Read this eBook to learn how SuccessFactors offers a full suite of talent solutions to help you:
• Attract, engage, select, and hire the right talent
• Get your new hires up to speed in record time
• Provide continuous performance management
• Reward and retain your top talent
• Identify and anticipate talent gaps
• Provide learning anywhere, any time
• Get content as a service
• Harness the power of collaboration
"There is a correlation between employee turnover and profitability. The lower the turnover, the higher the profitability. Your ability to hire the right talent at the right time at the right salary ? and retain them will be the key to your success.
Download this guide to see how you can jump off the hire/rehire treadmill; attract and hire the best talent and get them working productively over the long term.
Alice Bluebird, a quirky security analyst for hire, is hunting down a nation state of hackers thirsty for the recipes of Frothly, a cutting-edge craft brewery. Follow Alice as she works to solve the mystery of the breach. Did she catch the incident before the hackers managed to steal Frothly’s super secret formulas? Did the hackers act alone or — scarier yet In this light hearted graphic novel “Through the Looking Glass Table”, discover how machine data, as well as an analytics-driven platform, log management, SIEM, UEBA and SOAR solutions, can help anyone — IT managers and sophisticated SOC analysts — better understand and respond to incidents, breaches, phishing attempts, insider threats and more.— did they have help from the inside?
Organizations face onboarding risks of BYOS (Bring Your Own Service) as they hire new employees that bring their own cloud services into the work environment. Risks facing IT and security teams include protecting corporate data and defending against modern threats. While IT and Security teams want to adopt modern cloud applications and increase business agility, they also want to implement visibility and monitoring to protect corporate data and comply to security policies. This session will highlight how new methodologies available today enable organizations to discover sanctioned and un-sanctioned cloud services that are being used within their organization, and how they can apply consistent security policies across the public and private cloud to protect corporate data and conform to compliance policies.
Published By: Workday
Published Date: Apr 30, 2019
Aligning your workforce plan with greater business objectives doesn't have to be a struggle – especially when you get the basics right. This whitepaper outlines the 10 fundamental steps for creating an effective strategic workforce plan and how technology can help put it into action.
Making the right talent management decisions requires a specific understanding of what talent management actually is and does. The goal of a talent management program is to create a highly responsive, high-performing, sustainable organization that meets business targets.
Finding talented candidates can be challenging. Automating recruiting can improve candidate quality and increase efficiency. This paper outlines how to reduce time to hire by 50%, reduce cost per hire by 70%, and hire quality people.
First impressions with your company matter, both for your new hire and what they’ll share about your employment brand. A formal onboarding programs provides a big impact, which is why they are one of today’s hottest trends.
Onboarding takes enthusiastic new hires and rapidly engages and connects them to the life of the organization. That engagement leads to employee commitment, and their commitment leads to accomplishment.
Healthcare payers need to think cost effectively to accomplish the goals of recruiting and retaining top talent, providing excellent patient care and consolidating healthcare with partners. Updating talent acquisition tactics and technologies doesn't have to be expensive. Find out how Best-in-Class companies recruit, hire, on board, and retain employees.
Published By: Brainshark
Published Date: Aug 02, 2017
Onboarding – every company does it, but a shockingly few do it really well. In fact, The Sales Management Association found that after sales onboarding is complete, 1/3 of reps still lack proficiency in up to a dozen key selling skills.
That’s a LOT of training that goes in one ear and out the other. At best, this leads to slow ramp times for new reps that take far too long to start closing deals. At worst? Your turnover rates skyrocket, forcing you to start all over with a new batch of hires.
So the question is – how do you break the cycle and onboard salespeople in a way that actually works? This exclusive eBook provides 6 steps to better sales onboarding
“It’s not what you know. It’s who you know.”
We’ve all heard the phrase. We all understand there’s truth to it. But ask yourself: would you recommend
or hire everyone you know? No way.
Having the right connections is important to advancing your career. But it’s only half the battle.
What really creates opportunity is defining your personal brand to your employer, to your network, to the
market. It’s taking that moment when you make a great impression and scaling it to the larger world.
This guide presents different approaches real professionals are using to build their brands. You’ll see tips
and strategies that you can use to become an in-demand finance leader, including a system we developed
called the ROLE Model of personal branding.
In the age of effortless connection, cultivating a personal brand is essential. It’s not just who you know.
It’s what they know you can do.
There’s an alarming digital divide within many companies. Marketers are developing nimble software to give customers an engaging, personalized experience, while IT departments remain focused on the legacy infrastructure. The front and back ends aren’t working together, resulting in appealing websites and apps that don’t quite deliver.
We’ve arrived at this misalignment for understandable reasons. Previously, most chief information officers (CIOs) were hired to digitize and bring order to companies’ internal systems and processes. They saw websites as marketing channels and were happy to let chief marketing officers (CMOs) oversee that province of technology. They had, and still have, plenty to do just to keep internal operations running smoothly. Marketers soon got into the habit of developing not just content, but also software programs to better reach and transact with customers. But now that websites and apps are becoming cornerstones of the business, the stakes are too high to al
Published By: Location3
Published Date: Feb 07, 2019
Roughly five years ago, an industry shift occurred in franchising that saw many franchisers and their respective marketing teams hire multiple agencies, partners and vendors to conduct various marketing programs on their behalf.
Integrated Talent Management: Improving Business Results through Visibility and Alignment: Research shows the vast majority of organizations have only achieved integration across two or more elements of talent management, those that have are reporting superior performance gains.
This paper provides insights into recruiting practices that enable acquiring and retaining a high quality workforce. Uncover new sourcing, assessment, process, and green opportunities to cut recruiting costs by quantifying the reduction of direct costs savings and benefits from technology.
Podcast interview with Gerry Crispin of CareerXroads and Peter Clayton of Total Picture Radio on how recruiters are using Web 2.0 technologies to recruit, brand, collect data, and strategize new avenues in today's talent landscape.
Check out the latest interview with Matthew Adam, Vice President & Chief Talent Strategist for NAS Recruitment Communications, and Peter Clayton of Total Picture Radio as they discuss several recruiting hot topics.
Check out the latest Total Picture Radio interview with Ronald M. Katz. Discussion includes how top performing organizations are using talent analytics to measure and manage individual performance against goals.
Published By: LexisNexis
Published Date: Mar 25, 2013
In 2010, Murphy & King recognized they needed to hire an experienced litigation support manager to assist the firm's growing litigation practice. Learn how they reduced client's expenses, increased profitability and obtained quality with E-Discovery.
In Aberdeen’s recent Pre-Hire Assessments: An Asset for HR in the Age of the Candidate, we learned that there isn’t a one-size-fits-all, pre-hire assessment approach to fit in with every company’s talent acquisition process.
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