What's the Difference between High Performing and High Potential Talent?

Posted by  Kristin Delgado

We could all use a competitive advantage with succession planning and organizational development - and knowing what qualities to look for in future leaders is key. High potential individuals usually advance at a faster pace than their peers and are part of the company’s future leadership pool. They are often given high exposure positions, are assigned projects with upper management, and get extra developmental opportunities. But how can we tell that we are identifying the right individuals as “High Potential"?



Top Benefits You Should Prioritize to Retain Employees

Posted by  Claire Rogers

In the current work climate, we’ve seen a shift away from our work lives being separate from personal lives; our work lives blend into our personal lives - and vice-versa - mainly due to technology advancements. While these technology advancements allow us to be effective in both our work and personal lives, they have also lead to a major trend toward finding the perfect “work-life balance.” A key to finding that balance is through the benefits that employers offer to employees.benefits to retain employees


Ask the Expert: How Can Candidates Perform Best on Employee Assessments?

Posted by  Amie Lawrence, Ph.D.

candidate taking employee assessment


5 Gold Medal Talent Strategies of the US Women's Gymnastics Team

Posted by  Amy Barnes

gold-medals.jpgThis week millions of little girls are doing handstands and cartwheels in their living rooms as they cheer for Simone, Gabby, Aly, Laurie and Madison. Once again, the USA women’s team breezed their way to team gold in Rio. For many Americans, the highlights of the 2012 Olympic Games included watching the USA women’s gymnastics team dominate the competition. And the domination continues. Since 2012, American teams have tallied three additional world championships. In fact, the last time the American women were beaten on the world stage was in 2010.

Whether or not you enjoy, or even understand gymnastics, we can learn valuable lessons from any organization which has achieved this level of excellence. Martha Karolyi, the national team coordinator, has been credited with a keen eye for talent and meticulous attention to detail. There is no doubt her leadership has contributed greatly to the team’s success. However, there are many years of effort leading up to the selection of each national team. The talent strategy created by the USA Gymnastics association makes the team’s successes possible.


Never Hire Somebody Who Doesn't Raise the Average

Posted by  Doug Wolf

hiring-averageJim Koch, founder and chairman of Boston Beer Company, was profiled in the Founder’s Forum section in a recent issue of Inc. magazine. In the forum, Jim Koch was asked, “What’s your hiring philosophy?” His response was 100% spot on, in my opinion. That is, “never hire somebody who doesn’t raise the average.” [Click here to tweet this quote]

In other words, don’t settle! Don’t fall victim to the perception that someone is better than no one. In fact, often, the opposite is true. A bad hire, whether he or she be a bad cultural fit or a poor performer or worse, both, will impact your company more negatively than leaving the position open and continuing the search to select the better person for the job.


What Is the Biggest Hiring Mistake a Company Can Make?

Posted by  Greg Kedenburg

candidate-hiringAs a hiring manager, it can be tough to keep up with all of the newest hiring advice being shouted at you from a seemingly endless number of sources. To try to stay on top of every single facet of hiring, from recruiting, screening, interviewing, training, etc., would be overwhelming. Instead of trying to make sure that their process is absolutely perfect, some hiring managers instead focus on avoiding the many pitfalls and mistakes that can be easily made when hiring a new employee.

If you asked any hiring manager or other human resources employee, chances are they would have a few horror stories when contemplating bad hiring decisions or mistakes they’ve made. From playing favorites, giving one too many chances, not asking the right question during an interview, the road from sourcing to welcoming a new employee aboard can seem like an absolute minefield. However, there is often a common theme that emerges when hearing all of these different tales from hiring professionals: using an inconsistent process.


Four Effects Obamacare Will Have on Healthcare Talent Acquisition

Posted by  Bryan Warren

ThinkstockPhotos-188097119The Affordable Care Act has survived its second Supreme Court challenge and it looks like it’s here to stay. So what does healthcare reform mean for talent acquisition professionals? Actually, even if the Supreme Court had ruled against the ACA, or if conservatives in Congress were somehow successful in repealing it, many of the changes that constitute “healthcare reform” as we know it, would not be affected. Many of the changes to how our facilities function, and how care is provided, and paid for, were already underway before the ACA and would continue without it.


3 Advantages to Using Competency Models in Talent Management

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-466972055More than ever before, HR Leaders understand the value of being strategic when implementing talent management programs within their organizations. They are looking at talent management more holistically and considering how various talent management functions – such as Recruiting & Staffing, Assessment & Selection, Performance Management, and Succession Planning – can be connected and more effectively managed as one end-to-end process.

With any attempt at implementing a strong end-to-end Talent Management program, HR Leaders should consider starting with a competency model. This is because a competency model can serve as the key connecting point between the different talent management functions by defining the standards for success within each of them. Summarized below are three specific advantages that effective competency models provide to talent management programs, particularly when they are developed before the programs are implemented:


What's Our Best Piece of Hiring Advice? One Team's Perspective

Posted by  Steven Jarrett, Ph.D.

chat-bubblesAs a group of human resource consultants with a variety of backgrounds we often find ourselves disagreeing on certain topics. The positive is that those disagreements can incite new knowledge and ways of thinking about a particular problem or issue. Thus, the objective here is to provide a variety of perspectives that have the potential to help organizations who find themselves trying to answer this common question: How do we make sure that we hire the best employee for the job?


3 Common Errors Hiring Managers Make When Using Employee Assessments

Posted by  John Fernandez, Ph.D.

errorAs an assessment consultant, I could go on and on about the value of using rigorous assessment tools for selecting better talent into an organization, as well as for developing employees as part of a talent management strategy. There are plenty of data to suggest that well designed assessment tools deliver a competitive edge and provide companies a very significant return on investment.

However, what often gets overlooked when implementing assessment tools is making hiring managers aware of some of the common situations in which they can be used improperly. Below are 3 common errors made when using assessment tools that highlight such situations, followed by a discussion with some specific examples.


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