The PeopleFluent Blog

What could be more critical to organizational health than developing bench strength at all levels? Or identifying your top performers—who are, on average, 4 times more productive than the average employee—so you can reward and retain them? Or determining who on your current team has the potential to lead your company into the future? Talent review meetings are perhaps the greatest opportunity companies have to maximize the value of their talent. And no business can succeed without the intelligence, innovation, and contributions of its employees.

Spreadsheets do a lot for businesses. They’re a great tool for tracking, calculating, and charting data of all kinds. But for compensation planning, spreadsheets lack the critical functionality to ensure your compensation programs are most effective.

An exclusive emphasis on traditional learning and development is no longer relevant to 21st-century careers. Employees know they need to constantly update their skills. And organizations are recognizing that a “culture of learning”—one that is dynamic and continuous—is key to attracting and retaining the best talent.

This article by Learning Technologies Group’s Chief Strategy Officer, Piers Lea, explains why acquiring PeopleFluent gives our organization a global footprint, alongside industry-leading brands such as LEO Learning, gomo, Rustici Software, Eukleia and PRELOADED.

It’s an unfortunate fact that most compensation teams have experienced or are experiencing the pressure of managing an annual increase cycle with a flat or trimmed budget. Here are 3 compensation strategies for better outcomes.

Digital advancements have empowered recruiters with the capability to narrow their candidate search on social platforms, such as LinkedIn and Facebook. The practice promises much, but it’s important for recruiters to be aware of potential downsides.

In recent years, the topic of compensation has extended beyond the expert community of compensation managers and HR to become a cultural conversation. It’s headline news in the United States and Europe—from competitive sports and Hollywood actors, to Google and big tech, to the financial services sector. While headlines have highlighted gender differences, pay equity goes well beyond gender alone.

If you’re a recruiter in the US healthcare industry, my hat’s off to you. You’ve taken on what may be the most daunting recruiting challenge across all markets: a tumultuous employment landscape.

A thorough new hire onboarding checklist helps guide your onboarding program and facilitates the employee’s journey. Successful talent acquisition processes decrease turnover rates and improve engagement, productivity, and satisfaction. And these are powerful influencers of the employee experience. So, here are four best practices to help you get the most from your onboarding checklist

In healthcare settings, where nurse staffing is the backbone of a productive operation, too many organizations today suffer from the lack of an adequate leadership pipeline. In a global survey, DDI found that only about 75% of organizations have a program to identify and develop nurses with high potential to be emerging leaders-often just 10-15% of their workforce. But training a few "high potentials" to become leaders may not satisfy the leadership gap.

In this fast, candidate-driven market, recruiters live and die by how efficiently they can source and attract the right people for their organization. Everyone is looking for the next tool or trick that can help them accomplish this goal. More and more savvy recruiters are turning towards talent personas to help them create “molds” that tend to create successful employees and apply them to candidates to increase their chances at success.