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As your partner in the fields of human resources, staffing, and executive and professional search, we are committed to delivering a level of proficiency and knowledge that our clients won’t find elsewhere. To do this, our team is vigilant in staying current on industry trends and developments. So whether you’re looking for industry best practices or research, we have the resources you need to remain at the top of your game.
Articles and Research:
Now is the time to update your recruitment and retention strategies for 2017. Wondering how to get started? Our annual Human Resources Planning Survey uncovered five key trends to focus on first.
Recruitment. Engagement. Retention. Three challenges that face companies in 2017, and the reasons why having an effective talent management strategy will be a key driver to organizational success in the upcoming year. Is your organization primed to win in the competitive talent landscape?
The 2017 Human Resources Planning Survey includes data from 259 organizations spanning 24 counties of Wisconsin from more than 15 distinct industries (highest participation in the survey’s history). Many of the top concerns for 2017 focus on recruiting, retention, and employee performance. And with talent being most companies’ number one asset, we used the data to help paint a pathway of how HR is projected to evolve in 2017 so that companies are better able to attract, engage, and retain top talent.
What are your New Year’s resolutions? If they involve job-hunting or career development, QTI Executive Search Consultant Peter Gray has a few things for you to consider.
As unemployment declines, companies in every industry are revisiting recruitment and talent retention strategies.
Reports released earlier this month revealed that Wisconsin unemployment rates have declined to pre- recession levels. According to the Bureau of Labor Statistics, the unemployment rate in Wisconsin fell to 4.2 percent in July 2016. It decreased even lower, to 3.0 percent in Dane County, home of the state’s capital. Celebration in the progressive cheese-state is tepid, as wage growth (or lack thereof) and economic inequality persist as major issues for the collective workforce.
Update: On November 22, 2016, a U.S. District Court issued an order temporarily enjoining the Department of Labor from implementing the new overtime rules under the Fair Labor Standards Act. These rules were set to go into effect on December 1, 2016. This temporary injunction delays these changes and preserves the status quo. It is unknown when the Court will make a final decision.
You've made the important decision that it's time for your organization to undergo a compensation
study. Conducting a compensation study will enable you to stay competitive in the market and
recruit, motivate, and retain top-level talent. But where do you begin? What steps should you take
to ensure you’re establishing a platform for success? Before you start, there are four key factors
In this tight labor market, it is important to ensure your organization can attract, retain, and motivate the talent you need to be successful. A key component to accomplish this is an effective compensation program that aligns with your business strategy. However, as a business leader with competing priorities, how do you know if your compensation program is effective? Read our white paper to learn six important questions to consider as you evaluate your compensation program.
Many human resources professionals and managers cringe at the thought of having performance discussions with an employee. These conversations are not easy, but there are benefits to having them. Careful planning is critical. The best practices shared in our white paper can help turn discussions about an employee’s performance into growth opportunities that maximize workplace productivity.
Finding the right fit for an open position can be extremely challenging. It takes time that organizations often don’t have, and sometimes the right candidates are not looking for a new opportunity. In the following case study, you’ll learn about how one nonprofit was able to navigate this difficult situation and end up with the right candidate by seeking support from an organization who knew how to manage the executive recruitment process.
In 2016, the employers with the smartest talent strategies will be the winners on the field of business competition. Those that neglect or mismanage their talent are likely to face costly errors and suffer bottom-line consequences. Read our White Paper "Six Talent Trends Your Organization Can't Afford to Miss" to learn more.
With a constantly evolving economy, organizations are always concerned with keeping up with, or leading, change. Although having a keen eye on change is important to business success, it is equally important for organizations to focus on what’s constant – talent trumps all. Ultimately, success is derived from three fundamental areas:
1. Talent – attracting, retaining, and motivating great employees
2. Adaptability – survival of the fittest
3. Culture – the foundation of a company and the uniting element for employees
Personality Test. Leadership Assessment. Behavior Assessment. There is no shortage of these buzz phrases in the workplace today. Earlier this summer, TIME Magazine ran a cover story exploring the $2 billion testing industry. That’s right, $2 BILLION. We are asked all the time as HR professionals what the benefit is of doing personality assessments in the workplace.
As an employer, what can you do to better set yourself up to acquire and retain top talent? It can often be boiled down to managing your expectations of the available talent pool and providing the right opportunity. Talent expectations, pay, opportunities for advancement, company culture and strong leadership are just a few of the key areas.
According to the 2015 Human Resources Planning Survey conducted by QTI Consulting, not surprisingly, the top human resource challenge of Wisconsin organizations in 2015 is “attracting the right talent.” In order to attract and retain top talent, companies are recognizing that they need to stand out. More organizations are choosing to break from the pack; they are stopping the hand-wringing of the skills gap debate, new normal of 3% pay budgets, and tired post-n-pray recruitment practices. More organizations are choosing to take action and try some innovative HR practices.
Today’s economy seems to be shifting in a positive direction increasing growth within many sectors of industry alike. This is a fabulous thing in so many ways and yet it’s putting a tremendous amount of stress on the companies impacted and needing to add headcount to their organization.
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