In the "War for Talent", there are both positive and negative implications you need to consider around talent assessment strategies. This article, written by Sebastian Teijeiro from Cubiks UK, provides some insight around inclusive and exclusive approaches to talent management.
Find out about the 3 pillars of future talent assessment by watching this webinar. Join one of Cubiks’ partners and Walter Hueber (co-founder and CEO of Cammio) as they discuss these pertinent topics.
An article by Jakob Radeborn, a psychologist and consultant analysit in Cubiks' Swedish office, on the HR community embracing People Analytics for Talent Management and where it will be heading in the future.
An article by Antonio Pamos about how machines with increased effectiveness and effiency now play a huge role in all aspects of our lives and how our work roles will change accordingly.
An article by Charlotte Harman, Senior Consultant at Cubiks with her tips on how to embed Inclusive Leadership into your organisation and how to over come any barriers.
New HR Tech comes with promises of epic candidate engagement, fantastic diversity and the use of Artificial Intelligence to revolutionise your processes. But is it all just a myth?
Get revolutionised candidate screening and selection with Cubiks Hire, our automated ‘best-match’ solution tool, quickly, easily and with confidence.
Your organisational culture and existing levels of transparency may influence your decision to be open about your high-potential practices, but it may also be helpful to take into account some of the ethical and legal implications too.
It’s long been established that for future success, organisations need to understand the attributes of their workforce, identify top talent and implement processes to develop these people - yet many executives still find they have an insufficient grasp on what type of talent they need to drive business success.
Generations imposed by prejudice have a lot more to offer than we might think...
Recent research has revealed that 68% of companies with a high potential programme say that it is not very effective, but where are organisations going wrong?