Explore HCI's collection of curated webcasts, executive interviews and keynote videos on trending talent management topics.
A reported 47% of job seekers year after year are passive candidates. These job seekers, while not actively applying for jobs, are weighing their options and are likely searching for specific positions, requirements, and a short list of targeted companies.
David Eberhardt, Director, HR Strategy & Systems, Devon Energy Corporation
As the global economy continues to flatten, organizations will need to have an increased focus on talent management, succession planning, ...
Peter Howes, Vice President, SuccessFactors
In a recent Lloyds Risk Index survey of global CEOs, respondents cited talent and skill shortages as a leading business risk facing their organization and one for which they are ...
Larry Jacobson, Director, Technology Talent Acquisition, Vistaprint
Identifying critical roles and projected hiring needs are a part of the basic workforce planning structure. What about the actual process of recruiting? ...
Bruce Morton, Chief Marketing Officer, Allegis Group Services
Social media technology allows for an expanded array of data which can be used for workforce planning. Organizations can now collect information regarding ...
Presented by: Bill Rasmussen, Founder, ESPN
Born out of adversity, ESPN changed the way we all watch television. The most successful media story of our time is one you won’t want to miss. The innovative brainstorm for an ...
Lisa Sullivan, Vice President, Workforce Planning & Analytics, Pearson
Liz Almeida, Workforce Planning & Analytics, Pearson
For most multi-nationals, organizational strategy and workforce planning are driven ...
Mayank Jain, Director, HR Analytics & Reporting, eBay
There are a handful of issues that impede an organization’s ability to move forward with workforce planning programs. Lack of a platform, lack of senior ...
Karen Hilton, Vice President, Human Resources, TRX, Inc.
An overwhelming majority of HR and business leaders want HR to play a strategic role in the organization, yet many HR departments have struggled to turn this dream ...
Russell Klosk, Workforce Planning Leader — Americas, HP
In order for workforce planning to be effective, the business and human capital strategies of the organization must be aligned and ready for workforce planning. ...
Peter Louch, Founder & CEO, Vemo Inc.
Ellen Whittingham, Senior Director of Business Effectiveness & Talent Management, Carmeuse Lime and Stone
Quinn Thompson, Director, Global Diversity & ...
Robert Gibby, Ph.D., Global Leader of the Human Resources Research & Analytics (HRRA) Practice, Procter & Gamble
The use of analytics supports decision making in HR processes — it aids the ability to ...Read more
Courtney Abraham, Vice President, Learning, Change & Talent Management, Winn Dixie Stores
Most organizations perform at least some form of workforce planning. However, all too often the process is focused ...Read more
New research from HCI reveals that 50% of HR leaders are not satisfied with their organization’s ability to predict talent needs. At the same time, fewer than 20% strongly agree that HR has the skills to understand and collect necessary ...Read more
Erika Duncan, Vice President, Human Resources, MetroHealth
Quality of hire is intrinsically linked to Human Capital Analytics. Measuring and reporting how new hires align to the expectations of a role is the jumping-off ...
Tracey Smith, Global Business Strategist: Strategic HR, Workforce Planning, & Analytics, FedEx Corp
The dynamics of a global economy and the rapid pace at which it changes have made Strategic Workforce Planning ...Read more
Soren Kaplan, Author of Leapfrogging: Harness the Power of Surprise for Business Breakthroughs and Managing Principal, InnovationPoint
Most leaders and organizations want breakthroughs — like the ability to ...
Both an organization’s total rewards architecture and its culture can impact the way employees perceive the “fairness” of their pay.
Mid-level leaders are responsible for successfully driving the execution of their organization’s strategy. Unfortunately, only 49 percent of mid-level leaders are perceived as being able to drive and operate a company successfully