The document provides guidance on developing an effective business case to obtain approval and support for HR initiatives. It emphasizes the importance of clearly articulating the business need, determining the proposed solution, and linking the initiative to organizational priorities and goals. The business case should identify solutions, use quantitative and qualitative data, and frame the issue for the relevant decision makers. An example business case is presented that gained approval for a career development portal by demonstrating how it would increase employee engagement and retention, which are drivers of productivity, satisfaction and revenue. Developing the business case requires engaging leaders, understanding stakeholders, tailoring the presentation to the audience, and being prepared to address questions.
With the New Year upon us, taking the opportunity to collect, understand, and act on employee feedback is crucial.
As you begin to set the stage for 2018, what areas are you focused on improving for your organization and employees?
On February 7, we invite you to learn from Culture Amp’s Fresia Jackson, People Scientist, and Chris Woodcock, Customer Success Coach, as they guide you in conversation on how to craft your 2018 employee feedback strategy.
You’ll learn:
- Objectives of a feedback strategy
- 5 simple steps to start your feedback strategy
- How (and why) to customize your approach
Webinar Link: https://www.brighttalk.com/mybrighttalk/channel/14789/webcast/294249
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Using Data to (Continuously) Develop a Culture First Onboarding ExperienceCulture Amp
A company’s onboarding experience is essential. You're orienting a new hire in the right direction and equipping them with the tools to become productive sooner.
Though you may already have an onboarding program, what are you doing to further develop it? How are you leveraging employee feedback data to uncover trends and make meaningful changes?
In this webinar, join Stacey Nordwall, Senior People Operations Manager and Fresia Jackson, Senior People Scientist; they’ll share how to collect and understand data regarding your onboarding experience to quickly iterate and improve your program.
You'll learn:
- Why onboarding is important
- What to measure in onboarding
- How to take action with onboarding data
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
With the New Year upon us, taking the opportunity to collect, understand, and act on employee feedback is crucial.
As you begin to set the stage for 2018, what areas are you focused on improving for your organization and employees?
On February 7, we invite you to learn from Culture Amp’s Fresia Jackson, People Scientist, and Chris Woodcock, Customer Success Coach, as they guide you in conversation on how to craft your 2018 employee feedback strategy.
You’ll learn:
- Objectives of a feedback strategy
- 5 simple steps to start your feedback strategy
- How (and why) to customize your approach
Webinar Link: https://www.brighttalk.com/mybrighttalk/channel/14789/webcast/294249
Emerging Trends in Learning & Performance: Shift Your Performance Discussions...Cornerstone OnDemand
In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.
In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.
Using Data to (Continuously) Develop a Culture First Onboarding ExperienceCulture Amp
A company’s onboarding experience is essential. You're orienting a new hire in the right direction and equipping them with the tools to become productive sooner.
Though you may already have an onboarding program, what are you doing to further develop it? How are you leveraging employee feedback data to uncover trends and make meaningful changes?
In this webinar, join Stacey Nordwall, Senior People Operations Manager and Fresia Jackson, Senior People Scientist; they’ll share how to collect and understand data regarding your onboarding experience to quickly iterate and improve your program.
You'll learn:
- Why onboarding is important
- What to measure in onboarding
- How to take action with onboarding data
Coffee with Cornerstone: How to Deliver Training to Franchisees and DealersCornerstone OnDemand
You know that educating your network of franchises, dealers, and partners is critical to your organization's success, but how can you best deliver training to an external audience?
Grab a coffee and join Cornerstone for a discussion and demonstration of some of the latest trends in franchisee and dealer training.
During the webinar, you'll see how you can:
• Deliver training content to franchisees and dealers
• Measure the impact of your training programs
• Generate revenue from training courses
How effective is your government agency’s approach to succession planning?
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1TKqQsJ
What are the great predictors of future performance and how to recruit for th...LinkedIn Talent Solutions
Nell Thayer Heisner, Fuze
Eric Trickett, TripAdvisor
Mike Hebert, edX
Sarah Lawless, Moderator, LinkedIn
Have you ever thought about how a company's core values impact hiring? In this session we will discuss how a candidate's attributes/characteristics/experiences are predictors of future performance and how to align them to core values.
Session highlights:
Why your company's core values are the link to anticipating and promoting employee performance.
How your recruiting team can quickly go from a basic interview to an elevated, value-centric interview.
Metrics and what the future looks like for recruiter performance evaluations.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Presentation by Legitimate Leadership for the CCMG conference 2017
Every employer struggles with the issue of employee engagement, and more so within the intense call center environment. Legitimate Leadership addresses: How to get employees to come to work every day and put in their best effort? How to keep employee turnover down?
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect...LinkedIn Talent Solutions
The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Please Don't Go: The top retention drivers for employeesCulture Amp
Using data from Culture Amp's 2015 Benchmark report we look at the key drivers of retention. Data collected is from over 60,000 employees at 100+ of the world's most innovative companies.
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
http://www.qualtrics.com/employee-engagement/
Bryce Winkelman talks about employee engagement at the Talent Summit (Dublin Mansion House, March 4th).
Qualtrics 360: Sophisticated employee development made simple
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Aligning learning and development (L&D) and the business has been a perennial goal for L&D. Still, research continues to show there is a meaning gap. To close this gap, L&D must evolve to better leverage effective business consulting skills to surface insights about business goals, changes to performance, and key factors that inform design decisions and learning outcomes. Whether you are an internal L&D professional or an external consultant, Kelly and Brian will share client stories, tips and guides to follow to help you improve your business consulting skills.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Empowering and engaging millennials with Nakisa's talent solutionsNakisa
Join Chuck Frosst and Jon Druker as they discuss upcoming workforce trends and demographic changes, and suggest how to prepare your business for the upcoming human capital evolution.
In the 60-minute session, Chuck and Jon answer questions such as:
- Who are Millennials and how will they impact your business?
- How can your organization get ready for workforce changes?
- What are the enablers to engage your new workforce and align it with your business goals?
- How can Nakisa’s business solutions improve employee retention and performance?
- What are the benefits of running Nakisa’s business solutions?
What are the great predictors of future performance and how to recruit for th...LinkedIn Talent Solutions
Nell Thayer Heisner, Fuze
Eric Trickett, TripAdvisor
Mike Hebert, edX
Sarah Lawless, Moderator, LinkedIn
Have you ever thought about how a company's core values impact hiring? In this session we will discuss how a candidate's attributes/characteristics/experiences are predictors of future performance and how to align them to core values.
Session highlights:
Why your company's core values are the link to anticipating and promoting employee performance.
How your recruiting team can quickly go from a basic interview to an elevated, value-centric interview.
Metrics and what the future looks like for recruiter performance evaluations.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Presentation by Legitimate Leadership for the CCMG conference 2017
Every employer struggles with the issue of employee engagement, and more so within the intense call center environment. Legitimate Leadership addresses: How to get employees to come to work every day and put in their best effort? How to keep employee turnover down?
Organizations across the globe benefit from having influential leaders who are qualified to lead a diverse workforce, cultivate engagement, and guide change necessary to remain competitive in the marketplace. These same organizations realize the value in investing in current talent to breed the next generation of executives, and to ensure a set of unified core leadership principles exist and are executed by managers of people and projects. This session reveals how one organization overcame cultural barriers to successful implementation of varied enterprise-wide leadership development initiatives.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect...LinkedIn Talent Solutions
The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Please Don't Go: The top retention drivers for employeesCulture Amp
Using data from Culture Amp's 2015 Benchmark report we look at the key drivers of retention. Data collected is from over 60,000 employees at 100+ of the world's most innovative companies.
Leading a change: Collaborating to connect employees to your company's strate...LinkedIn Talent Solutions
Nurit Kruk-Zilca, Ceragon
Holly Lignelli, LinkedIn
Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.
Session highlights:
Change management can be most successful when HR and business leaders build a productive partnership with each other.
It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
http://www.qualtrics.com/employee-engagement/
Bryce Winkelman talks about employee engagement at the Talent Summit (Dublin Mansion House, March 4th).
Qualtrics 360: Sophisticated employee development made simple
Stop Waiting for Your Invitation: Drive Growth and Engage Strategically TodayBizLibrary
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career.In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and tech-savvy. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!
www.bizlibrary.com
Aligning learning and development (L&D) and the business has been a perennial goal for L&D. Still, research continues to show there is a meaning gap. To close this gap, L&D must evolve to better leverage effective business consulting skills to surface insights about business goals, changes to performance, and key factors that inform design decisions and learning outcomes. Whether you are an internal L&D professional or an external consultant, Kelly and Brian will share client stories, tips and guides to follow to help you improve your business consulting skills.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Empowering and engaging millennials with Nakisa's talent solutionsNakisa
Join Chuck Frosst and Jon Druker as they discuss upcoming workforce trends and demographic changes, and suggest how to prepare your business for the upcoming human capital evolution.
In the 60-minute session, Chuck and Jon answer questions such as:
- Who are Millennials and how will they impact your business?
- How can your organization get ready for workforce changes?
- What are the enablers to engage your new workforce and align it with your business goals?
- How can Nakisa’s business solutions improve employee retention and performance?
- What are the benefits of running Nakisa’s business solutions?
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Designed for executive directors in the position for less than three years, and for EDD staff on track to become executive
directors, this workshop provided participants with insights into becoming an effective RDO leader.
A talk by Anisa Aven
CEO, TurnKey Coaching & Development Solutions
Since the Pandemic Began - Nothing is business-as-usual now.
Strategic leaders anticipate change and strategic organizations are intentionally agile. They are ready to respond quickly to marketplace, economic, and OH… wait – pandemic factors?!?
Today, even those who were confident in their crisis management and business continuity plans, now realize we were not prepared for COVID19.
Strategic foresight at this moment is not about what’s around the corner, it’s about what’s here right now, and how can we be instantaneously innovative and resourceful. This moment requires creative strategic thinking and planning that will rally our employees beyond reasonable expectations.
That is what this moment requires for many businesses.
Topics:
• Strategic foresight: What it is. Why it matters. How to develop it.
• Strategic Management: - Pressure Cooker - Three Gates of Focus - Builder vs. Protector - 27 Challenges Every Business Faces
• Quality Decision Making
**Direct Link to the replay of this webinar:**
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/strategic-foresight-how-to-think-ahead-for-business-unusual/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
A talk by Aaron Adams
Partner - HR Strategy & Alignment, Engagedly
Change is never going to be slower than it is today...isn't that the truth. With a significant number of the workforce having to work remotely we'll discuss ways to keep employees engaged and manage performance.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/remote-work-onboarding-for-improved-performance-during-times-of-chaos/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Getting to “Yes” and Beyond: Engaging Candidates Before- and After- The Point...
SHRM-Atlanta 082214
1. Keys to Developing a Business Case to
Ensure Funding and Enthusiastic Support for
HR Initiatives
Laura Lea Clinton
Global Organizational & Leadership Consultant
Equifax
4. Resource Allocation
Revenue & Expenses
Remember:
Non-Profits are Still Businesses!
Employee Engagement
Competition
Accountability
5. Why is a business case important?
When money or other resources are
involved, a well-articulated business
case will significantly increase the
chance of approval and engagement
6. Ascertain and articulate the business need
Determine what you want to drive or implement
Link to organizational priorities
Identify solutions
Prepare to present your case
Do Your Homework!
8. Determine what you want to implement
Questions to ask:
• What’s behind the ask?
• Why is it important?
• How does it support the
organization?
9. Link to Organizational Priorities
HR Goal Action Step(s)
Organizational
Goal
Foster innovation
through
cultivation and
promotion of
high-impact
approaches
Attract, develop
and retain best-
in-class talent
Reduce time-to-
fill by 10%
Implement
applicant tracking
system
12. Frame Your Issue
Decision/Question Situation/Context Relevant Learnings Assumptions
Decision Makers(s) Stakeholders & Inputs Recommendation/Options Decision Timing
• What problem are
we trying to solve?
• What is the value to
the organization?
• What has prompted
this question or
decision?
• What are the relevant
circumstances
internally and
externally?
What have we learned
from past decisions or
research that may be
relevant to framing the
current request?
What assumptions are
we making that may
affect this decision
(competition for talent,
funding landscape,
critical success
factors)?
How quickly do we
need to make this
decision? Why?
• What will convince the
decision maker and
stakeholders that this is
a “good” decision?
• What are our “musts”
and “wants” for the
outcome of this
decision?
• What is the alternative
if not approved?
• Who will need to
provide input into this
decision?
• What kind of
qualitative or
quantitative
information will we
need?
Who ultimately owns
the decision?
13. Know your Audience
• Socialize
• Anticipate questions
• Determine:
– How much time you
have
– Materials in advance?
– Detailed or high-level?
Tailor your presentation to what resonates!
16. Engagement Drivers for Equifax
Increased Employee Engagement
Recognition
Career
Develop-
ment
17. Articulate the business need
Leader engagement was key!
Desire for career growth tools and resources
• Leaders, managers, employees
• Engagement survey provided inputs
• Initiative driven through senior leadership
• Strong change management and
communications effort required
19. HR Goal Action Step(s)
Organizational
Goal
Every leader will
be responsible
for retaining,
developing and
attracting great
talent
Maximize
employee
productivity and
engagement
while building
our next
generation of
leaders
Develop and
implement
recognition
framework
Implement
Career
Development
Portal
Link to Organizational
Priorities
22. Frame the Issue
Decision/Question Situation/Context Relevant Learnings Assumptions
Decision Makers(s) Stakeholders & Inputs Options Decision Timing
Approval to move
forward with RFP for
Career Development
Portal
• Engagement survey -
Employees want to
see career growth at
Equifax
• Good existing
framework; need
more
• SharePoint is not
sustainable or
interactive. Tools are
limited.
• Benchmarking indicates
strong alignment with
needs
• Initiative driven
through senior
leadership
• Strong change
management and
communications effort
required
Immediate to ensure
inclusion in August
budgeting process for
implementation in 2015
Option 1:
Implement Career
Development Portal
Option 2:
Maintain existing
SharePoint site
Stakeholders:
Employees, managers,
senior leaders
Inputs:
Engagement survey
and recommendations
of Business Advisory
Council
CEO and Senior
Leadership Team