HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
#TalentMeasured
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Do your leaders miss the big picture?
Discover the insight and actions you need to take for your leaders to drive stronger business results.
For more information visit cebglobal.com/leadership
The State of Employee Recognition in the UK: A 2015 Research StudyAchievers
According to a 2014 Harvard Business Review study, the most impactful driver of
employee engagement is recognition.We surveyed HR professionals in the UK to find out the state of employee recognition in their organisations.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Your biggest competition is NOT other companies — it’s your customers. Specifically it's the customers' ability to learn on their own, meaning they determine needs,
and establish buying criteria and budgets before reaching out to suppliers.
Despite this reality, a massive opportunity still exists to influence customer buying decisions in your favor.
Commercial teams that implement the Challenger™ Blueprint bring new, valuable ideas to their customers.
This allows them to shape customer buying processes. Otherwise, they risk losing market share, shrinking margins, and lower revenue by failing to effectively differentiate.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Are you attracting and hiring the best talent from your candidate pool? 1 in 5 new hires are considered bad or regretted decisions by hiring managers. Discover how the best companies overcome these challenges: ceb.shl.com/us/volume-recruitment
Do your leaders miss the big picture?
Discover the insight and actions you need to take for your leaders to drive stronger business results.
For more information visit cebglobal.com/leadership
The State of Employee Recognition in the UK: A 2015 Research StudyAchievers
According to a 2014 Harvard Business Review study, the most impactful driver of
employee engagement is recognition.We surveyed HR professionals in the UK to find out the state of employee recognition in their organisations.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
Your biggest competition is NOT other companies — it’s your customers. Specifically it's the customers' ability to learn on their own, meaning they determine needs,
and establish buying criteria and budgets before reaching out to suppliers.
Despite this reality, a massive opportunity still exists to influence customer buying decisions in your favor.
Commercial teams that implement the Challenger™ Blueprint bring new, valuable ideas to their customers.
This allows them to shape customer buying processes. Otherwise, they risk losing market share, shrinking margins, and lower revenue by failing to effectively differentiate.
10 Shocking Stats About Disengaged EmployeesOfficevibe
Here are 10 shocking stats about employee engagement that our researchers have found. This infographic shows all that's wrong with disengaged employees.
Read more on Officevibe Blog:
https://www.officevibe.com/blog/disengaged-employees-infographic
Download the most comprehensive guide to having engaged employees:
http://officevi.be/employee-engagement-guide
Use these 22 simple ways to boost job satisfaction:
http://officevi.be/job-satisfaction-guide
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
James Bywater, Director of Product & Innovation, Korn Ferry Hay Group
To consider what values based assessment is/means
To explore the drivers for this in the public sector and the private sector
To consider its advantages and pitfalls based upon Coventry & Warwick NHS Trust
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
This is a presentation I did for the South African Institute for Professional Accountants recently about their Talent Retention challenges.
The stats are really powerful, it is mind-boggling that not all companies, big or small are implementing incentive programmes for motivation, sales performance, talent retention and skills upliftment.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
Strategies To Acquire and Retain Top TalentQuestionPro
Andrew Heywood, Head of Talent Acquisition at DAQRI, at QuestionPro’s Workforce webinar shares the top secrets and insider tips on talent acquisition and retention strategies.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Andrea Jones, Lead Resourcing Business Partner, O2 (Telefónica UK) & Jude Harvey, Diversity and Inclusion Manager, O2 (Telefónica UK)
Diversity best practice in UK Market
O2’s Challenge – Why a returners programme
Blocks and Barriers
Results & future direction
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
#FIRMday Manchester 25th Feb 2016 - Carve Social Recruiting Index Results Emma Mirrington
Debbie Smith, Carve Consulting presents the insights from recent research in partnership with the FIRM on social recruiting strategies. This research looks further than the use of social platforms exploring ownership of social recruiting strategies and budgets within organisations, where investment decisions are made and how ROI is measured.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: • A brief overview of the Future of Work trends being seen in 2017 • What challenges will this create from business leaders and the workforce in our organisations? • What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Your Ultimate Hourly Insights Guide: What do your hourly employees really want?Snag
More than 78 million Americans are now paid hourly, which is nearly 60% of today's U.S. workforce. They're the backbone of our economy and your business. That’s why it’s ever-so-important to understand what makes them apply to your jobs, what makes them stay with you and what keeps them engaged – from the inside out.
Check out Snagajob’s presentation, “Your Ultimate Hourly Insights Guide,” featuring our partners, LinkedIn and Dr Pepper Snapple Group, the No. 1 flavored carbonated soft drink company in the Americas, to:
-- Understand today’s hourly workers – their age, education level, career plans, etc. – and how that impacts your hiring/training processes
-- Find out the four must-know secrets to recruiting and retaining your top hourly employees
-- Learn the key challenges for today’s hourly workers … and how to address them and reduce turnover
-- See how Dr Pepper Snapple Group turned itself into a “Candidate Experience Evangelist”
-- Get tips for building true employee engagement that leads to bottom-line results
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
James Bywater, Director of Product & Innovation, Korn Ferry Hay Group
To consider what values based assessment is/means
To explore the drivers for this in the public sector and the private sector
To consider its advantages and pitfalls based upon Coventry & Warwick NHS Trust
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
This is a presentation I did for the South African Institute for Professional Accountants recently about their Talent Retention challenges.
The stats are really powerful, it is mind-boggling that not all companies, big or small are implementing incentive programmes for motivation, sales performance, talent retention and skills upliftment.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
Strategies To Acquire and Retain Top TalentQuestionPro
Andrew Heywood, Head of Talent Acquisition at DAQRI, at QuestionPro’s Workforce webinar shares the top secrets and insider tips on talent acquisition and retention strategies.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Andrea Jones, Lead Resourcing Business Partner, O2 (Telefónica UK) & Jude Harvey, Diversity and Inclusion Manager, O2 (Telefónica UK)
Diversity best practice in UK Market
O2’s Challenge – Why a returners programme
Blocks and Barriers
Results & future direction
Leaders have many misconceptions about coaching. “You have to be an expert.” “It’s time-consuming.” “It’s only for underperformers.” But done right, coaching can impact every aspect of your business for the better. Use this infographic to get the bottom on how coaching benefits your bottom line.
#FIRMday Manchester 25th Feb 2016 - Carve Social Recruiting Index Results Emma Mirrington
Debbie Smith, Carve Consulting presents the insights from recent research in partnership with the FIRM on social recruiting strategies. This research looks further than the use of social platforms exploring ownership of social recruiting strategies and budgets within organisations, where investment decisions are made and how ROI is measured.
IBM: The Future of Work is Here: Is the people function 'fit for purpose'?Emma Mirrington
Dave Millner, Workforce Science & Analytics, will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include: • A brief overview of the Future of Work trends being seen in 2017 • What challenges will this create from business leaders and the workforce in our organisations? • What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
Bill Boorman will look at candidate mobility in 2017. Length of service is shrinking rapidly. People are having more jobs with more companies than ever before. In this session Bill Boorman looks at what this means for talent attraction, from attraction to branding, and the tech needed to support the changing world of work.
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Your Ultimate Hourly Insights Guide: What do your hourly employees really want?Snag
More than 78 million Americans are now paid hourly, which is nearly 60% of today's U.S. workforce. They're the backbone of our economy and your business. That’s why it’s ever-so-important to understand what makes them apply to your jobs, what makes them stay with you and what keeps them engaged – from the inside out.
Check out Snagajob’s presentation, “Your Ultimate Hourly Insights Guide,” featuring our partners, LinkedIn and Dr Pepper Snapple Group, the No. 1 flavored carbonated soft drink company in the Americas, to:
-- Understand today’s hourly workers – their age, education level, career plans, etc. – and how that impacts your hiring/training processes
-- Find out the four must-know secrets to recruiting and retaining your top hourly employees
-- Learn the key challenges for today’s hourly workers … and how to address them and reduce turnover
-- See how Dr Pepper Snapple Group turned itself into a “Candidate Experience Evangelist”
-- Get tips for building true employee engagement that leads to bottom-line results
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
Improving the Odds of Success of Your High-Potential ProgrammesThe HR Observer
Most high potential programmes struggle to deliver positive ROI; around 50% of HR professionals doubt the effectiveness of their high potential programmes. Whether you are focused on achieving results through operational excellence, harnessing the benefits of innovation, or changing sales behaviours, the extent of your organisation’s transformational performance is ultimately driven by the potential of the people that make up your workforce.
The session will explore the attributes that are proven to define high potential. He will also share compelling insights that will reorient how you manage and measure your talent to help you unlock potential and achieve breakthrough performance.
Eugene Burke, Chief Science & Analytics Officer, CEB
Win The War For Talent Through Best-In-Class Succession Planning, David EdwardsThe HR Observer
Past experience shows that poorly executed succession plans can have an immediate negative impact on company momentum, reputation, employee morale and the bottom line. Any business or public sector organisation, irrespective of its size, should have a strategy to deal with losing talent, whether it’s planned or unplanned. This strategy should not simply be focused on the C-suite, but applied to every level of an organisation. Find out how companies are building effective succession planning with long-term successors as well as short-term replacements in order to maximise business performance and continuity.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
PUTTING THE VALUE BACK IN VALUE ENGINEERING: Leveraging Lean thinking to Driv...Amanda Ross
This deck was presented at a joint webinar with AgileCraft and Barry O'Reilly on Value Engineering. In this deck we cover:
- How Value Engineering enables enterprises to systematically manage the uncertainty and return of innovation in their organization
- Quickly and cheaply experiment to learn what are winning ideas, and what do not deliver value and should be discarded
- How to define outcome-based metrics to build value statements, and improves visibility and accountability across your organization
- How to drive rapid feedback loops to accelerate innovation and better decision-making
- How tools can play a role in the Value Engineering / Lean thinking cycle
Sustainability is not a concept; it’s a strategic imperative. To be competitive sustainability must be woven throughout your business beginning with your strategy, leveraging your human resources and optimizing your business processes. Sustainability = profitability.
Global megatrends are escalating the war for top talent and reshaping business as we know it. To stay ahead, organizations are innovating at warp speed. The problem is, in most organizations business innovation dramatically outpaces talent innovation. And when your business strategy and talent strategy are out of sync, you can't drive top business performance. By creating talent innovations that accelerate your top business goals and integrating them throughout your entire organization, you will establish talent as a strategic advantage.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
HR Driving the Business of the BusinessAnil Saxena
This is a presentation built around a session I lead. The purpose of this session is to support the movement that HR is a unique position to be a primal force in driving organizational performance:
o Increasing Market-share
o Driving customer loyalty
o Enabling positive public perception
o and so much more
“The senior HR executive [needs to be] a business person first and an HR leader second. They need to decipher and deliver.” - Claude Balthazard and Susan Robinson
Senior HR leaders drive and create the nexus of the where the business and the only resource that appreciates meet, its people.
But how does that happen? How does all of HR become an integral tool to drive overall organizational performance in measures that matter to business leaders - increased revenue, increased sales per customer, lower customer acquisition costs, and all the other measures that senior leaders make decisions based upon?
By leading the effort to become a Culture of Performance.
Hire resources strategically for project excellence. Boost your team's capabilities with skilled professionals. Elevate success through strategic augmentation
Lindsay Browning, Talent Acquisition Leader, EMEA, LinkedIn
Jean Martin, Executive Director and Talent Solutions Architect, CEB
As time goes on, we have seen that leadership skills and attitudes of today are constantly evolving. As a recruiter, what skills do you want to see in your leadership team to inspire you, and as a leader, what kind of skills and attitudes do you see imperative in order to succeed and inspire your organisation? Join this interactive session with Lindsay Browning, Head of Talent Acquisition at LinkedIn, where we want to hear from you what skills and attitudes you think are required for the future. We will also be joined by Jean Martin, Executive Director and Talent Solutions Architect, from CEB who will share some interesting recent insights on the skill trends that they’re seeing in the industry and how you can ensure you’re on the correct path to success.
Is Your Sales Hiring Process a Competitive Advantage?James Yeagle
Technology, tools and equal access to data has truly put every service company on a level playing field as they try to win customers. Who and how a company hires sales people is as critical as ever. Sometimes it is the only competitive advantage when the top two industry leaders are competing head to head.
Building a sales hiring process that is a true competitive advantage is must for any sales or company leader.
2. #TalentMeasured
Why Measure Talent?
Organisations often succeed or fail according to the strength of their people. They are their most costly investment, their biggest risk – and provide their greatest opportunity to stride ahead of competitors.
3. #TalentMeasured
The Talent Agenda is Rising
The importance of talent has never been greater.
Yet new HR trends and challenges increase the pressure on HR:
4. #TalentMeasured
The Talent Agenda is Rising
The importance of talent has never been greater.
Yet new HR trends and challenges increase the pressure on HR:
Talent Shortages
and Skill Scarcity
High importance for skilled workers.
Need to prioritise acquiring, building and keeping talent.
1
5. #TalentMeasured
The importance of talent has never been greater.
Yet new HR trends and challenges increase the pressure on HR:
The Talent Agenda is Rising
Talent Shortages
and Skill Scarcity
High importance for skilled workers.
Need to prioritise acquiring, building and keeping talent.
1
2
Globalised and
Multi-Generational Workforce
Multi-Generational Management needed.
Increased work across locations.
6. #TalentMeasured
The importance of talent has never been greater.
Yet new HR trends and challenges increase the pressure on HR:
Talent Shortages
and Skill Scarcity
High importance for skilled workers.
Need to prioritise acquiring, building and keeping talent.
1
The Talent Agenda is Rising
2
3
Globalised and
Multi-Generational Workforce
Multi-Generational Management needed.
Increased work across locations.
The New (Networked) Environment
Greater Amount of Collaboration required. Increased reliance on others
to get work done.
7. #TalentMeasured
How Can I Improve
Talent Insight?
With best practice assessments you get objective insight into your people’s strength and weaknesses. That drives bottom line business improvement and gives you real business advantage.
Organisations like yours that are using Talent Measurement and the latest innovations in best practice assessments are already achieving great results.
9. #TalentMeasured
Talent Measurement – At a Glance
Enabling Growth
Selling more.
Increasing savings.
Increasing
Efficiency
Maximising productivity.
Reducing time-to-hire.
10. #TalentMeasured
Talent Measurement – At a Glance
Enabling Growth
Selling more.
Increasing savings.
Increasing
Efficiency
Maximising productivity.
Reducing time-to-hire.
Reducing
Risk Higher work accuracy. Meeting compliance targets.
11. #TalentMeasured
Talent Measurement – At a Glance
Enabling Growth
Selling more.
Increasing savings.
Increasing
Efficiency
Maximising productivity.
Reducing time-to-hire.
Reducing
Risk Higher work accuracy. Meeting compliance targets.
Transforming The Organisation Better customer service. Better insight of talent.
12. #TalentMeasured
How Will Talent Measurement Affect My Revenue?
With Talent Measurement, identify the
high achievers within your organisation,
and boost your revenue.
13. #TalentMeasured
Global Luxury Retailer Identifies Sales Staff Who Sell £80,000 More per Year
Retail, USA
•High scoring sales professionals sell on average £80,000 more per year than average performers
•Annual bottom-line gain of £4.3M attribute to assessment program
That’s the Talent Measurement Effect
High-Achievers to Sell High Fashion
14. #TalentMeasured
General managers for a US car title loan company who scored highly in assessments manage stores that achieve 3.7 time faster sales growth and 1.5 times faster total accounts growth.
That’s the Talent Measurement Effect
Increased Sales Growth
General Managers Grow Sales Over 3 Times Faster
Finance, USA
15. #TalentMeasured
How Will Talent Measurement Affect My Efficiency?
Talent Measurement leads to higher efficiency
of your recruiting processes. Experience time
savings and lower costs.
16. #TalentMeasured
•Increase in recruitment team productivity
•Average time-to-hire reduced from 30 to 25 days
That’s the Talent Measurement Effect
Faster Download of Quality Personnel
Microsoft Hires Best Talent Faster
Technology, China
17. “By enabling more effective and resource- efficient recruitment, you are helping us achieve high-quality growth and deliver
great hotels guests love”
Janet Wong, Global Resourcing Projects Director,
Intercontinental Hotels Group (IHG)
#TalentMeasured
18. #TalentMeasured
How Will Talent Measurement Affect My Value?
Talent Measurement helps you to get both, loyal
customers and higher employee satisfaction.
And that’s saving your money, too.
19. #TalentMeasured
•Improved employee engagement and satisfaction survey results
•Increased customer satisfaction with public services
•Achieved savings of £100 Million over three years
•Reduced agency spend by 70%
That’s the Talent Measurement Effect
Saving Millions
Sunderland City Council Saves
£100 Million Over Three Years
Government and Public Sector, UK
20. #TalentMeasured
“Online screening is unlocking over eight months of new productivity. Ultimately that has a big impact on the value we in HR can bring to the business”
Group HR Manager, leading financial services group
21. #TalentMeasured | ceb.shl.com | info@shl.com
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