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In today’s HR Pulse, gain insight into how:

• Restructures succeed when people strategy takes center stage, with boards and CEOs addressing compliance and culture to protect long-term value.

• Strategic recruiting aligns talent with business objectives, helping organizations thrive through workforce audits and realistic hiring expectations.

• Pay-for-performance models need structure and equity, as unstructured systems and biases can undermine fairness from true achievements.

These articles are penned by members of Forbes Human Resources Council, a community of successful human resources leaders on a mission to inspire.

Let’s dive in!

People Strategy: The Hidden Key To Restructuring Success

Corporate restructures may promise cost savings and efficiency, but nearly 70% fail due to overlooked people strategies. Ignoring human factors—like talent retention, culture, and employee engagement—can derail execution and long-term value.

CEOs and boards must view people strategy not as an "HR concern," but as integral to governance and shareholder value.

Here are some key questions for boards and CEOs:

🛡️ Compliance: Are legal obligations (WARN notices, severance, etc.) fully addressed to avoid costly penalties and lawsuits?

🎯 Talent Retention: How are mission-critical roles safeguarded against competitor poaching?

🌱 Culture: What’s the plan to protect morale, transparency, and engagement during transition?

🗣️ Leadership Alignment: Are executives delivering a consistent and credible message to employees?

🔧 Execution Readiness: Do HR, legal, and other teams have the resources to execute effectively?

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Strategic Recruiting: A Boost To Your Bottom Line

Even in an uncertain economy, recruiting top talent remains critical. However, hiring leaders must balance business goals with evolving workforce trends to drive success. A strategic approach to workforce planning can optimize hiring outcomes and enhance long-term organizational performance.

Explore ways to approach recruiting strategically:

🧾 Audit Your Workforce: Evaluate current roles to identify must-haves, inefficiencies, and opportunities to integrate tech-savvy talent. Reimagine open positions to align with business goals.

🦄 Set Realistic Expectations: Avoid chasing “unicorns.” Instead, hire candidates with growth potential and focus on future workforce needs.

🌟 Target Peak Performers: Prioritize roles tied to business objectives and craft plans to attract top passive candidates through compelling storytelling and cultural appeal.

⏳ Plan For Longer Hiring Timelines: High-value talent is less likely to move, so be prepared for extended recruitment cycles. Focus on high-growth industries while crafting thoughtful, patient hiring processes.

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Is Pay For Performance Really Working?

Pay-for-performance seems like a fair and motivating approach, but many companies find that performance ratings have little impact on compensation. Without structured systems, vague criteria, and unconscious biases, fairness is undermined, perpetuating pay gaps and inequities.

Key issues with pay-for-performance models:

🔍 Weak Performance-Pay Link: Data often shows little correlation between pay and performance when adjusted for job level, tenure, and other factors.

🎯 Vague Criteria: Ambiguous metrics like “leadership potential” or “culture fit” lead to inconsistent evaluations and manager bias.

🤔 Bias in Ratings: Performance reviews reflect manager preferences or visibility, not value delivered. Gender and background biases often skew results.

How to build a fair pay-for-performance system:

• Set Clear Goals: Define SMART (specific, measurable, achievable, relevant, time-bound) objectives for every role.

• Implement Continuous Feedback: Regular check-ins reduce bias and ensure timely course corrections.

• Train Managers: Equip managers with tools and training for fair, structured evaluations.

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Wrapping Up

If these articles sparked your interest, we have a network that you will absolutely love: Forbes Human Resources Council.

This exclusive, vetted community brings together the brightest minds in the industry — human resources leaders and executives.

Put yourself at the forefront of innovation with access to publishing opportunities on Forbes.com, a personalized, SEO-friendly Executive Profile, and the chance to network with other respected leaders in the field.

Join Forbes Human Resources Council today, and become part of an elite group of global HR leaders driving transformation in recruitment and human resources.