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In part 2 of this exclusive video series, Tim Ackermann (Head of Talent Acquisition Experience at Lidl) discusses how employee experience is integral to talent acquisition and candidate experience...
This is the second post in a series of four that focuses on the adoption of Procurement technologies. It will highlight some important aspects of the psychology of change because...
Lots of people are afraid that robots, artificial intelligence [AI] and algorithms will soon outperform humans in lots of tasks and lead to mass unemployment. So is the solution to oppose and...
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As part of the BTN's partnership with Merit Summit, we are delighted to extend Merit Summit's offer of a free webinar on utilising the intelligence effectively that is available across yo
Customer is king. Time is money.
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The BTN is proud to partner with the 2018 Changeboard Futuretalent Conference.
With a top-class speaking roster which includes the likes of Lord Chris Holmes, Deborah Frances-White, Sir Lenny Henry & Alastair Campbell, the Changeboard's flagship Future Talent Conference has become the leading event in the UK to discover how to address the major Future Talent business issues of our time.
Location: The Royal Geographical Society, 1 Kensington Gore, Kensington, London SW7 2AR
In this exclusive video for The BTN, Chris Micklethwaite (Founder at 3PointsDIGITAL) discusses digitally native companies.
The BTN is delighted to bring you an event brought to you by Sage People in their offices in the Shard.
The introduction of artificial intelligence (AI) technologies into the world of HR and recruitment is not just an idea anymore, it is a reality. Neural networks, machine learning and natural language processing are all being introduced into different areas of HR.
These developments contribute to the function’s increased accessibility to data-driven insights and analytics, enabling better-informed people decisions.
Skills shortages across Europe have been making headlines for the past few years, but since the result of the Brexit referendum, the issue has really been thrust into the spotlight.
As illustrated by the quote below, the case for data in business is not a new one, nor one that needs to be much discussed. The purpose is, and always was, to collect sufficient data (and not too much, ‘infobesity’ and ‘analysis paralysis’ are well-known pitfalls in that area) to make the right choices, with the maximum number of possibilities, whilst acknowledging that decisions are a sort of bet on the future and its uncertainties.
A few years ago someone told me about a frustrating experience they’d had attending a Lean Six Sigma workshop.
This piqued my interest. They were a senior leader in the business and new to the world of Lean Six Sigma. I asked what had happened to make them feel this way.
This is what they told me…
#AI #Recruitment #TalentAcquisition #TalentManagement
Artificial Intelligence has been a topic of conversation for decades. You do not have to go too far back to see cinema that hinted at it in the 1940’s to films that pushed us out of our comfort zone for AI, like “Star Wars” and “Blade Runner”. As we think about AI from a sci-fi point of view, it is fun, innovative and entertaining. The same should be said for bringing AI to the masses in a more meaningful way, like around engagement and interaction with talent and within teams.
It’s common to hear that organizations value talent. In fact, it is common sense to relate talent to success. Hence, organisations seem to be interested in recruiting and hiring talent for growth purposes and tend to promote talent management as part of their business strategy. So far so good, right?
Well, what if I told you that talent is not always that easy to manage and even more shocking is that not every organisation is really interested in talent as such, like they might think. I know, this sounds strange and out of place, but talking about talent is not that simple.
The BTN, in partnership with Cielo, brings you our latest VIP event on workforce planning.
Strategic Workforce Planning is a topic that is high on the agenda in most Talent Acquisition functions - with organisations looking to prepare themselves for a continually changing world where job roles are adapting and skill shortages are visible. So how easy is it to plan for the workforce of the future and what are the firsts steps that any organisation should be taking to prepare themselves for this big endeavour?