In a tight job market, getting the most out of in-house talent is key. Talent managers and Learning & Development professionals have their work cut out for them. Employees on all levels must upskill a reskill quickly and with a swift impact on the bottom line. Never has HR been asked to guide so many people through a development cycle. This blog is about what makes people take positive action towards development. As 62% of business leaders believe that L&D is either highly important or critical for business success (Brandon Hall 2022), it is no wonder that close to half of companies (4 ..read more

In a market where job openings far outstrip the available candidates, what’s the role of assessments? We don’t have objective numbers to prove this, but discussions with selection firms and test providers have taught us that there seems to be a strong reduction in the use of testing in selection. In a job market where you as an employer apply to the candidate, that’s not entirely surprising. Most recruiters we talk to consider themselves lucky if they even find quality candidates who are willing to accept the job within a reasonable premium above the expected budget. And when they do, not many ..read more

Ever since Talent Reviews entered the scene in the late 1990s, HR has been the driver of this strategic process. Even though in theory all stakeholders agree that taking a helicopter view on talents is crucial to secure the continuity of the business, the numbers say it all: less than 1/3 of managers are satisfied with the ROI of the Talent Management process. ¼ stars leave within one year, and 40% of high potential designations fail. The main reason is the lack of potential criteria and tools. If HR wants to be a true talent advisor for the business, we have to turn that around. At Corilus, I ..read more

Get a sneak peek at some of the products that are cooking at TalentLogiQs Identify & develop potential – Introducing the Learning Agility Profiler Boost personalized development with the Learning Agility Profiler I want to try Realizing human potential is the ultimate goal of integrated talent management. It’s the most sustainable strategy to maximize development outcomes for the organization – which thrives thanks to high-performing workforce – and the employee – who thrives from being empowered in their area of strength. Until about a decade ago, however, the only available measures ..read more

CM is a health insurance fund in Belgium. Since Luc Van Gorp became president of CM in 2015, a lot of effort has gone into putting prevention, health, and quality of life central in the approach of its members. Shifting the focus from sickness to health impacts how the core business is run. Structure and internal processes were also impacted, as were the careers of the individual employees. As leader and supporter of this change, the new large, unified department of HR Services stepped up to the challenge. In this change, retention was a concern. In order to create a future-proof organization ..read more

Most organizations have some form of Talent Review. That is not surprising as qualitative people decisions, preparing the future leadership body, managing people-risks, and developing for performance have a major impact on the business.  However, in practice, the talent review process does not always have the impact you might have hoped for. Here are some possible reasons:   a lack of an overall vision on ‘talent’ in general  insufficient integration or alignment with the overall revi ..read more

Suits is a popular TV series about a New York Law firm. You may know it as a series with a lot of legal ingenuity and political intrigue, but if you look closely, it’s also a great source of career insights. The show is watched by a lot of young people. In this blog, I want to analyze the assumptions that are made about careers in the series and consider their implications on career development for individuals and organizations.  What do we observe in Suits?  Everybody is projecting an image of success at all ..read more

Like for most organizations, attracting and recruiting  young potentials is a challenge for bpost. We are in the specific situation that our demographic chart has the shape of a mushroom rather than a pyramid. It is therefore even more crucial to, once recruited, keep youngsters on board to secure future leadership and expertise for the future. We do this by making sure we are on the same career wavelength, right from the start. The Career Fitness Profiler and the Career Discovery Trajectory support us with this.   Our vision At bpost, we feel a lot is to be gaine ..read more

In veel bedrijven zijn teammanagers het eerste aanspreekpunt voor loopbaangesprekken. Ervaring leert me dat zij zich vaak terughoudend opstellen om dit soort gesprekken aan te gaan. In deze blog toon ik aan waarom dit het geval is en bied ik enkele alternatieven perspectieven om loopbaangesprekken anders te bekijken. Waarom vermijden managers loopbaangesprekken? Wanneer we aan managers vragen waarom ze liever niet ingaan op een loopbaangesprek, geven ze volgende redenen: “In de ontwikkeling van een loopbaanpad geraak ik vaak dieper verzeild in het persoonlijke leven van mijn werknemers. Maar ..read more

Cegeka is a European family-owned IT company. Our IT experts provide end-to-end IT solutions, services & consultancy.  We work in close cooperation with our customers. We help organizations create frictionless and highly personalized experiences for their customers, consumers and citizens.  The IT market is not only driven by innovation but is also highly competitive. To ensure staying on top, we consider our 2500 employees as our most valuable asset. Continuously developing our employees and managing our  ..read more