The Opportunity:

While a growing number of companies are embracing new technologies and setting more strategic goals for talent acquisition, our research reveals that many are still relying on outdated and ineffective processes. In order to drive business outcomes, organizations must rethink the way they identify, attract and hire talent.

The Insights:

1. Plan and prepare. This includes establishing a strategy that includes employer branding and candidate relationship management, and analyzing talent needs and resources.
2. Identify and evaluate talent both internally and externally.
3. Acquire and onboard new hires and engage employees in the company culture.

The Research:

• Over 60% of organizations cited strengthening employer branding as a top priority
• Over 60% of organizations plan for talent needs quarterly
• Nearly 70% of organizations are measuring the candidate experience.

Our empirical research is supplemented by personal stories of success and failure from talent acquisition, HR and business leaders, and case studies from our Excellence Awards Program. The research offers actionable guidance to assess current “as is” state, define desired “to be” state, and plan for implementation of a high-performance approach — an approach that has a measurable impact on the business.

Sample Research:

Executive Summary

Optimizing the Business Impact of Talent Acquisition

Research Brief

The True Cost of a Bad Hire

KnowledgeGraphic

The Impact of Next Practices in Talent Acquisition

KnowledgeBlast

The Power of Integrated Talent Acquisition Technologies

Executive Summary

The Tools

We don't stop at the research. We know that applying it in the context of your business and culture makes the real difference. To this point, we offer frameworks and other tools, consulting and advisory services, and live and virtual strategic workshops, to ensure your success.