What if you could develop, retain, and leverage your talent to achieve your most critical business objectives? Insala's talent development solutions enable you to do just that.
We assist many organizations worldwide to envision, plan, implement, and evaluate talent initiatives that produce real bottom-line results. Our distinguished best-practice consulting approach and online solutions can be adopted separately or in combinations specifically customized to fit your organization's needs. All activities can be easily tracked and measured against your KPIs and objectives to ensure continuing ROI from your development initiatives.
Through our consulting services and SaaS technology, we provide customizable, sustainable, and scalable solutions for:
The Results have been astounding in just over four years: 58,000 employees are users, over 4,362 have taken advantage of one-on-one confidential coaching, 3,000 participated in Group Coaching and over 815 success stories where individuals were retained who would otherwise have left. Insala's superb technological solution and collaborative approach have been absolutely essential in achieving this win-win for our people and our company.
Director of Employer of Choice / Next Gen Initiatives Deloitte
Insala helped address some of the key challenges we faced at Unilever, which is virtual mentoring, as many of our mentees and mentors are not in the same geographic location. Insala's mentoring consultant, Judy Corner, is a true mentoring specialist and a highly engaging individual.
Global Talent Manager Unilever
At BPI, we pride ourselves on our responsiveness to the needs of both existing and potential customers. Insala's fast and reliable customer service and support have enabled us to do just that. When BPI UK were faced with a tight deadline to develop a career center website for a customer, Insala quickly met our needs. The Insala team were able to translate the BPI France website into British English and launch the website in record time. As a result, we were able to deliver our career center services to the customer with timescales that exceeded their expectations.
Managing Consultant BPI Group
I worked with Judy Corner of Insala to develop a customized mentoring program for International Paper. Judy provided a degree of confidence to the Chairman's Diversity Council as she presented a pragmatic, visionary, long term perspective on the benefits to be gained from Insala's program. Following the M.O.R.E. workshop, participants were surveyed on session effectiveness and Insala received a 100% favorable rating on the value of the day. I highly recommend Insala and believe they offer a distinct advantage to companies looking to advance their position in the ongoing war for talent.
Principal, Global Diversity and Inclusion
As part of a talent management initiative, United Nations Federal Credit Union (UNFCU), partnered with Insala to provide high potential/high performing staff with a structured vehicle to develop their career goals. From the onset, the Insala team provided exceptional client service, ensuring UNFCU had knowledgeable technical resources at its disposal throughout the implementation of its Career Development portal. Insala's partnership with UNFCU has directly impacted its ability to solidify an effective succession planning program and retain our high potential/high performing talent.
Manager, HR Administration
Insala provided a global online solution which helped align our business strategy with our management needs for the future. With their product, we were able to understand our skill gaps and develop our future leaders with the findings. This solution took one hour for an employee to complete, eliminated drawers of paperwork, and provided upper management instant visibility on our progress.
Vice President Human Resources Intertek
ACCA aims to provide our 110,000 members and 260,000 students with direct access to the most exciting and rewarding job opportunities currently available in the world of business and finance. Our online Career Management Resources, available through ACCA Careers, is powered by EmploymentTalk™ and allows our members, students and affiliates to use their time both efficiently and effectively on critical career development activities, while EmploymentTalk™ organizes and plans the route to career success.
Head of Training Policy and Professional Development ACCA (the Association of Chartered Certified Accountants)
Our partnership with Insala has allowed us to offer an entirely new service to our job seekers, which helps prepare them for getting their next job. The assessments and career advice tools offered through our site continue to be successful, and the seamless support provided has proven very efficient. Insala consistently responds in a swift fashion whenever we need assistance, and continues to provide us with a very professional service.
Content Manager Monster
This past winter was definitely remarkable. We found that the E-mail Broadcaster function is the easiest and fastest way to reach all our candidates to inform them of any changes in our office hours - including having to close due to inclement weather, delayed openings, or early closure. Additionally, we use this function to promote our seminars and workshops, and the career coaches can reach all of their candidates in one simple email. This tool is a tremendous asset.
Director, Administration & Client Relations The Schegg Group
We first started using EmploymentTalk™ in our practice in 2001, and have stuck with it ever since. What spurred us to stay on was both the professionalism and responsiveness of the Insala team, as well as the regular software upgrades we received, which ensured we had a cutting edge tool at any given time. Today, EmploymentTalk™ enables us to deliver a longer duration of outplacement services and thereby exceed our clients' expectations. As more and more organizations look to provide cost-effective, efficient and high-impact outplacement, we are able to meet their needs.
This is a fantastic product that will really help our workforce. The Insala team has done a great job maximizing the application capabilities and tailoring it to help our diverse workforce in transition. They've demonstrated a true partnership in providing us with expert assistance, met our special needs, and done so in a timely and cost effective manner.
VP of Administration and Chief Financial Officer Kaiser-Hill Company, LLC
Insala has excelled as a global technology partner to our organization. Insala is not only a provider and implementer of superior career management technology, but a constant and reliable source of ideas and best practices in our industry. Having Insala as a strategic partner has enabled our organization to provide superior, seamless career management and transition services to corporate clients worldwide, and has positioned OI Partners as a global leader in the delivery of career transition services.
Joy Reed Belt, Ph.D.
Chairman and Managing Partner OI Partners, Americas
Our candidates are just blown away by the amount of research they get on specific companies and industries. Their ability to get REALLY good information, and MUCH MORE information than they typically could get on their own, and have it presented so quickly and effectively, is very powerful. It gives us a big sales and marketing advantage.
Vice President, Career Transition Services King & Bishop
Insala performed very well in creating our new corporate website. I was really pleased with the design options they offered. In addition, Insala representatives were wonderful to work with, responding quickly to our needs and delivering solutions in a very timely manner.
Dr. Pamela Johnson
President Nia Consulting & Development
October 10, 2013
At one of our recent webinars, 40% of attendees reported they don’t know how successful their mentoring program was because they didn’t measure the results. This statistic is really quite alarming when you recognize the time, effort, and money that goes into creating and supporting a mentoring... More
August 02, 2013
“The grass is always greener on the other side,” as the saying goes. This is generally true - people tend to focus on new possibilities as they become bored or dissatisfied with their current situation. That is, unless there are no available alternatives - no “other side” in sight. Such has been the... More
July 31, 2013
HR’s Next Imminent Crisis In the next few years, the US economy will be hit by a double whammy: 1) The loss of millions of boomers from the ranks of the workforce, and 2) The scramble to fill their gaps with millennials. This is a succession pipeline issue that’s naturally a generational issue as ... More
July 29, 2013
Your organization has acknowledged a need for a career development program. Now what? “Career development” is an admittedly broad concept, especially when it comes to the specifics of implementation, encompassing hundreds of different models, strategies, and methodologies. Defining what the concept... More
July 01, 2013
We hear the talk about “actively disengaged” employees. What about the organizations that actively resist providing an environment for engagement? When we’re not talking about the work itself, there are basically two directions from which employers should be addressing employee engagement: The ... More
May 09, 2013
The problem with outplacement is that you receive little or no return on investment. It almost seems like a win-lose situation: your former employees receive help moving on from your organization, and you lose both your employee and your investment in outplacement. It’s time to reconceptualize out... More
April 26, 2013
Our mentoring program was successful, but we can’t prove it, and we’re about to lose funding for it. There’s too much pressure to implement a mentoring program, and no time to actually plan one. Our program’s mentees just aren’t learning the things that are necessary to their development. Everyon... More
April 22, 2013
Performance Management as a Part of Your Talent Development Strategy The working world has changed – and traditional notions of performance management are no longer sufficient for maintaining and assessing a productive workforce. Performance management was initially designed to evaluate perfor... More
April 22, 2013
Changing Market Conditions Proactive Succession Planning = Organizational Success When it comes to determining your short- and long-term business strategy, succession planning is critical to your organizational success. Productive succession plans help organizations avoid talent shortages, ret... More
April 08, 2013
While corporate alumni programs are still a relatively new concept for organizational strategies, they carry the potential for significant ROI from increased business development opportunities, strengthened company and employer brand, and reduced recruitment expenses. Corporate alumni programs ... More
March 22, 2013
Sometimes you need more than what a mentoring program or coaching program alone can offer your organization. But if you only have the time and money to implement one program, which one should it be? It doesn’t have to be a matter of choosing one or the other. In a recent webinar, Insala’s Judy Corn... More
March 21, 2013
If you’re considering implementing a mentoring or coaching initiative in your organization, you probably have questions. Which will best meet your objectives? Which employees will be better suited to mentoring than coaching, and vice-versa? Mentoring and coaching do have several fundamental similari... More
January 07, 2013
We’ve all been through onboarding: the conference room, the policy agreements, the tax forms, the acronyms. How much of it all did we retain? And more importantly, how much of it was information that truly helped us understand the inner workings of our new company or learn new skills necessary for o... More
December 14, 2012
Mentoring is as old as time and actively used in organizations today. Personally learning from someone who has been there and done that is the most fundamental way to pass along knowledge. It holds true whether its learning to start a fire, hunt, farm or for creating killer spreadsheets, writing cod... More
November 29, 2012
Are you looking to improve your present outplacement process? Are you an outplacement firm looking to cut costs and increase efficiency in your service delivery? Christine De Cock, Director of Career Solutions at Insala with over 20 years of experience in outplacement and career management, shares s... More
November 07, 2012
If you are considering a targeted mentoring program for talent development, or if you presently manage a mentoring program, chances are you’ve been asked to provide a road map where at the end you are expected to tie it all together and prove it’s business value and ROI. With so many variables to c... More
September 20, 2012
Internet use has become part of our daily routine, and it’s no different when someone finds out they've been laid-off. When someone finds out they've lost their job, she or he undoubtedly turns to the web to view online job listings. Christine De Cock, Director of Career Solutions at Insala with ove... More
June 20, 2012
Mentoring is used today by organizations to satisfy any number of unique business objectives from onboarding, diversity or most often centering on leadership development, succession planning, employee career development and knowledge transfer. One trend now in learning and development (L&D) is tapp... More
May 11, 2012
Implementing any new company sponsored program can seem a daunting objective and pitfalls lay at every turn. Corporate mentoring programs are no different. To minimize challenges and maximize program results, we’d like to share seven recommendations that have proven successful to real-world mentor... More
July 22, 2011
According to a recent Monster.com survey, it takes 6.2 months on average for new managers to become productive enough to be considered profitable investments for the company. During that time period, new managers are actually expenses rather than valuable investments. Likewise, for any role – par... More
June 10, 2011
What are the critical success factors of corporate career development initiatives? Phillip Roark, CEO at Insala and career development industry expert, recommends the following 5 key success factors that will maximize the effectiveness of your career development program. Process: Creating a s... More
June 08, 2011
There are many benefits of formal corporate mentoring program as a talent development strategy. For example, mentoring can be a cost-effective alternative or complement to traditional training programs, and a formal mentoring program’s alignment with critical business objectives can be clearly measu... More
May 23, 2011
“Internal mobility” and “career development”: both are critical concepts for HR and business leaders aiming to create high-performing organizations. But concepts aside – how do mobility and employee career development really tie together practically? Phillip Roark, CEO at Insala, with over 15 years ... More
May 12, 2011
Mentoring, in one form or another, has been around for ages and much talk has been generated about mentoring in the workplace as a way to develop talent. If you are considering a corporate mentoring program or have been charged with the task of investigating mentoring, then clarifying some basic con... More
April 20, 2011
- Adjust New Employees to Company Culture Acclimating new employees to company culture has proven just as important as familiarizing them to their new roles. But how do companies do this during times of transition or change - to best prepare new employees to be successful? Judy Corner, a twenty-y... More
April 01, 2011
The majority of large organizations see the benefits of mentoring and invest in it as a talent strategy. According to the Institute for Corporate Productivity, 64 percent of businesses with over 10,000 employees and 50 percent of those with 5,000-9,999 employees have mentoring programs in place. H... More
March 29, 2011
Today, coaching and mentoring are both seen as critical employee development strategies within leading companies. But ask several organizations about their approach to mentoring and their approach to coaching, and you are guaranteed to get (sometimes very) different ideas of what coaching and mento... More
March 22, 2011
Is your organization considering implementing outplacement services for exiting staff or are you looking to improve your present outplacement process? Are you an outplacement firm looking to cut costs and increase efficiency in your service delivery? Christine De Cock, Director of Career Solutions... More
February 01, 2011
Does your organization currently have a mentoring program in place and would like to improve it? Or are you thinking about starting a mentoring program at your organization – but perhaps concerned about the pitfalls? Judy Corner, Mentoring Subject Matter Expert at Insala, makes the following 7 pract... More
January 18, 2011
Today, best-in-class organizations understand the benefits of corporate mentoring programs, but many organizations get “cold feet” when they think about how to manage a program successfully. As mentoring is a seemingly abstract activity within the ever-abstract realm of employee development, how do... More
June 28, 2010
At a time when "employees" and "human capital" are synonymous in the eyes of both HR and non-HR leaders, there seems to be an easy formula for "people success": invest the money to attract the best people, then make them stay for as long as possible and generate a retur... More
April 21, 2010
In today's world, best-in-class organizations understand that racial, cultural, and gender diversity in the workplace is no longer a nice-to-have, but a necessity in order to remain competitive and deliver sustainable bottom line results. A diverse and inclusive organization is able to recognize and... More
January 25, 2010
The "war for talent" has certainly tipped its scales in recent years, to the chagrin of jobseekers. Candidates must now make themselves more impressive both in ability and display, while embracing the technological paradigm shifts that permeate their job search process. That said, the in today's tig... More
January 15, 2010
Article written by Agatha Gilmore and published in Chief Learning Officer MagazineWhen times are tough, we often look to our friends and colleagues for support. That human connection and sharing of knowledge is an invaluable tool for navigating a crisis — and now, it’s an economical one, too. Accord... More
December 03, 2009
As a rule of thumb, every HR leader knows and employs the positive ROI rule when deciding on a new initiative. This rule is especially important when investing in talent management technology, which requires an additional cash outlay for the company and changes the way in which many HR administrator... More
November 17, 2009
EmploymentTalk™ - the leading online career transition solution, has helped many Outplacement and Career Management Firms cut costs and win new business. How can this easily configurable solution achieve this especially in today's challenging economic climate? Here are just a few examples:Generate M... More
November 12, 2009
How should the members of Generation Y approach their careers and job search today? Should they push autonomy aside and let their Baby Boomer employers and managers mould them into professionals in their vision? Or should they march to their own drummers and leave employers to adapt to their behavio... More
October 12, 2009
Growing leadership expertise in a short period of time within an organization is a continual challenge. The speed of projects and the need for innovation have increased to a point that organizations are moving people into positions of management and leadership at an ever-increasing pace. How can em... More
October 08, 2009
The ChallengeArup is a global firm of consulting engineers, designers, planners and project managers. During a recent restructuring, it made 140 of its London staff positions redundant. As an employer that has always gone the extra mile to “take care” of its staff from entry to exit, Arup has forged... More
August 14, 2009
Nowadays, the age-old image of the wise, older sage imparting wisdom and knowledge to the younger, less experienced protégé no longer epitomizes the typical mentoring relationship. “Modern” mentoring relationships are far more varied and wider in scope. Today’s mentoring relationships do not conform... More