I help companies with their talent and operations challenges.
I started Foresight Insight Talent Consulting because I found myself having conversation after conversation that shared a common theme. Regardless of the company type or industry, there are often similar talent and operations challenges that don’t require reinventing the wheel in order to address.
Talent Acquisition
Recruiting, Interviewing, Employer Brand, Candidate Experience, University Programs (Interns & New Grads)
Employee Experience
HR, New Hire Onboarding, Continuous Feedback, Recognition, Coaching & Mentorship, Learning & Growth
People Operations
HR Tools & Systems, Applicant Tracking, Process & Workflows, Employee Referral Programs
How I can help you
You already know that you need to hire and hold onto great talent for your organization. It seems straightforward enough. Then you start diving in, and you begin to see how deep the quest to attract and retain great talent goes.
You want to hire the right candidates in the fastest reasonable time. And you want to do it without compromising your hiring bar. You also want to make sure candidates, regardless of whether they get the job or not, have a great experience. Of course, you will then need to make sure your new hires have a great onboarding experience. And ultimately, you want to retain your employees and ensure they have a great experience working for you.
All the various elements along the candidate-to-employee spectrum have challenges that span human resources, recruiting, and operations. And those are areas within just the people-related functions. Obviously, we need to add leaders and managers from other areas of the business to this mix – all of whom have responsibilities woven throughout. There’s a lot to unpack here.
Sure, for some of this, tools and systems can help. But there are stakeholders and processes and workflows to consider.
Efficiencies become more important than ever – but it doesn’t happen overnight. However, when you’ve got the right people focused on the right things, mixed with high-value tools and systems, you free up your team members’ time so they can work on the most strategic elements.
What insights can you extract from your talent processes and strategies? Do your current tools and systems give you enough foresight such that you can predict what’s possible (and needed)?
Regardless of the evolutionary stage that your organization is in, these are areas I have experience with and I can help you tackle. I love discussing people, talent, and operations. And I look forward to having a discussion with you to see how I can help.
My Experience
A sampling of some of the companies I draw my experience from.
Topics I consult on
Below are some of the topics from current and past client engagements. I enjoy talking about topics such as these, so please reach out and let’s discuss!
Candidate Experience
How does your team approach the end-to-end candidate journey?
Does your team treat the non-hired candidates with care, or do those candidates fall into the recruiting black hole? What are the different touch points, and hand-off points with candidates? Is the process consistent across candidates? When a candidate is referred by one of your employees, do they get different types of communications?
Process Efficiencies
What tools does your team use to accelerate their day-to-day?
What’s your talent acquisition and HR technology stack? Do the tools you use provide actionable data to the appropriate stakeholders? And is it helping to drive efficiencies so that team members are freed up to focus on other important things?
Evaluating Talent
How does your team select new hires?
Are all interviewers skilled in how to conduct an insightful interview? Does your team hire based on potential? Or do they hire based on an individual’s past accomplishments? Is it a combination? Does it matter? And how do they define ‘potential’?
Talent Culture
How do your team members describe the company’s talent philosophy?
Do leaders prioritize recruiting and retention? Is it mission-critical? What behaviors are modeled by managers? Has the importance of attracting and retaining talent been heard (and seen) organization-wide?
Talent Insights
Does your team leverage data?
Do you have data that provides insights that inform your approach? Having data is one thing (and good in and of itself)… but deriving insights is where the value is unlocked and you begin to find gold nuggets. Do leaders and hiring managers have the ability to see, at a glance, what their candidate pipeline or overall recruiting process looks like?
Recruiting Team Effectiveness
Is your recruiting team set up for success?
What responsibilities are on each team member’s plate? What is the plan to scale team members’ capacity, and how should the org be structured? What is the approach for finding talent? What out-of-the-box ways do you convey the value proposition of working at your company?
Talent Retention
What is your team doing to hold onto your top talent?
Are you identifying your top performers on a regular basis? And do you know what each one individually cares about? What are you doing to keep them in your company? How are you enabling their growth and development? And how are you fostering an environment that encourages these individuals to positively impact those around them?
On My Mind
Topics that represent recent discussions, current thoughts, or best practices, often stemming from conversations with clients.
