Additional White Papers
Taleo also provides additional talent management information online. Explore our broad knowledge base that includes reports, articles, and technical briefs from Taleo, and from leading industry analysts.
Modernizing Staffing in the Federal Government
A national challenge for all Government offices is how to stay competitive in the labor market and how to brand oneself to compete against more recognizable companies in the private sector. How can government win the war for high performing talent? This will require significant changes in leadership culture and attitude, systems and technology, and accountability and metrics. Presenter Robert Bleimeister, Director of Business Transformation for the U.S. Army, discussed the current state of staffing in federal government and made recommendations for change.
Winning Retailers Challenge the Economy and Invest in Talent Acquisition
Talent Acquisition is a strategic aspect of Human Capital Management, even during challenged economic times. Organizations seeking a competitive advantage are focusing on effective processes, and tools as part of their commitment to talent management and acquisition. Defining the requirements, ensuring organizational buy-in, and selecting the right technology or process providers are the keys to successful talent acquisition management within a retail organization.
Creating a Recruiter Competencies Toolbox
What are the key characteristics of a successful recruiter? How
should they relate to the company's culture? What can human
capital leaders implement to ensure their recruiting teams are
the best at attracting top talent?
Possessing a varied combination of education, skills and
abilities on a team helps to create diversity in both process
and outcomes. The baseline of competencies, though, must be
embedded in the organization's culture and in each team member
and yet take advantage of technology. What should be in the
competencies toolbox for recruiters?
Achieving Success in Global Technology Implementations
This HCI eBrief sponsored by Taleo outlines the business drivers and steps to success for integrated talent management on a global scale. Research shows that companies who implement HR technology outperform in total return to shareholders, annualized return to shareholders, and revenue per employee.
How Smart Retailers Leverage Talent for Profitability
Have you determined how to retain your best talent and strategically develop and match energized talent with critical positions needed by the organization? Do your customers come back and promote your brand because of your retail talent? Does your talent drive changes needed for your customers? Since talent is fundamental to customer loyalty in the retail business, discover successful approaches a leading retailer took to address these challenges.
Engagement Before Day One - Online Processes Behind Practical Onboarding
Whether your customers or your talent have a good experience that evokes a feeling of connectedness, it's rarely by accident. Onboarding processes that are carefully designed for ease of execution can also engage your talent before "Day One." Engagement leads to productivity and retention of critical talent. All this relies on onboarding and assimilation processes that are embraced and brought to life by stakeholders and supporting technology.
Getting More for Your Money: Leveraging Technology to Improve Your Employer Brand
We often hear about the need to continually attract, motivate and retain our employees. Many of us tie these issues to our employee brand and continually strive to become an employer of choice. But are we missing out on opportunities to utilize technology to improve our brand and solidify our place in the global market? Technologies that are already being utilized by your company can assist you in maintaining brand integrity and driving employee engagement.
Lessons from the 2008 Presidential Campaign: Utilizing Mobile Communication to Reach Candidates and Engage Employees
Savvy recruiters have used email technology to reach current and prospective employees. See how political campaigns now use mobile content with wallpapers, ringtones, and even an SMS alert service for local events, updates, and other tidbits to keep supporters involved and immersed.
Integrated Onboarding Drives Alignment: Best Practices for Onboarding Design & Implementation
Often seen as a process to assimilate new hires, onboarding can be used as a tool for knowledge transfer, engagement, retention, and development. When onboarding is owned by multiple stakeholders, the outcome moves beyond engaged talent and aligned goals, to accomplish optimal talent and organizational performance.
Beyond Burn and Churn: Protecting Your High Performers from Career Burnout
Many are trying to do more with less. We are experiencing layoffs and hiring freezes, working with smaller and more streamlined teams. Our high performing employees are more important to us than ever in this economic climate. Are you protecting employees from burning out and leaving for greener pastures?
Designing and Implementing an Employment Image: Federal Talent Branding
Energized, enthusiastic and talented people want to join your federal agency or department. They are passionate philanthropists. And they have friends and colleagues to refer for other job opportunities. Attract top talent to your organization and move toward becoming a preferred employer.
Maintaining Brand in a Recession: How Your Talent Distinguishes the Customers' Experience
Key for retailers riding out a recession is managing and maintaining their brand—those who leverage their talent to bring their brand to life are seeing successful results. When customer service and experience are the major brand differentiators, retailers are communicating and executing their brand strategy at the front line.
Leading Effectively: What is Your Global Management Style?
Managers and executives must build and maintain strong and high performing teams. Do you know what it takes to effectively work with the individuals who are the key to developing and marketing products and services that yield higher value to your customers?
Applying the Baldrige Criteria for Performance: Excellence to Talent Management
As talent management increasingly supports the business plan, a bigger view of performance is essential. Companies that consistently perform put a strategic system into practice that drives the entire organization to results have been frequent winners of the Baldrige Quality Award and outperformed the S&P 500 by four to one.
Are You a Good Interviewer? Top 10 Interviewing Skills
Recruiters interview job candidates. Yet rarely are they formally trained or evaluated on this skill. Job interviews are notorious for not predicting whether a candidate is equipped to be successful. Research suggests most organizations would have better luck choosing whom to hire by flipping a coin.
"You had me at hello." - Executive Engagement Through Effective Onboarding
When new and re-deployed leaders are asked to ramp up within 30 days, and their engagement, productivity, and retention is on the line, effective onboarding is critical. Whether a leader is hired or re-deployed internally, a new leader has a huge impact on talent.
College Recruiting and the Federal Government: A Partnership for Success
What exactly do today's college students want from a potential employer? How can federal agencies and departments promote their competitive advantage on campus? Robert Lavigna, Vice President of Research at the Partnership for Public Service, and Kortney Kutsop, Key Account Manager at Universum, discuss those questions and more.
Being Really Strategic: Integrating Talent and Business Performance
Talent potential not only impacts what your strategy is but whether you can achieve it. Companies that achieve their strategic objectives depend on performance scorecard metrics so their talent clearly understands what they contribute to results. When organizations integrate talent management into business performance they drive value creation for talent, customers, and shareholders. This e-brief covers how leading companies link industry challenges and business direction with talent capabilities and their dashboard measures of progress.
Recruiting by Relationship to Fill the Candidate Pipeline
A recent global study found that managing talent is the most critical HR challenge workwide. Learn best practices for sourcing candidates in this important document:
- Use trusted personal and professional relationships.
- Use online communities to reveal untapped resources.
- Upgrade your career site to benefit job seekers and your company.
- Use advanced software to enhance your search, sorting and filtering capabilities.
Unified Talent Management and the Holy Grail
Fitting the right person to the right job at the right job has long been the Holy Grail of workforce optimization. Read this article and learn how to achieve this goal:
- Leverage technology to follow a rigorously disciplined approach.
- Learn your people's strengths—so you can enable them to reach their potential.
- Build a talent pipeline model.
Down Economy Offers Upside Opportunities
Recessionary times don't necessarily mean a poor job market. Successful talent management strategies deliver the twin benefits of lowered costs and increased productivity. Read this paper and learn the secrets to success:
- Mitigate turnover.
- Use an automated recruiting platform to manage a higher applicant flow.
- Merge your recruiting, performance management and succession planning processes.
- Drive improved business performance.
All Aboard the Clue Train: How Performance Management Ensures That Every Employee Is Advancing Your Company's Interests In a down economy, it's vital that employers move beyond guesswork to arrive at an accurate assessment of their employees. All Aboard the Clue Train: How Performance Management Ensures that Every Employee Is Advancing Your Company's Interests provides timely guidance for SMBs on selecting a performance management system and creating a pay-for-performance culture. Affordability, online vs. paper-based systems, and integration with recruiting are factors in the evaluation.
Quality of Hire: Proven Practices
Whether you measure it or not, your business performance is tied directly to the quality of your workforce. Real improvement starts at the source by maximizing the quality of each individual hire. Achieve success by focusing on the process.
Skills-Based Recruiting: A Recruiter-Driven Process
When skills-based recruiting first came up on the radar, it was all too easy to dismiss it as just another management fad. Since then, this new approach has proven its value—especially as recruiters try to manage the avalanche of candidates caused by mass layoffs.
Why Profile-Based Recruiting Is the New Gold Standard
A profile is any collection of relevant information about an individual that’s stored in a structured database. To a recruiter, a profile is a unique file containing all of a candidate’s personal information. A profile-based recruiting system lets each candidate create and maintain a personal profile on a company’s careers website.
Managing Global Deployments
World economy expansion and a decline in working-age population have intensified global talent competition. Multinational organizations must attract and retain the most qualified candidates in each operating region. Growing demand in emerging markets and lower labor costs mean offshoring operations. Selecting a global talent management solution requires a detailed business requirement evaluation. Implementation requires extensive planning and preparation. Read case study examples of success and learn the importance of these key areas:
- Business Goals and Objectives
- Organizational Readiness
- Project Planning
- Implementation
- Post Implementation
Finding Top Talent: To Grow Big You Have to Go Small
The struggle to find top talent continues to be an obstacle to growth for many companies. Learn how to overcome this barrier in this paper:
- Be picky and look for quality, not quantity.
- Use smaller, specific networking web sites to find qualified candidates.
- Build a list of niche sites that meet your needs.
Talent Management International: The Keys to Global Success
Global companies design products in Bangalore. Manufacture in Guangzhou. Distribute through Long Beach. Processes are seamless, instantaneous, and 24x7. At every stage, talent is crucial. Success depends on managing your talent supply and demand across multiple borders and time zones.
Staffing Topologies: Mapping Staffing Processes for Complex Organizations
Talent is the primary differentiator for high performance companies. They use similar talent management strategies to align workforce with business — enabled by technology and driven by metrics and processes. Yet, each organization's staffing landscape defines a unique staffing topology, much like a fingerprint. Learn how the marketplace influences organizational change and how topologies reflect it. Read more about:
- Elements of a staffing topology.
- Putting staffing topologies to work.
- Staffing topology case study.
- Tools and best practices.
Performance 2.0: Where Talent Drives Business Performance
The world of Human Resources is undergoing a revolution. Read this paper and learn how to stay at the top of the game:
- Drive a talent management mindset throughout your organization.
- Leverage technology to help drive success.
Succession Planning Through the Ages
In the Talent Age, succession is not just for the leadership team—it’s a strategy for everyone. With a platform that supports unified talent management, you can employ the principles of supply chain just as successfully with people as they’ve been used to power world-class manufacturing.
The Staffing Value Chain: The Role of Staffing in Driving Shareholder Value
Agile organizations succeed in the market. Because they can rapidly realign their workforce to increase productivity, enhance brand equity, and drive shareholder value. Using talent management, they seize opportunities to assess, acquire, and deploy people to grow their business – regardless of complexity, language, or cultural boundaries. See how industry leaders gain strategic advantage and demonstrate immediate results. Learn more about:
- Value creation potential of talent management.
- Costs of low-quality staffing processes.
- Contributions to productivity and retention.
- Risk reduction through consistent processes.
- Problems with traditional methods.
- Increased shareholder return.
- Real-world implementation examples.
- Guidelines for talent management selection.
Unified Talent Management: The Platform is the Service
Technology discussions these days sound more like weather reports with all the talk about cloud computing. Like real clouds, the shape of that technology keeps changing with the winds. Are these new concepts? Not really. Think online access with no software or hardware to buy.
The Financial and Operational Impacts of the Hourly Hiring Effect
Some organizations hire hundreds or thousands of hourly workers each week, often without any insight into the collective effect on the financial performance, productivity, and brand. Due to large populations of hourly workers and high volume hiring needs, they may be losing tens of millions of dollars annually due to the Hourly Hiring Effect. What’s the antidote? The right combination of configurable technology, robust functionality, and expertise provides:
- Compelling and positive candidate experiences.
- Single platform for hourly, professional, and contingent labor.
- Wide variety of scientifically validated behavioral assessments.
- Visibility and consistency across all locations with a robust reporting.
- Integration of background checking and tax credit screening.
- Staffing processes that are right for your organization.
Workforce BPWP: The Future of Talent Management
Talent management is a comprehensive set of processes designed to manage a company’s greatest asset: people. The applications needed to support these processes are defined differently by industry analysts and consultants, but the majority includes: recruitment, performance management, competency management, succession management, career development, and compensation.
Leveraging ERP HRIS Investments with Best of Breed Staffing Management Solutions
Enterprise resource planning (ERP) systems are used in HR departments to manage employment lifecycles and workforce planning. Beginning with hiring and ending with headcount, these events fit the traditional ERP transaction architecture. However, they do not support real-time talent initiatives. Should talent management become part of an ERP strategy? Or is a focused talent system with seamless integration a better alternative? The answer lies in process. Learn more about these key topics:
- ERP systems provide critical transactional human resources management.
- Collaboration is the key to a successful hiring process.
- Driving relationships rather than transactions.
- Staffing processes fuel enterprise productivity—but require real-time data propagation.
- The benefits of a best-of-breed staffing process management approach.
Research Survey Says: Revisit Your Performance Management Practices
In a down economy, most organizations believe that retention of top talent is a major priority. They look to avoid replacement recruiting costs and lost productivity. With transparent internal mobility and well defined career paths, a company can retain high performers and increase productivity—even in uncertain times.
Can Pay Really Make the Difference?
Most HR professionals know the key reason employees leave is due to a bad manager, right? But if this is the case, why do we spend so much time on compensation? Next to interpersonal relationships, feeling undervalued is the number one reason people and groups underperform.
360 Degree Candidate Screening
Estimates over the past decade paint a distressing picture of corporate risk in candidate hiring. How do you reduce risk, perform due diligence, and get the most qualified person for the job? This goal can be reached with 360 degree screening—a four tier approach.
Focus on Process to Reduce Your Recruiting Costs
In good times, trimming operational costs is an ongoing goal. In tough times, it’s a necessity. Growth increases headcount in good times and opportunistic or replacement hiring happens in a slow business cycle. Creative recruiting strategies provide the opportunity to reduce recruiting costs while powering exceptional business results.