Talent Connection Blog

A 2016 SHRM survey of more than 2,300 HR professionals reported that recruiting was their top challenge. When it comes to talent acquisition, originality is far from the key factor. If you come across a strategy that works, adapt it to your own organization. As SHRM Talent Acquisition blogger Tim Sackett says, “You don’t need to reinvent the wheel. If a tactic works really well for someone else, copy it, and it likely will work really well for you, too.” That’s why the strategies provided by these talent acquisition leaders are versatile and affordable enough to be incorporated into your

Recent Gallup data shows that only about 34 percent of U.S. workers, and 13 percent worldwide, claim they are engaged at work. And employee engagement goes much farther than just smiles in the workplace—organizations with strong employee engagement generate revenue growth at a rate of 2.5 times higher than companies with lower employee engagement levels. That’s probably why 85 percent of business leaders globally believe engagement is important. Here are some strategies for enhancing employee engagement in your organization. Provide the right tools for the job. This process of “enabling infrastructure,” as Deloitte’s Global Human Capital Trends 2016 report refers

The 2015 SHRM Employee Job Satisfaction and Engagement Survey found that only 69 percent of employees felt that they were consistently putting all their effort into their work. Even the best managers need to be creative in their motivational approach, because there is no one-size-fits-all approach to motivating employees. Everyone is different and therefore responds to different stimuli, so you need a multi-faceted employee motivation plan. Here are some secrets for motivating employees:

They say that change is good—however this isn’t always the case for organizations. For organizations, change could mean losing a valuable worker and having to spend a hefty amount of time and money to find another. There are two main types of employee turnover: voluntary and involuntary. The former refers to a worker that chooses to leave upon their own decision, while the latter refers to situations where a worker is removed from the position based on a factor outside of their control—this includes sickness or death, as well as layoffs and firings.

Sales are the lifeblood of an organization. If sales performance is suffering, the entire business struggles. That’s why it’s important to take certain steps to manage sales performance and set your sales team up for success. Check out these sales performance management methods to manage your sales team effectively: Be a leader that inspires top sales performance. A recent survey revealed that underperforming sales reps were more likely to value product knowledge and industry expertise most in their leaders, while top performers ranked practical experience and sales intuition highest. Invest in your own education to ensure you can provide these

Team building is an essential activity to implement regularly in the workplace. The Houston Chronicle’s Small Business blog states that there are 4 major benefits of team building activities: Increasing collaboration Easing conflicts Cultivating effective communication Building trust It is clear that your team will benefit greatly from some effective team building exercises. Now you just need some ideas for how to build highly effective teams. Set clear production result goals. Be sure they are specific, measurable, achievable, relevant, and time-bound. Define a system for clear and consistent communication between team members. Choose a communication method that works best for

Employment personality tests are making a breakthrough in the hiring world. Here are some statistics that may help you make the decision to utilize employee personality tests. Personality testing has become a $400 million industry and is growing at an 8 to 10 percent rate (Paul 2004). While many organizations use employment personality tests for career development, about 22 percent use it to evaluate job candidates, according to the results of a 2014 survey of 344 Society for Human Resource Management members. Forty percent of Fortune 100 companies indicated that their employment selection systems included some form of psychological testing.