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As your trusted 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:
As your business expands, the urgency for an appropriate yet competitive compensation program grows with it. That program – and more importantly, the perception of it – is known as a Pay Brand.
Watch this 60 minute Insights Webinar by Kris Boesch to learn about creating a culture that recruits and retains top talent.
Your business is evolving and that change brings blind spots. Learn how partnering with a Professional Employer Organization (PEO) can help your business grow.
Learn the benefits of partnering with a PEO for your human resources, payroll and benefits.
Check out this guest post by Kris Boesch of Choose People.
Check out this insightful article from Wisconsin Banker Magazine regarding diversity and inclusion and recruiting in the banking industry.
Looking for ways to improve your candidate screening process? We surveyed HR Innovators in Wisconsin on their favorite interview questions and have compiled the results. The next time you are hiring key talent, try adding these proven interview questions to your process.
In this insightful webinar, Julie Winkle Giulioni, co-author of the bestseller, Help Them Grow or Watch them Go, shares her knowledge of developing and retaining talent. This webinar is pre-approved for both HRCI and SHRM credit.
For too long, career development has been treated as an event – something that happens episodically, generally on an annual basis. It’s a formal line in the sand and opportunity to connect and contract around how to help others grow. It has tended to be highly regulated and dictated, with a focus on the paperwork and processes instead of the person on the other side of the desk.
In a candidate’s market, attracting and retaining top talent in 2019 will be harder than ever. In its annual Human Resources Planning Survey, The QTI Group highlighted how Wisconsin employers plan to stay competitive this year.
In its annual survey, The QTI Group asked Wisconsin business leaders how the economy and their organizational initiatives are impacting pay, performance and talent trends during this challenging time. Three trends emerged from this survey: the rise of strong impressions, deepening employee development, and the return of the rewards programs.
Each year, QTI surveys business leaders to examine the ways in which the economy and organization initiatives and activities are affecting pay, performance and talent trends. Our 2019 Human Resources Planning Survey includes data from 195 organizations spanning 46 counties of Wisconsin from more than 16 distinct industries.
In our 2019 HR Planning Survey, QTI examined how the economy and organization initiatives and activities are affecting pay, performance, and talent trends specific to financial organizations, banks, and credit unions. This report includes data from 90 organizations in these industries spanning 43 counties of Wisconsin.
In an ever-tightening labor market, employers who want to attract and retain top talent can’t afford to ignore a desire for appropriate and competitive compensation. A recent survey by The QTI Group revealed that compensation was the number one reason employees resigned. However, less than half of employers surveyed regularly review their workers’ pay for market competitiveness. Given competing organizational priorities, what’s an HR pro to do?
Every company wants their employees to be engaged in their work. They want their team members to collaborate effectively, increase efficiency, and ultimately improve the customer experience. However, it is not often that employees can improve on these efforts without oversight and guidance from their managers
This is a guest post and recorded webinar by Connie Wendt, VP of Compliance and Relations at ClearPath Workforce Management. Missed the live webinar? Listen now or view the presentation. This event will also be approved for both HRCI and SHRM credit.
The Gallup organization has recently reported that only 30% of U.S. employees are engaged at work. This means that most of the workforce is not achieving their full potential and value. To remain competitive and attract and retain the best talent, It is imperative that organizations invest in employee engagement. Often the first step to take in the mission of high employee engagement is to find a great manager.
The rise of the gig workforce (a catchall for anyone outside the traditional workforce model; freelancers, independent consultants, contractors, temporary or contingent workers and crowd sourced) has changed how, why, and where we work.
Employee engagement can be defined as the rational, emotional, and motivational state that leads employees to higher levels of performance. It is also vital to an organization because the costs associated with turnover can often be anywhere from 50-200% of the employee’s annual salary (Scott, 2012). Imagine the loss of an employee making $50,000 a year; this could translate to $25,000-$100,000 to replace him or her, in addition to the salary of the new employee.
Employee engagement is a trending topic of interest within companies as more and more begin to realize the potential benefits to their competitive advantage in the market as well as overall employee productivity.
Work/Life balance is a common term, but its impact is not well understood, and it may even be considered optional or unnecessary by some. However, the effective integration of Work and Life empowers employee engagement and commitment.
When you’re ready to add key roles to your organization, where do you turn? Some organizations are fortunate to have dedicated internal talent acquisition resources with the expertise to execute successful searches; however, most do not and often opt for professional search firms instead.
(This is a guest post by Ira S. Wolfe of Success Performance Solutions.)
For decades, posting a job opening was a relatively simple task. All a recruiter had to do was share the job description across the appropriate channels and candidates came pouring in. Today, the competition for talent is fierce and writing content to advertise a job opening requires a lot more finesse.
Richard Fagerlin of Peak Solutions shares four quotes regarding deep truths about culture. A proper understanding of each statement will help drive you, your team, and your organization to success.
As you are prepare to interview candidates for your next key hire, try these interview suggestions to ensure a positive outcome and engaging process.
OK, my headline is a total lie. Sorry, I was just going for broke with some clickbait there. You're reading this, so it worked!
Before you head out the door for your interview, be sure to follow these tips for a successful interview.
Is there more or less conflict when teams work virtually? You might think that once you work from home (or a remote office), there are fewer people to get on your nerves and therefore your work environment will be more peaceful and conflict-free,
Walter Dewey, CFA, Vice President and Portfolio Manager at Madison Investment Advisors, LLC, shares an Economic and Market Outlook.
Everyone’s talking about workplace diversity today, and for good reason: when you expand the range of perspectives, experiences, and characteristics of your team, you also extend your reach toward innovation and overall excellence. But gender and ethnicity dominate many of the discussions about diversity—and companies need to start talking more about an age diverse workplace as well.
As a leader of a growing organization, you wear many hats. From developing and leading
strategic initiatives to creating products and services to juggling financial responsibilities
with employee relations, human resources, benefits selection and payroll administration,
there’s a lot to manage. How can you stay on top of it all and not lose focus on what
matters most—growing your business.
As you start your search process for your next new hire, keep these five tips in mind to ensure hiring success.
With an ongoing shortage of skilled talent in today’s workplace, many employers are finding it challenging to find the right candidates to fill their open positions. Often, hiring can take time that employers simply do not have—especially if there is no formal human resources (HR) department. That’s when partnering with an experienced talent recruitment organization can make hiring easier and faster. In the following case study, you’ll learn how one company found a unique approach to hiring through the help of an organization with the expertise necessary to approach the situation with fresh thinking.
Here are 5 common sales compensation myths debunked to help you create the most effective sales compensation plan for your company.
Having troubling filling your engineering positions? It’s harder than ever to recruit top talent. The engineering industry is experiencing a skills shortage that will impact the economy for years to come.
Here are 5 things to consider when evaluating the effectiveness of your sales compensation plans to ensure the greatest company success.
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.
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
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.
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.
Looking for a resource outside of what’s listed? Contact us and let us know how we can help.