Talent

For centuries, organizations have relied mostly on traditional sources of talent, but now and in the years to come that trend will turn on its head. Change is no longer coming, it is here, and the way we look at, procure and manage an organization's most valuable asset will never be the same.

Prior to the pandemic, the introduction of automation and AI processes allowed for better candidate pool targeting and screening. The pandemic highlighted the need to find a balance between these technologies and a more human-centric approach, where candidate engagement is prioritized. We need to treat candidates the same way we treat customers, first attracting them with a strong employer brand and then guiding them through a process that reflects the alignment of company and their personal values.

A streamlined, efficient, clearly communicated onboarding process is crucial to finding — and keeping — the hard-won contingent talent your organization has added to your team.

Creating schedules that work for everyone is hard, and maintaining them on the fly can be even harder. But being an employer that masters scheduling challenges can be a significant competitive advantage when it comes to hiring and retaining top talent.

Discover how data can be used to predict if and when an employee may decide to leave your organization. By knowing what to track, employers can start preparing ahead of an employee departure — and perhaps even fix underlying issues before employees decide to leave.

The Great Resignation is underway, but with the right approach to understanding staff needs and addressing key concerns, it's possible to minimize the impact of changing workplace expectations.

In this piece, Amy Leschke-Kahle discusses the importance of collaboration between employees, which can improve engagement through a cohesive company culture that prioritizes frequent connections, encourages feedback and provides everyone easy access to information.

In this article, Amy Leschke-Kahle gives her unique perspective on how work is changing and what it means to be a leader in the next phase of work.

Learn why personal pronoun identity is an issue of growing importance in diversity and inclusion efforts, and consider these six best practices as you help direct your organization in this area.

"The corporate sector has to find a way to entice women back into the workforce and make the transition as easy as possible. They can't expect women workers to flip a switch and get right back into it, especially if their kids aren't yet in school." - Nela Richardson, Chief Economist at ADP