Building Your Talent Pipeline - Talent Dashboards

Tuesday December 5th, 2017 at 10:00am
Written by Jim Bitterle - Consulting Managing Partner

Talent dashboards help HR managers and company leaders achieve their most basic HR goals. This is because, well- you get what you measure!

By definition, a talent dashboard is a reporting and measuring tool that helps companies with effective selection and treatment of talented employees. It does this by serving as a one-stop source of information where any employee can quickly see the current status of the company’s most critical HR goals.

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Career Ladders vs. Career Lattices - Tools for Employee Development

Wednesday November 22nd, 2017 at 10:00am
Written by Jennifer Giannosa - Senior Consultant

How are career ladders and lattices different? How are they the same? And which one is best for your organization’s talent needs?

Although they’re both tools that organizations use to guide employees on a path of career progression, they differ in many ways! In this article, I will review how they’re different, what they have in common and which one might be the best choice for your organizational needs.

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Apprenticeships and Six Ways They Can Benefit Your Company

Tuesday November 14th, 2017 at 12:00pm
Written by Michelle Knierim - Regional Consultant

It’s no secret that companies in all employment sectors are facing challenging workforce shortages and gaps. What many companies don’t know is that apprenticeships offer a viable solution for recruiting, training and retaining world-class talent. Apprenticeships are an earn-as-you-learn, flexible workforce development tool and training strategy that can be customized to meet the needs of any business.

Apprenticeship programs consist of a combination of on-the-job training and classroom instruction with an affiliated educational partner. This combination, along with the fact that workers in an apprenticeship program earn a full-time wage while they are participating in the program, is a proven recipe for success. According to the United States Department of Labor (DOL), 91% of apprentices that complete an apprenticeship are still employed nine months later.

It goes without saying that apprenticeships are good for business … despite the misconceptions that exist. Apprenticeships have come a long way since the apprenticeship system started 75 years ago in the construction and skilled trades industries. Some people still believe that apprenticeships are only useful for entry-level positions in those industries, but that is a big misconception.

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Dream Fulfiller - What Winning Sports Coaches Have to Do With Attraction and Retention in the Workforce

Monday October 30th, 2017 at 10:00am
Written by Kevin Watson - Director of Business Development

For those of you that are avid college athletics fans, your team’s success each year typically depends on the following; their ability to recruit, to get the most out of their talent, get players to gel as a cohesive unit, and to keep players on the field/court/etc. (healthy and out of trouble). If you think about it, the same is probably true in your line of work as well.

Few coaches have been able to crack this code over the past seven years better than Alabama’s head football coach, Nick Saban and Kentucky’s head basketball coach, John Calipari.

*Disclaimer – I’m not a big fan of these coaches (in part because they always seem to be winning, and they don’t coach for my alma mater).

They both have an uncanny ability to get the most out of their players and to get their players to gel as a cohesive unit.

Beyond that, they seem to have cracked the code when it comes to recruiting (winning on a consistent basis doesn’t hurt the cause).

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Once Upon a Punch Clock - Invest like a Jack of your Trade

Tuesday August 15th, 2017 at 10:00am
Written by Stephanie Edwards - WIOA Adult Program Coordinator

Imagine your company was down to the last figurative penny, and your final choices held the risk of being less than magical. Would you trade what little you had to invest in the future of your company? How could you be sure you were making a wise investment that was worth the risk?

Jack and the Beanstalk is a story about a young boy who is instructed to trade his final milk cow for a few coins. When Jack returns to his mother, she is disappointed that Jack has traded his cow for meagerly beans, not the coins that she expected. To the surprise of Jack and his mother, the beans turn into the giant beanstalk. Jack then climbs the beanstalk and overcomes the obstacle of the Giant in the clouds to acquire more gold than he could have hoped for!

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Your Employees' Perception is Their Reality

Tuesday July 11th, 2017 at 1:25pm
Written by Kevin Watson - Director of Business Development

Have you ever hit send on an email and immediately wished you could retrieve it, for fear that the recipient would misconstrue your actual intent? In a world where the words we use represent a mere 7% of communication effectiveness, this happens all the time.

Humor me for a minute, and read the following sentence six consecutive times, each time putting the emphasis on the word in BOLD.

I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY
I DIDN’T SAY YOU WERE PRETTY

How is it possible that a simple, six-word sentence can have six dramatically different meanings/interpretations? Regardless of our intended meaning, the recipient’s perception becomes their reality.

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Visualizing Your Recruiting and Succession Plans

Wednesday May 24th, 2017 at 9:00pm
Written by Casey White - Director of Marketing

I wasn’t expecting to be inspired by a field hockey office display, but that’s what happened recently during my visit to a local university. Are you wondering how recruiting and succession planning for your company could possibly relate to a University field hockey program?

Picture this: a striking, larger-than-life visual of a long-range “staffing” plan, highlighting each year from now until 2020, showing field positions, names of current players and potential recruits. It was color-coded and created to help coaches identify, by position, the talent needed to stay competitive and ultimately work toward their goal of building a championship team. It was obvious: they clearly understood they needed talented people to achieve that goal and all the particulars were captured in vivid detail.

That display got me thinking, “How many companies understand what their talent needs look like?” It made me realize that capturing the right kind of data, and making that data come to life visually, is crucial in setting the best goals and vision for the future. How close is your organization to understanding what your talent needs look like – today … in 3 years … in 10 years …?

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Why Your Company Should Invest in Career Sculpting

Monday April 24th, 2017 at 10:00am
Written by Arlene DeSantis Jones - Chief Talent Officer

Many companies today face the ongoing challenge of how to retain good talent. The difference between EDSI and other companies facing this challenge is our innovative Career Sculpting program. It has enabled us to retain great employees and ultimately assist in reducing turnover.

The idea for Career Sculpting came to me about 15 years ago after reading an article on retention in the Harvard Business Review. I envisioned creating a way to get to know employees better and understand them on a more personal level; not just what their work positions dictated. Brainstorming and strategy meetings ensued where colleagues and I developed the process we know and utilize at EDSI called Career Sculpting.

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How to Grow Your Own Talent - ASE Talent Symposium Recording

Wednesday December 14th, 2016 at 8:30am
Written by Jim Bitterle - Consulting Managing Partner

Jim Bitterle, Managing Partner of EDSI Consulting, presented at ASE’s 2016 Talent Symposium on the topic of growing your own talent.  Check out the video recording if you were not able to join live!

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How to Think “Strategically” about Workforce Planning

Friday November 18th, 2016 at 10:00am
Written by Jennifer Giannosa - Senior Consultant

Have you heard the phrase workforce planning? What about strategic workforce planning? This catchphrase is changing the HR game and offering a glimmer of hope in the war for top talent. It’s also creating some important and interesting dialogue within the C-Suite.

How is this possible, you ask? Strategic workforce planning (SWP) helps connect a company’s core business goals with its most important asset: people!

In its most basic form, workforce planning determines what an organization needs in terms of the size, type, experience, quality, skills and knowledge of its workforce in order to achieve primary business goals. The term strategic further defines the timeframe of the planning activities. Think system-wide organization and strategy vs. work-unit issues at a supervisor level.

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How to Grow Your Own Talent

Monday October 17th, 2016 at 10:00am
Written by Jim Bitterle - Consulting Managing Partner

Jim Bitterle, Managing Partner of EDSI Consulting, was invited by Tom Borg Consulting to talk talent! Tune in to this podcast recording to learn more about EDSI and how to develop talent in your organization.

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Finding the Right Talent Doesn't Have to Feel Like Hunting for Unicorns

Wednesday August 3rd, 2016 at 12:00pm
Written by Kevin Watson - Director of Business Development

Has your organization ever gone “Unicorn Hunting?” If so, it probably played out like this:

  • Somebody within the organization decides that you need to go find a mythical and elusive unicorn
  • You post ads trying to get a unicorn to wander in off the street and when no unicorns appear, you send people out to try to hunt for one
  • After a lengthy and futile search you get frustrated because you don’t find any unicorns
  • The moment you decided to give up on the hunt, you finally find a unicorn
  • Five different people want to weigh in on whether this is the best unicorn you are going to find and the best way to capture the unicorn
  • By the time everyone agrees that this is in fact the best unicorn, and agrees on the best way to capture the unicorn, the unicorn has wandered off
  • After several months of searching for another unicorn, you decide to go find a horse instead (which is WAY easier)
  • Once you find a horse you like, you realize that the horse can do just about everything you needed the unicorn to do, and that you never really needed a unicorn in the first place

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Addressing the Skill Shortage

Thursday June 16th, 2016 at 8:30am
Written by Kevin Watson - Director of Business Development

My wife and I are currently in full-on nesting mode as we prepare for the arrival of our second child. Throughout this nesting process, I have had the chance to reflect on the twenty months that have passed since our first son, Alexander, was born.

If I am being honest with myself, I was terribly inefficient at so many things during those first few months after our son was born. Everything from changing a diaper, to installing a car seat, to setting up and breaking down a pack-and-play took WAY longer than it does today. So what changed? Practice, practice, practice.

Luckily for me (and probably 95% of new parents), you don’t have to pass an interview or a test to get the job.

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5 Tips for Keeping Your Top Talent

Wednesday June 1st, 2016 at 1:30pm
Written by Karin Knutson

Jack Welch has a great quote, “The team with the best players wins.” For some, he could be referring to baseball or football, but in business we know the most important team is within the walls of your workplace. Your company likely spends lots of time and money finding people with the skill sets that most closely match your company culture, the challenge is keeping them.

What is the best approach keeping your best talent and avoiding having them swooped up by your competitors? What makes employees want to stay? Here are a few things to consider:

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How to Develop a High-Impact Succession Plan

Wednesday March 23rd, 2016 at 9:01am
Written by Jennifer Giannosa - Senior Consultant

In its basic form, succession planning is a way to identify and develop professionals entering a leadership position. Transition is undoubtedly something every organization experiences - the ebb and flow of people entering and exiting various roles. Some organizations have mastered a process of continuous succession planning. Yet, many small and medium size businesses remain unprepared for sudden or imminent changes that require immediate action.

EDSI has identified a succession planning process to successfully address changes like retirement and loss of key people. The process focuses on the collection and analysis of specific data, allowing for highly customized solutions. One major focus of this process is certainly communication. Communication builds trust and subsequently reinforces a message to employees that their skills and experience are valued.

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Reflections on Dan and Chip Heath's Concept of Bright Spots

Wednesday March 16th, 2016 at 7:45am
Written by Kevin Watson - Director of Business Development

I was recently introduced to Dan & Chip Heath’s concept of “bright spots,” and I wanted to take a moment for reflection.

To watch Dan’s four minute video and read the article about this topic on Fast Company, please click on the following link:

http://www.fastcompany.com/1634997/dan-heath-how-find-bright-spots.


Here’s a small excerpt to illustrate the concept introduced in their book, Switch:

Let’s say your kid comes home one day and shows you this report card.









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Becoming Someone Special for our Customers

Friday January 22nd, 2016 at 8:15am
Written by Sheila Long - Career Advisor

EDSI has given me a chance for a new beginning. I was a 26-year employee at a Fortune 500 company. Through changes and acquisitions, the company was sold and I needed to make a life decision – should I retire, or move to a new company? As the saying goes, “when the going gets tough, the tough get going,” so I decided to seek a new career. I joined EDSI in August 2015 as a Talent Engagement Specialist in North Carolina.

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Founded in 1979, EDSI is a national leader in workforce development, customized training and consulting.

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Using the process laid out by EDSI helped us to create the right gatekeeper responsibilities and tasks, so we can ultimately focus more on the fit of candidates to the Cornerstone culture. Tom Willis; CEO - Cornerstone Charter Schools

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