Attract & Onboard Talent Whitepapers

Thank you for your interest in LSA's Attract & Onboard Talent Best Practices Research Whitepapers.

25 Years of Behavioral Interviewing: Critical Changes and Challenges
We offer a quick look at some of the greatest interviewing changes—and challenges—of the past quarter-century and how to respond to them. We also note a few practices and beliefs that we think could use improvement.

4 Smart Steps to Determine When to Hire or Fire Salespeople
One of the most difficult decisions a company has to make is figuring out the optimum size of its sales force. There are so many things to consider…not least of which is determining how soon the investment will pay off.

5 Steps to Defining & Attracting Top Talent
If you are counting on new hires to succeed, and if you are serious about avoiding the hiring mistakes that keep so many great strategies from succeeding, here are five steps to finding the best people with the talent you need.

7 Smart Tips to Hire Right for Your Unique Corporate Culture
It doesn’t matter how qualified and dedicated a new employee may be; if they are at serious odds with your company culture, they won’t last long.

8 Powerful Traits of Successful Talent Leaders
What makes a person an outstanding talent leader? Is it the ability to set a vision, develop a strategy, or manage a budget? Or is it something much less visible and more subtle?

All Aboard for Customer Service New Hires that Fit
Losing good employees is expensive. The insides sales and customer service areas at most companies have annual turnover well north of 25%. While the reasons for this are many, it typically boils down to two critical things.

Are Your Sales Reps Too Eager to Please? 3 Problems + 5 Tips
How many times have you hired a likeable, friendly, and outgoing person and seen him fail miserably as a salesperson because he could not close? Find out about how to handle the “too eager to please” reps.

Behavioral-Based Interviewing & Invented Lives
For many years, interviewers have contended with falsified resumes, bogus college degrees and transcripts, exaggerated claims about past achievements, and applicants just testing the market.

Do Not Fall Behind – 5 Smart Ways to Transform Your Recruiting Process
Why, with so much new, potentially time-saving technology, has the hiring process remained much the same as it was 50 years ago.  5 smart ways to transform your recruiting process.

Donald Trump and The Ultimate Interview
We’ve noticed is that our interviewing method is just as successful at revealing problems with prospective job candidates as Trump’s show is.

Don’t Be Fooled into Making Bad Moves Related to High Sales Force Turnover
Are you seeing too high a rate of turnover in your sales force? Experts have studied the problem and have come up with some very interesting numbers…based upon thousands of exit interviews and surveys.

Evaluating and Hiring Major League Talent
Major League Baseball is currently rolling out a new technology that tracks each player’s on-field performance second by second. Learn how behavioral interviewing methodology uses the same techniques.

Fighting Back Against False Candidate Credentials for Sale
Job seekers intent on gaining any advantage in a tough market don’t have to falsify their resumes. They can hire the “experts” to do it for them.

Hiring Best Practices – How Important is Cultural Fit?
Some claim that cultural fit in the hiring process is much more important than technical skills and experience (which can be taught).

How to Hire Millennials that Fit
The Millennial generation includes those born after 1979. Many employers are scrambling to adapt to this generation since they comprise the fastest growing segment of the working population.

How to Hire Top Sales Talent – 4 Tips Your Competition Does NOT Know
All sales teams have clear winners (high performers) and clear losers (low performers).  Finding and hiring those winners can make an immense difference in team performance.

How to Onboard New Sales Reps and Keep Them – Best Practices and Warning Signs
Because it takes time and money to get new salespeople up-to-speed and because buyers want stability, most of our clients want their sales force to stay over the long term.

Hyper Growth – 5 Proven Suggestions to Recruit and Hire Really Great People
If your company is growing rapidly, the ability to attract and hire great talent becomes paramount.  Try these 5 suggestions for making a real and noticeable difference.

Keys to Transforming a Recruiting Function
We don’t usually think of recruiters as heroic. Yet there are recruiting leaders who have achieved amazing results. Read about how one recruiting leader took over a recruiting function that was stumbling along and turned it into a world-class function.

New Employee Orientation: 7 Speed to Productivity Best Practices
Is your speed to productivity for new hires where it should be? Most new employees take 3-24 months to “get up to speed.” This wide disparity in on-boarding provides wonderful opportunities for organizations looking to decrease “ramp time” for a more effective new hire on-boarding process.

The 16 Key Recruiting Metrics
How should we measure the effectiveness of our recruiting efforts? With the increased emphasis on measurement, we are getting asked this question much more frequently than we were even just 10 years ago.

Thriving in a Jobless Recovery through Career Development
Fortunately, with patience, perseverance, courage, and humor it is possible to thrive in a jobless recovery.

Want Hiring High Performance Sales Reps? Avoid 9 Types of Sales Reluctance
Salespeople and hiring managers can identify potential problems before hiring someone. To drive sales performance, avoid these nine traits.

Why Behavioral “Give Me an Example” Questions Do Not Work in Interviews
Interviewers today are in a bind. Behavior-based interviewing that relies on “give me an example” questions is in jeopardy in terms of effectiveness. Learn how to get the right talent.

Why Talent Is Surprisingly Only 1/3rd of the Talent Management Recipe for Success
Done right, effective talent management can differentiate your company from the competition in both good and bad times.  Done poorly, inconsistent and unaligned talent management methodologies can grind your company to a halt.

Why the Interviewing Process is Flawed – And What to Do About It
In a previous issue of the Harvard Business Review, Larry Bossidy, the past CEO of AlliedSignal, describes interviewing as “the most flawed process in American business.”

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

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