Taleo Research White Papers
Taleo Research conducts primary research on critical issues of talent management and maintains a valuable library of talent management resources including whitepapers, reports, and studies.
Getting the Performance Edge: A Guide to Evaluating Performance Management Systems
Learn how integrated performance management systems drive effective talent strategies. Align employee goals with corporate objectives, engage employees with competency based development plans to increase productivity, help employees make progress towards their desired career paths, and implement performance-based merit increases.
Grow Your Own CEO In today's increasingly challenging corporate environment, where technological advantage is likely to be short-lived and product differentiation is increasingly indistinct, the retention and development of top talent is increasingly acknowledged as a critical source of competitive edge.
New Solutions for a New Economy There has been a shift in the way companies are valued by customers, shareholders, and the market. This shift is due to a new economic model that recognizes a company’s only sustainable competitive advantage: the talent that it brings to operate the business, drive innovation, and satisfy customer needs. This new value comes in the wake of a shift away from physical assets to talent assets as a key measure of corporate worth.
Talent Retention: Six Technology-Enabled Best Practices The importance of top performer retention is a topic that consistently leads in HR and business surveys alike. Notably, more than 1,000 CEOs were asked: "How important are the following sources of competitive advantage in sustaining your growth over the long term?" The number one response—chosen by 97 percent—was "access to, and retention of, key talent."
Recruiting: Reducing Direct Costs and Reaping Results 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.
Engaging Times - UK Employment Engagement Survey Results In 2009, talent management is faced with changing priorities and objectives. Challenges, now emerging as a direct result of the economic climate, are forcing businesses to cut costs and re-align their goals. In challenging times, the need for a clear view of corporate talent and tools to encourage employee productivity, morale and motivation becomes imperative. Looking closely at the HR tools and practices being accessed by employees and the visibility of career opportunities, this research explores the levels of engagement among workforces at a time when business objectives are being realigned.
Alignment Drives Employee Engagement and Productivity By a two to one margin, companies surveyed in a Taleo Research study reported the largest risk to their company's bottom line and brand is low employee engagement and productivity. Many drivers affect employee engagement and productivity. In fact it is hard to separate the two. Highly engaged employees are more productive, but, how do you keep employees engaged to maintain high levels of productivity on the job, even in a down economy? Learn how in this Taleo Research report.
Social Networking: How It Changed Recruiting and the Next Generation of Online Tools explains about the down economy and the new drivers of more effective recruiting. The talent acquisition environment in 2009 has changed dramatically from previous years. Anyone who wants to reach the best candidates must understand how Internet usage has changed with the growth of social networking, blogs, and Web 2.0 technologies like Twitter, Facebook, MySpace, and LinkedIn.
Unified Talent Management: Key for US Business Performance Businesses in the United States (US)—like their counterparts around the world—are under increasing pressure to optimize their business processes and assets. Today, businesses have fine tuned many aspects of business management. Manufacturing processes have undergone scrutiny to maximize efficiencies, finance departments depend on complex systems and comprehensive reporting, and IT activities are streamlined through technology developments that include software as a service (SaaS) application delivery methods.
Unified Talent Management: Vital for Australian Business Performance discusses how Australian businesses—like their counterparts around the world—are under increasing pressure to optimise their business processes and their assets. Today, businesses have fine tuned many aspects of business management. Manufacturing processes have undergone scrutiny to maximize efficiencies, finance departments depend on complex systems and comprehensive reporting, and IT activities are streamlined through technology developments that include software as a service (SaaS) application delivery methods.
Unified Talent Management: Highly Important for Canadian Performance explains how Canadian businesses—like their counterparts around the world—are under increasing pressure to optimize their business processes and their assets. Today, businesses have fine tuned many aspects of business management. Manufacturing processes have undergone scrutiny to maximize efficiencies, finance departments depend on complex systems and comprehensive reporting, and IT activities are streamlined through technology developments that include software as a service (SaaS) application delivery methods.
Unified Talent Management - Taleo Research Report (French language version) Businesses around the world are under increasing pressure to optimize their business processes and assets. Today, businesses have fine tuned many aspects of business management. Manufacturing processes have undergone scrutiny to maximize efficiencies, finance departments depend on complex systems and comprehensive reporting, and IT activities are streamlined through technology developments that include software as a service (SaaS) application delivery methods.
Unified Talent Management: A Global View analyzes the results of a global survey of more than 900 business professionals, predominantly from mid to large enterprises in five geographic areas: US, Canada, UK, France, and Australia.
Rx for Healthcare: The Value of Talent Management explains that even in the midst of a recession, healthcare providers are grappling with an ongoing talent shortage, fueled by a shrinking, aging workforce. For healthcare organizations, talent management is the answer to finding qualified talent, maintaining optimal staffing, retaining satisfied employees, enhancing communication and transparency, and carrying out the mission to provide quality care.
Recessionary Management from the Human Capital Institute and Taleo Research explains why HR leaders must make the right talent decisions today. Whether you are retrenching, maintaining, or expanding, the economic crisis promises to be a challenging time. Learn how you can get beyond survival to success.
The Talent Community Talent management has emerged as a key aspect of business management. Technology developments coupled with the need to achieve the next level of talent management results are combining to create a new opportunity: the ability to participate in and benefit from a talent community. This paper discusses the collective capabilities of the talent community and the added value community members achieve by being a part of this virtual entity.
Succession Planning: A Strategic Linchpin for Talent Management Technologies and processes can help you meet the challenges of succession uncertainty including vacancy, transition, readiness, and portfolio risks by applying core elements of succession planning. Find out how leading companies are putting succession into practice to benefit both the organization and the individual.
Ensuring a Perfect Fit: How Smart Screening Guarantees a Better Workforce alerts SMBs to fast and effective ways to cut through the clutter and identify the most viable candidates. Smart Screening assesses candidates electronically and ranks them by score, employing a combination of qualifying and skills evaluations and behavioral and background screening.
Are You A Gen Y Magnet? We recently hosted the “Are You A Gen Y Magnet?” webinar with Ryan Healy, the co-founder of Brazen Careerist. We received over 230 questions from the audience; they asked everything from: How much pay is important to Gen Y? to Do you think Gen Y has a responsibility to adapt to the rest of the world? Ryan has grouped these questions into 20 main categories, and answered them from his own Gen Y perspective. He also tapped into Brazen Careerists’ online Gen Y community and posed a few of the questions there.
Economic Downturn Does Not Equal Talent Management Downturn by Taleo Research, in association with the Human Capital Institute, reports what organizations are doing to address talent management challenges and whether the economic downturn is impacting plans or reducing today's unprecedented urgency for talent strategies to drive performance.
The Future of Talent Management: The Four Stages of Evolution examines the stages of maturity and further defines the future of talent management. It provides a practical tool to help companies measure where their applications and strategies fit in the Talent Management Maturity Model and also identifies opportunities and next steps for driving business performance.
The Human Energy Crisis: Technology's Role in Supporting Field Workforce, Hourly, and High-Volume Hiring Needs challenges small and medium businesses to employ new techniques and technologies to attain their hiring objectives. The labor pool is shrinking. With annual turnover exceeding 100 percent in some industries, not even a recession will resolve the difficulties inherent in finding qualified workers.
Unified Talent Management: Critical to UK Business discusses how businesses, like their counterparts around the world, are under increasing pressure to optimize their business processes and their assets. Yet the shortage of talent and lack of unified talent management systems and strategies are significantly and negatively affecting business performance.
Mission-Centric Talent Management: Empowering the Next Level of Results in Federal Government explains how innovative technologies that empower mission-centric talent management can drive a new level of results for constituents and employees. In this new model, HR stops being the owners of processes, forms, and compliance&mdashand becomes the strategic enabler of talent management processes.
Talent Management in a Down Economy explores the relationship between talent management strategies, processes and practices, and the advantages that can be gained by organizations coping with an economic downturn. Learn why talent management is the key issue for businesses worldwide and remains a central strategy in any economic season.
What SMBs Should Look for in an Applicant Tracking System summarizes the features that small and medium businesses need to more effectively source, track, report, stay compliant, and integrate their recruiting processes.
Sourcing in a Time of Scarcity summarizes the evolution of social networking as an aid to hiring. Small and medium businesses can now use online technology to cost-effectively realize the same recruiting advantages available to large enterprises.
Making Your Recruiting Process Faster, Better, and Cheaper enables you to answer these questions: Is your recruiting process running optimally? Is it efficient? Are you getting speed, effective spending, and quality hires? This paper and associated interactive tool enable you to assess your recruiting and receive a custom report by email—spotlighting your organization’s staffing process.
The Value of Unified Recruiting and Performance Management explains how a recruiting platform unified with succession planning, goals management, performance reviews, and career planning provides many valuable advantages. Now the opportunity exists to enhance your recruiting process by connecting it to an overall organizational talent management strategy through integration with performance management.
Performance 2.0: Empowering the Next Level of Business Results explains how innovative technologies that empower business-centric talent management can drive a new level of business value for shareholders, customers, and employees. In this new model—instead of being the owners of processes, forms, and compliance—HR becomes the strategic enabler of talent management processes for managers and employees.
Career Site Recruiting in Asia Pacific: Gains to be Made finds that many of the top Asia Pacific companies have a career section on their corporate website, yet relatively few allow candidates to apply online through a structured application form that can support a fully automated end to end recruitment process, leading to missed opportunities. Review the current career site recruiting practices of S&P/ASX 50, STI, and HSI companies.
Career Site 2.0: Taking the Lead in the War for Talent focuses on the next generation of corporate career websites, the candidate experience, and the opportunities to implement Web 2.0 features and functionality to gain competitive advantage in the midst of a war for talent. Learn how your organization can gain this advantage.
The Retail Workforce: Driving Operational Excellence describes how many retailers still have a decentralized view and little control over their talent management practices. In the past, retailers have spent their IT budget on sophisticated supply chain and point of sale technology to drive down costs and get much closer to their customers. Learn why this trend is shifting towards a talent focus.
Trends in Hourly Job Application Methods surveys 100 top retailers and describes how workforce performance begins with the hiring process. Although it’s only one component of talent management, it can deliver substantial value when aligned with corporate goals. Learn how you can optimize the hiring process for hourly workers.
Tapping into the Older Worker Talent Pool discusses practical strategies for UK organisations to recruit older talent into their workforce. Central to these strategies are the philosophy of skills-based recruiting and the use of e-recruitment technology to promote wide access to job roles and implement a compliant, skills-based recruiting process.
Careers Site Recruiting in the FTSE 100 Companies: A Missed Opportunity reviews the importance of corporate careers sites supporting an optimised back-end recruitment process. The paper presents research results on the current careers site recruiting practices of FTSE 100 companies that identify opportunities for UK companies to create competitive advantage.
Onboarding: Speeding the Way to Productivity describes the importance of the onboarding process, explores current onboarding practices, and outlines the moving parts in a systematic onboarding process supported by an integrated technology platform. Additionally, a financial model details the substantial positive impact of an efficient and effective onboarding process.
Background Checking: Uncovering the Facts describes how new methodologies and technology mitigate compliance issues, fraud, workplace violence, and negligent hiring—along with potential personal liability. With these process improvements, organizations receive higher quality screening results faster to reduce cost and risk.
Hidden ROI of Talent Acquisition & Mobility provides a full understanding of the costs related to talent acquisition and mobility and specific opportunities for cost reduction and improved corporate performance, as validated by Taleo Research studies.
Hidden ROI of Talent Acquisition & Mobility: The Executive's Primer is a summary guide for executives to understand and calculate total spend and opportunity costs of talent acquisition and mobility, and articulate its overall impact to an organization.
Contingent Workforce Management: Strategies for Results Global 2000 companies spend hundreds of millions of dollars annually on contingent workers who comprise a critical component of their human capital resources. This paper focuses on successful Contingent Workforce Management strategies.
Trends in Job Applications Medium
Trends in Job Applications Medium provides data on the preferred method of accepting job applications to online job postings. The short paper, based on a survey of the corporate websites and careers websites of the Fortune 500 group of companies, reports on the sharply increased adoption of the online response only method over the past five years. Corporate careers site online recruiting trends in the next five years are also forecast.
Quality of Hire: The Next Edge in Corporate Performance
This white paper includes remarks and observations from front-line staffing executives and examples of new hire quality measures used in large corporations. It also provides a methodology with practical steps you can take to implement best practice hiring while achieving and measuring success.
Internal Mobility
A groundbreaking report that articulates the key strategies for leveraging and optimally deploying the existing employee base.
Global 500 Web Site Recruiting, 2003 Survey
Now in its sixth year, the survey finds an emerging parity between geographic regions.
Economics of Candidate Relationship Databases
A report that models the financial benefits of implementing a candidate relationship database.
Make Your Hiring Process Faster, Better, and Cheaper: An Action Framework for Your Organization provides answers to these questions. How do you know if your hiring process is optimal? Is it as efficient as possible? Are you benefiting from speed, effective spending, and quality hires? This paper and the associated interactive tool enable you to assess your hiring steps and determine if your process is finely tuned and integrated.
The Gap Between IT and Strategic HR in the UK describes the significant disparity between IT systems and their ability to support strategic HR as that function evolves from an administrative and employee welfare role to become an essential contributor to business
Social Networks and Talent Acquisition illustrates the broad context of concern around sourcing talent and probes the value of traditional and new social networks such as MySpace, Jobster, H3, and LinkedIn in talent acquisition. It also provides a framework to understand and use social networks for your organization as a component of a sourcing strategy.
Measure, Report, Analyze, and Improve: Turning Analytics into Action defines workforce analytics in the context of talent management, explains why adoption rates have traditionally been low due to cost and legacy technologies, describes the key characteristics of good metrics, and outlines a five step methodology to implement a successful workforce analytics strategy.
Highlights: Unified Talent Management Reports
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