In a tight labor market it’s critical that you get compensation right. That’s why we created the ebook, Compensation 101: A Beginner's Guide to Compensation Management. Download this ebook and learn: The five critical elements of a comp plan. How to create a solid comp strategy. Where to select market data sources.

You need the right tool to help manage sourcing, referrals, recruiting, career sites, job marketing, employer branding, email communication and much more. The right Recruitment Marketing Platform helps to manage these pieces of the recruiting puzzle.

Talent acquisition is becoming more strategic, focusing on the brand, finding and engaging leads, and building pipelines for the future. The best ways to attract talent are changing, and recruitment marketing is at the core of this transformation.

Mobile is the modern candidate's sidekick and it's become a key aspect of nearly every job search. So why aren't most recruiting organizations focusing on a complete mobile recruiting strategy? We created a handy checklist to guide you as you begin to develop your mobile recruiting strategy.

Almost everyone, at some point or another, has taken a personal assessment. The moments that follow the results of a personal assessments are eye-opening, insightful and help explain personal behaviors. Many times the results that make us nod in agreement and comment to ourselves, "That is why I do that." What if your organization could gain the same insight into its culture that we can gain from a personal assessment?

Big data. We've heard the phrase for quite some time, but how can human resource leaders get into the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations and practitioners are thinking about the role of HR and organizations uncovering never before seen insights.

Companies are always looking for ways to determine just how effective and capable candidates can be in the workplace before they start. On paper, candidates have indicated that they can code in Python and Java or can resolve any customer service problem, but how do their skill sets compare with internal success standards, let alone everyday coding or service expectations?

Whether it's through using pre- or post-hire assessments, applying managerial feedback or learning results, identifying high potentials is a huge win for determining who will lead your company forward. With such information, businesses can ensure that their most valued employees are promoted, challenged and encouraged to succeed -- and that they stay with your businesses.

The Human Resources (HR) function is evolving rapidly. Whether we call it strategic, integrated or optimized, there is a growing recognition that this contribution of HR to organizational success is becoming more significant. Through our research and discussion with many heads of HR, we have identified three key trends that impact HR leaders, and a series of recommendations to help ensure that Chief Human Resources Officers (CHROs) help their teams become more strategic advisors to their organiz

In the age of the empowered individual, organizations must rethink the workplace with the employee at the center of the business. Join this virtual discussion between industry thought leaders to learn how to: 1. Separate the myths from realities related to the Millennial workforce. 2. Understand the value provided by alternative work arrangements and the independent worker. 3.

As the complexity of workforce challenges continues to rise, so will the demand for more quantitative approaches to address the increasingly difficult people-related questions central to organizational success. The power of workforce analytics lies in its ability to challenge conventional wisdom, influence behavior, enable HR and business leaders to make and execute smarter workforce decisions, and ultimately, impact business outcomes.

Independent workers are on the rise. What does this mean for HR professionals? The IBM Smarter Workforce Institute study of over 30,000 workers globally reveals independent workers are more engaged and more innovative than other employees. In fact they are much more like high potential employees than anyone else.

There isn't a one-size-fits-all, pre-hire assessment approach to fit in with every company's talent acquisition process. Some organizations require cognitive ability and skills assessments, while others benefit strictly from cultural fit and personality evaluations. However, there are universal steps that can be taken to optimize its usage to be as fruitful as possible.

Despite the enormous effort that is expended to recruit and develop top performers, there are still a variety of HR practices that do not focus on those performers most likely to improve business performance. New research from the IBM Smarter Workforce Institute reveals insights into high potential employees, including what attracts them and how they differ from other employees in terms of employee engagement, job satisfaction, innovation and collaboration.

Social business is not just the latest industry buzz term. Adding social layers to collaboration and communication has real impacts on productivity and employee engagement. Intelligent platforms improve the employee experience, reducing turnover and driving better approaches to human capital management. IBM Smarter Workforce focuses on three employee centric dimensions: Talent, Culture and Work.

How do you identify talented people? How do you uncover the traits that truly make a good sales person, a great teacher or an impactful manager? You start by understanding the traits of successful performers and potential top talen. Using big data to uncover those traits reveals something surprising. The sterotypes do not always predict performance.

This IDC study represents a vendor assessment of the recruiting capabilities offered as part of an integrated talent management solution through the IDC MarketScape model. This research is a quantitative and qualitative assessment of the characteristics that explain a vendor's success in the marketplace and help anticipate the vendor's ascendancy.

If the potential of workforce analytics is to be realized, HR needs the active participation of employees. Employees may be concerned about data privacy, but decades of research points to four key ways to encourage employee enthusiasm for data sharing.