Talent Connection Blog

What would you do if you saw someone stealing office supplies or wasting company time on personal things? Would you keep it to yourself, tell a coworker, or tell a supervisor? Unfortunately, employees encounter these ethical dilemmas in the workplace far too often. The issue is not whether or not the act is wrong—almost everyone can determine what exactly is ethical or not—but rather, how to handle the dilemma. Dealing with workplace ethics dilemmas improperly can lead to a strained work environment.

In a recent survey, 83 percent of candidates said a bad interview experience could change their opinion of a role. Meanwhile, 87 percent said that a good interview experience could change their mind and make them more likely to accept the job. So how do you ensure a pleasant interview experience while finding the right fit for your organization? The key is preparation. Look at these 6 interview preparation tactics to accomplish a successful interview.

To begin, let’s answer the question of this article’s title with a definition from Johns Hopkins University:
“Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives.”

If you want a new hire that’ll be around for the long haul, then you may want to consider inquiring about not only their skills and qualifications, but also their emotional intelligence. It’s one thing to find someone who is the right fit for that open position, but finding someone that also fits with your organization itself is a whole different story. This means making sure they agree with and work well with your company’s culture, that they have a personality that doesn’t clash with your current staff, and that their emotional intelligence allows them to effectively meet the requirements of their new position—and will continue to do so even after the excitement of that “new-job feeling” wears off.

According to a 2013 Gallup State of the American Manager report, only 35 percent of U.S. managers are engaged in their jobs. This epidemic not only affects the manager, but it also rubs off on those managed by these disengaged leaders, making those next in line for management roles equally disengaged. This leads to another issue—only 36 percent of employees consider leadership a strength in their organization; a percentage that is subject to dwindle if this lack of engagement continues.

The employment lifecycle refers to the steps employees go through during their time with an organization. HR management of the employee lifecycle can be categorized into 4 activities: Employee recruitment Employee onboarding Employee development Employee departure Employee Recruitment The employee lifecycle begins with HR considerations from the initial search for potential candidates. Employee Onboarding Various trainings and orientations are meant to facilitate new hires in their awareness and comfort with their new role in an organization. Employee Development The employee development process consists of helping employees acquire new or advanced skills, knowledge, and viewpoints in order to optimize their talent

It never hurts to assess the leadership in your organization—especially if you haven’t in a while. But sometimes effective leadership traits may seem a little contradictory. However, when it comes to leadership, it is important to be effective at both ends of the spectrum. Take a look at these effective leadership traits to help with your leadership assessment process.

Executive coaching can meet a variety of needs in the workplace. Some executive coaches are meant to push you to find your own way, while others focus more on constructive feedback and offering ideas for solving issues. Ideally, you would want someone that is good at both. To find someone who can do both for your organization, use these questions to help you, courtesy of Entrepreneur.com.