Brandon Hall Group Seeks to Understand 2022 Human Capital Management Priorities

Brandon Hall Group, the leading independent HCM research and analyst firm, is launching a survey to understand the human capital management priorities of organizations in the coming year and how the continued disruption of COVID-19 and evolution of the hybrid workplace will impact goals and objectives.

How To Help Your Organization Maintain a Strategic TA Process

Maintaining a strategic TA process is much more than simply sustaining a healthy pipeline of talent to your organization — although that might be the most important aspect of it. The key word here is “strategic,” as keeping a flow of people into the organization is valuable but at its core, it is a tactical process. To be strategic with TA, it is important to consider it holistically: the sourcing, the state of the recruitment team, the technology, the process, the EVP.

What Role Does HR Play in Improving Innovation?

No organization, regardless of size, industry or nonprofit/private/publicly traded status, seeks to avoid innovation. What innovation means to each company might differ but being able to grow and adapt to a changing world or merely staying a few steps ahead of those changes is desirable for any organization. However, not every organization approaches innovation the same way, so the question remains: what can organizations do to improve their innovation efforts and what role does HR play?

How Do We Increase the Diversity of Our Candidate Pool?

Regardless of the type of HCM discipline you work in, there’s a good chance your organization is making some effort toward improving its DE&I pipeline and talent pool. Brandon Hall Group research across all of our practice areas has shown a consistent commitment to improving DE&I regardless of organization size or industry type.

How To Develop TA Professionals More Effectively

There is no discipline in HR under the microscope more than Talent Acquisition right now. With the
COVID-19 pandemic, the “great resignation,” an uncertain return-to-work and other factors to contend
with, having a team of great TA professionals can be a competitive advantage for any organization.
However, as it stands, many struggle to address their current hiring needs and the needs of a talent
market that is changing more quickly than their TA team can keep up with. It is because of these many
conflicts that a growing number of organizations are seeking ways to improve the quality of their TA
process, starting with the people involved.

How Do You Assess the Effectiveness of Your TA Strategy?

Having an effective talent acquisition strategy is required for long-term success. However, what defines “effective” can change from industry to industry, company to company. So, too, do the ways that organizations define success, with a variety of ways to assess where your organization stands in terms of TA strategy and how to tell if it is improving with any changes.

How to Help Leaders Make Critical Transitions

Any leader moving into a new role — whether a rookie or a veteran — has a tremendous responsibility and often a steep learning curve. Even if onboarding extends for a few weeks, the learning will need to be reinforced. Onboarding — whether you call it that or label it as continuous learning — should continue as long as necessary for leaders to get the support they need.