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    Outdated software won’t do in a rapidly changing workforce.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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    3 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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    Charting 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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    5 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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    Talent 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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    How 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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    4 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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    4 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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    Visualizing 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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