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Unlocking the Power of Talent Intelligence
Executive Search, Next Generation, People & Culture, Savannah Group, Talent Intelligence
Katie Chevis and Alex Martin discuss how organisations are benefiting from the relatively new discipline of talent intelligence.
Common applications of talent intelligence
Board, CEO, People & Culture, Talent Intelligence
Talent Intelligence continues to evolve as a tool for forward-thinking leaders. Here we examine four of the most common applications of this capability.
NextGen Boards: The RemCo Chair
Board, Executive Search, Innovation, Next Generation, People & Culture, Savannah Group, Talent Intelligence
Savannah Group’s Next Generation Leadership Institute is examining how non-executive board roles are evolving.
Talent Acquisition Forum Insights
Digital & Technology, Executive Search, People & Culture, Talent Intelligence, Talent Mapping, Talent Strategy
Heads of executive search from across sectors shared their insights on the challenges facing executive TA functions, and how to address them
A guide to talent intelligence
Board, CEO, People & Culture, Talent Intelligence
What is Talent Intelligence and how can it give businesses and leaders a competitive advantage?
Clancy Murphy joins Savannah Group
Board, CEO, Executive Search, Innovation, Next Generation, People & Culture, Savannah Group, Talent Intelligence, Technologies
Savannah Group announces that Clancy Murphy has joined as Senior Advisor. Clancy will work with clients to operationalise their business strategies through leadership and talent.
Infrastructure Trends 2024
Board, CEO, Executive Search, Industrial, People & Culture, Talent Intelligence
76 infrastructure leaders talked to Savannah about the most important trends impacting their businesses and leadership.
Understanding and mitigating risk
CEO, Executive Search, Interim Management, People & Culture, Talent Intelligence
Nick Allan, CEO of Control Risks talks to Ali Palmer, Client Service Partner at Savannah Group.
People, Talent & Culture – Insights Oct 2021
People & Culture
The role of the people function has never been more important. Businesses are in a rapidly increasing war for talent and we’re seeing that organisations without exceptional people functions are quickly losing ground. This article looks at the latest market insights and trends affecting the People, Talent & Culture function, and the impact it has on the current and future performance.
How to get C-Suite Alignment on the Mental Health Agenda
People & Culture
In a business that’s all about people, we know first-hand how leaders influence happiness, healthiness and high-performing work environments. Investing holistically in health and wellbeing is high on the agenda of both clients and candidates. At our recent Health Matters for the Workplace event in partnership with Aetna and the InsideOut LeaderBoard, Savannah Group’s Mary Driscoll explored the topic of getting c-suite support on health and wellbeing in the workplace. Pushing mental health up the board agenda brings with it a broad range of benefits related to recruitment, retention, productivity and most importantly, overall workforce health.
12 Emerging HR Technologies & Trends to Keep Your Eye On
People & Culture
The HR tech space is exploding, with over 135 start-ups innovating across the HR value chain. Due to the sheer volume of start-ups and how fragmented the HR Tech space is, it can be difficult for HR leaders to keep abreast of new and emerging technologies and prioritise which technologies are worth exploring. We welcomed a selection of Group HRDs for a presentation and discussion focused on the workplace as a native function, what the trends and emerging technologies are and what the HR function can do to encourage innovation.
Overcoming The Challenges Facing HR Leadership
People & Culture
Having recently moved to executive search with a focus on senior HR roles within Financial Services, I read with interest Savannah's report on the Rise of the CHRO, which outlined some of the challenges that the CHRO is currently facing including compensation, strategic partnerships, internal perception and title inflation. Many of these resonated with me and I wanted to provide my perspective on the direction I feel the senior HR function needs to take to overcome these hurdles.
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