Impact Model.

Executive Summary: Optimizing the Business Impact of Talent Acquisition

This executive summary provides a high-level overview of the white paper, Optimizing the Business Impact of Talent Acquisition, by Madeline Laurano, VP and Principal Analyst for Talent Acquisition for Brandon Hall Group. The paper summarizes research findings on talent acquisition and includes the High Performance Talent Acquisition Business Impact Model.

HCM Technology Trends for Talent Management

This KnowledgeBlast focuses on the technology trends surrounding the talent management discipline. For example, 54% of organizations that replaced a talent management solution in the past two years did so to add new capabilities or functionality. In addition, the report looks at reasons for automation, impacts of technology implementation, and how people research new technology options.

Technology Reviews from Brandon Hall Group Excellence Awards in Technology


This awards technology review focuses on the UNCOVER analytics tool from Vestrics. This North Carolina-based provider was founded in 2004 and supports clients across retail, automotive, energy, and financial services sectors. This earned Vestrics a Bronze Award for Best Advance in Learning Management Measurement and Business Impact Tools in the 2014 Technology Awards.


This awards technology review focuses on the Dayforce application from Ceridian. This Minnesota-based, $914 million provider supports more than 75,000 customers. This earned Ceridian a Bronze Award for Best Advance in Unique HR or Workforce Management Technology in the 2014 Technology Awards.

Job App

This awards technology review focuses on the Social Recruiting Platform from JobApp. The provider, founded in 2007, supports more than 300 clients in 20,000 customer locations across the United States. This earned JobApp a Bronze Award for Best Advance in Recruitment Marketing Technology in the 2014 Technology Awards.

Klick Health

This awards technology review looks at the Candidate 360 tool from Klick Health. The Toronto-based provider has revenues of $100 million and serves companies in the healthcare, biotechnology, and pharmaceutical industries. This earned Klick Health a Bronze Award for Best Advance in Candidate Experience Management Technology in the 2014 Technology Awards.

American Express

This awards technology review looks at the learning tool, Enterprise Social, used within American Express. The company is a $154 million provider of luxury services for 25 markets across the globe. This earned American Express a Bronze Award for Best Advance in Social Learning Technology in the 2014 Technology Awards.

Solution Provider Profiles

Blatant Media

This solution provider profile features Blatant Media, which offers the Absorb LMS. The unique features of this system include ease of use, an additional toolkit for learner engagement, and responsive mobile design via HTML5. Blatant Media is a Brandon Hall Group SmartChoice provider and is highlighted for its value. The company is based in Calgary and supports more than 650 companies, including the US Department of Energy, Fujifilm, and IMAX.

Members Ask; Our Analysts Answer

One great benefit of Brandon Hall Group members is the ability to ask questions of our HCM analyst team and get quick answers, usually within 24 hours. The questions answered this week included:

  • Who is using the Agile approach for learning development? What works or not? We often use Agile to development software but not other types of deliverables. Wondering if others have been able to use it for a non-software product?
  • Do you have stats on the average $ spent on training by employee?
  • Anybody out there using jive or similar social platform for L&D? I’m in the process of adapting a leadership development curriculum from minimally blended into a full-fledged social curriculum.

Research-based Blogs

The Team Leader’s Organizational Impact

Does a team leader really have that much of an effect on team performance? The answer is a resounding, “Yes!” Our data shows that manager engagement has a distinct effect on employee engagement and overall performance. In today’s blog post from the SHRM Conference in Las Vegas, Ben Eubanks shares insights from the event, some of the latest Brandon Hall Group research, and how those intersect.

Urgent Demands for Today’s Leadership Development

Leadership development remains a top business priority year over year, but the specific drivers and opportunities shift over time. In today’s blog post, Laci Loew shares insights from the latest Brandon Hall Group Leadership Development Study. Some of the key items include calls to action around leadership development, demographics changes, and the role of analytics within the discipline.

Do You Hear What I Hear – #SHRM15 Reflections

This week the SHRM conference in Las Vegas had some key themes that ran throughout the event. In today’s blog post, Mollie Lombardi shares some of those that she picked up on, including the core HR work that needs to get done within organizations, the opportunities for fitting technology and process together, and more.

Strategic Human Resources Practices in Action

In a final piece of coverage of the SHRM event this week, analyst Ben Eubanks looks at HCM strategy and the perception based on conference coverage of this concept. In addition, he highlights two companies that used human resources strategies to help solve business problems, offering a “real life” perspective of what is often taught as an abstract concept.

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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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