From Talent Management To Talent Experience. Why The HR Tech Market Is In Disruption

Have you noticed how many interesting new HR software companies we have?  There’s a reason. The craze for “integrated talent management systems” is ending, now replaced by a market for “talent experience” solutions.

In this article I’m going to discuss the history of “integrated talent management” and explain why it feels so dated.

Read more at:–let-talent-experience-reign-&

Talent Management Strategy Guide

What is Talent Management Strategy?

Applicant tracking systems, employee onboarding software, performance management are all part of the greater talent management framework. The right talent management strategy aligns these functions to give organizations a strategic advantage.

Read more at:

Connecting People with Purpose – the Let’s Talk Talent Manifesto

Three and a half years ago I left the corporate world to bring colour to organisations through my own business. It was time for a change. In the world of big corporates, I felt I was becoming ‘beige’, and as you’ll read later, I believe life is far too short for beige!

I wanted to bring about positive change to organisations in a purposeful but playful way that I felt was just not achievable as a corporate employee.

Read more at:

How to Build a Hiring Process That Attracts the Best Talent

Most people assume a hiring process goes like this: They submit an application and resume, get called for an interview, then entertain a job offer before accepting.

Top candidates, however, expect that potential new employers will do more than go through these ordinary motions.

To acquire the best talent, companies must focus on creating a process that communicates professional respect for each candidate’s abilities at every step.

Read more at:

Secrets for Attracting High-Performing Talent in Today’s Competitive Marketplace

Today’s workers have different wants and needs compared to those of previous generations. Security and predictability have given way to preferences for flexibility, culture fit and a people-first focus.

Google recently published an article stating that psychological safety can be the number one dynamic that sets a successful team apart from others; more important that actual talent or resources.

Read more at:

Real Stories: 4 Unique Ways to Leverage Talent Management

As a company grows, so does its talent management needs. And while every business has its own unique performance goals, fostering an environment where employees can grow and develop over time is a valuable aim for any company.

Here at Saba, we pride ourselves on our ability to yield incredible business results across a wide variety of industries.

Read more at:

The art and science of talent management

Without a clear, strategic plan, talent management can disintegrate just as quickly as any other organizational process that lacks clear direction. With many businesses disregarding this crucial part of success, the wrong approach could be costly.

Business leaders often claim that people are their greatest asset, but few approach talent acquisition, development, and deployment with the same transparency and rigor applied to other organizational processes.

Read more at:


What can financial services companies do differently to attract top talent?

In our previous post, my colleague Susan Rice and I gave a high-level overview of the evolution of HR and explained that businesses today are starting to look to HR for leadership and energy in two key areas:

  • Reskilling the workforce to accommodate new technologies and marketplace conditions.

Read more at:


Virtually all companies want to hire the very best talent available.  Most have some version of this statement proudly displayed on their careers page. But we all know that there are constraints in terms of the price you can afford to pay for that talent. That’s the crux of achieving your company’s talent strategy, maximizing the talent you bring into the organization but doing so at a price that doesn’t break the bank.

Read more at:


The HR space talks about talent acquisition a lot.

How to attract candidates, how to source candidates, how to make the candidate experience exceptional. Just venturing a guess, but perhaps 70%, maybe 80%, of HR technology focuses on these very things.

As an HR practitioner, I believe there is something that corporate leaders, managers, HR pros, and recruiters neglect: A proper goodbye.

Read more at: