SHL and TARGETjobs: Talent Potential in Graduates

  • Source: SHL
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Graduate recruiters are increasingly looking for innovative ways to identify high-quality talent in an ever more competitive marketplace. This white paper presents the findings from a study of the United Kingdom graduate recruitment marketplace, discusses the challenges faced by graduate recruiters, and presents an insight into the work-relevant skills possessed by undergraduates, including the extent to which these skills meet the demands of employers.

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5 ROI Tips for Enterprise Asset Management Software

  • Source: IFS
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How can enterprise asset management (EAM) software deliver return on investment (ROI)? This whitepaper discusses the five ways EAM delivers ROI so you can plan your selection and implementation around these deliverables. Take advantage of the cost savings and revenue enhancement features EAM offers and avoid the potential problems. Read More

Operational Risk Management in the World of Big Data

  • Source: IBM
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Today, with operational risk emerging as a primary risk threat in all major economies, market players are looking to the potential of big data as a primary driver of next-generation operational risk management. Drawing on current IBM research in the field of big data, this paper shows how operational risk solutions can harness the potential of big data to inform risk management scenarios and analytics. Read More

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The SHL Universal Competency Framework

  • Source: SHL
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The SHL Universal Competency Framework (UCF) incorporates a model of performance at work that defines the relationships between competency potential, competency requirements, and competencies themselves. This paper outlines the key benefits of using a model for competencies and how such a model can be used to assess people in the workplace and, ultimately, to improve organizational performance. Read More

The SHL Talent Report: Big Data Insight and Analysis of the Global Workforce

  • Source: SHL
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There are a finite number of forces that influence business success. Most of these are driven by the abilities and motives of the people who make up our workforce. As such, the use of objective talent data to align your organization's talent with its strategic objectives yields a significant return. This is what SHL calls people intelligence. This report aims to provide a compass for organization's striving to improve their talent management initiatives. Read More

2012 Business Outcomes Study Report: People Intelligence Driving Business Results

  • Source: SHL
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Globally and across industries there is an increased interest in the relationship between quantifiable data on talent and business results. Most businesses do capture talent data, and nearly half are making decisions based on that information. This report features several studies demonstrating how the people intelligence gained by organizations through assessment enables them to make better hiring and development decisions and improve business performance. Read More
 
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