Companies can recognize talent, but it's nearly impossible to maintain a flawless hiring record -- yet some businesses get close.
Why is there a "talent shortage" when millions of Americans are looking for good jobs? It's time to change how companies hire.
What do women and millennials want from the workplace? Gallup.com covered these and other hot topics in 2016.
By studying top performers and developing analytical hiring processes, companies can keep their hiring biases in check.
All people have unconscious biases, and they affect hiring decisions. Companies need a systematic approach to talent recruitment.
Key findings from Gallup's major study of companies that have implemented strengths-based management practices.
As executives rethink short-term security and long-term growth, many are making employee engagement a core performance strategy.
Millennials are the generation in the workplace most likely to look for and change jobs. What do they want from an employer?
Millennials are the most likely generation to switch jobs. One possible reason: They're the least engaged employees in the U.S.
To fill positions with the most talented candidates, leaders need to use the right sourcing tactics.
More than 150,000 new teachers will need to be hired this year. School leaders should consider four major factors as they prepare to embark on this mass-hiring journey.
Big data allows organizations to identify talent. But smart recruiting is a key ingredient, too.
To build a highly talented workforce, companies need a compelling employee value proposition.
Employers believe that college graduates aren't developing the skills needed for the 21st-century workplace. Millennials agree.
Most talented leaders don't want to leave their current company. Attracting them requires knowing what matters most to them.
High-quality job candidates respond to interview questions in ways hiring managers may not anticipate.
Some of the discoveries Gallup made in 2015 about managers and their employees could shape workplaces for years to come.
Many employees become managers based on tenure, not talent. The U.S. Department of Defense is considering changing this.
Employees seek jobs with new companies because they want to do what they do best at work.
This poses major problems for an organization, as losing talented people drains resources and undermines a company's culture.