Talent Connection Blog

Here at Talexes, we’re invested in strategic workforce planning for every part of the employee lifecycle. From hiring and training to employee engagement and development, our employee assessments and talent solutions are meant to help you and your business thrive. So, it’s important for us to keep up on trends in the industry. One recently popular team building exercise that’s been making waves has been thinking preference assessments, like FourSight or the (Neethling Brain Instruments). Many managers and leaders are curious as to how running thinking preference assessments has to do with strategic workforce planning and if they’re worth the

Many conversations about the generation gap feel antagonistic: millennials lack focus, Generation X is stodgy and non-malleable, etc. Even recently, the long-running reality TV show, Survivor, made its theme Millennials vs. Gen X, showing the public interest in the rivalry. Regardless, Talexes and our partners believe that the generational divide and its differences are more than worth conquering through employee assessments and employee engagement. Millennials are the largest group in the current workforce, so it’s now a matter of when and how you engage them, rather than if your methods can survive new ways of thinking. There are many valuable

If you haven’t already, check out Part I of our sales motivation tips. We have even more tips to add to the list, courtesy of fitsmallbusiness.com. Continue reading for Sales Motivation Tips –Part II. Share the Ask 3 Sales Strategy with your sales team: (1) What are you going to CLOSE today? (2) What are you going to make PROGRESS on today? (3) What are you going to FIND today? Encourage your sales team to take action towards these 3 steps every day. Success starts when your actions become greater than your excuses. -Mike Rodriguez, Motivational Speaker & Bestselling Author

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.