The PeopleFluent Blog
3 Reasons Why You Should Update Your Org Charting Software
Outdated software won’t do in a rapidly changing workforce. Learn three reasons why you should update to the latest version of PeopleFluent OrgPublisher.
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Read more3 Reasons Why What-If Planning Is Vital for Your Organization
Sophisticated org charting software does a lot more than show an organization's structure. Learn more about built-in what-if planning and how it can prepare your organization for the future.
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Read moreCharting Your Course to Success: 6 Ways Org Charting Software Saves Precious Time
Manually creating org charts can be a time-consuming process. Find out how using org charting software for your workforce planning can save you time.
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Read more5 Candidate Sourcing Strategies to Build Your Talent Pipeline
Learn more about how to build your talent pipeline with these five candidate sourcing strategies.
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Read moreTalent Acquisition Triple Play: 3 Elements of a Successful Recruiting Strategy
The talent acquisition triple play helps hiring managers, candidates, and recruiters create a successful talent acquisition experience.
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Read moreHow to Ensure Your Workforce Planning Is Predictive and Continuous
Is your workforce planning predictive and continuous? It should be. Here’s how PeopleFluent can help transform workforce planning in your organization.
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Read more4 Headcount Planning Strategies to Drive Success
Interested in learning how OrgPublisher can help your organization plan for the what-if moments of headcount planning? Read the blog to find out more.
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Read more4 Tips to Improve Candidate Experience for High-Volume Recruiting
By following these tips, your company can break the cycle of a reactive recruiting process and solve the challenge of high-volume recruiting for good.
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Read moreVisualizing Analytics: The Answer to Workforce Planning
In modern organizations, the hierarchal manager/employee relationship is no longer the sole focus of workforce planning. Instead, what’s been dubbed “the war room of HR” must account for a variety of matrixed teams and indirect reporting relationships. To plan for and around these relationships, first you must understand them. And spreadsheets with rows and columns of workforce data don’t help.
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