Talent Development Solutions

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:

Success Stories

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.

Katherine Ray
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.

Diana Westlake
Managing Consultant BPI Group

Our pilot Mentoring programme using the Insala platform has been well received by our participants and has given our Mentees the tools to chose an appropriate Mentor to meet their own specific development and career needs. Organisationally the portal is encouraging networking and collaboration across both business lines and functions and locations. The Insala team are professional, pragmatic and agile and have worked closely with us to deliver our pilot programme to meet our business needs

Julie Aspinall
Human Resources

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.

Cheryl Kern
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.

Carlene Alexander
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.

Rick Huntley
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.

Heather Morris
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.

Marcy Richardson
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.

Antoinette Murray
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.

Len Rishkofski
CEO Snowden

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.

Len Martinez
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.

Kathleen Brown
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


November 17, 2015

Using alumni data to improve program engagement

To make a corporate alumni program active and engaging, it is important to understand the needs of both current and future alumni. The best way to gain this understanding is through the analysis of alumni program data: these numbers offer empirical evidence about the behavior and interests of alumni... More

November 16, 2015

Guide to starting a mentoring program, Part 2: Mentee training

Once a business case for a mentoring program has been agreed on, you will need to consider how you will qualify and train your mentees. A well-trained mentee stands to gain much more from a mentoring program than one who is unsure about their role or how they will be expected to contribute. There a... More

November 11, 2015

Next Level Alumni Management: Growing an Existing Alumni Program

The full benefits of corporate alumni programs are only realized by companies that have highly effective alumni networks in place. Many organizations struggle in the growth period between the beginning of their alumni program and its development into an engaging channel that helps them achieve busin... More

November 10, 2015

Guide to starting a mentoring program, Part 1: Building the business case

The first step to success for any mentoring program is positioning it as a vital component of organizational growth. Many proponents of mentoring struggle during this early step: company leaders are often skeptical about the need for a mentoring program and how exactly it will benefit the organizati... More

October 30, 2015

How to start a mentoring program without software

A successful corporate mentoring program requires a strong plan of action, measurable goals, and an understanding of what is required from everyone involved. While mentoring software can make your program more effective and easier to manage, there are several things that should be done to get your p... More

October 23, 2015

Managing the Cultural Fit Challenge with Corporate Alumni Recruitment

Today's corporate recruiters face many challenges. As employees become increasingly mobile, top talent is becoming harder to both attract and retain. Recruiting candidates that are a good cultural fit is another critical challenge for recruiters. Katherine Klein at the University of Pennsylvania's ... More

October 21, 2015

9 Benefits of Corporate Mentoring for Your Organization

Doing successful, profitable business in today’s fast-paced, competitive, and demanding world means finding the lowest-cost, highest-quality solutions for your organization’s needs. There is no question that your greatest asset is your people and their collective knowledge capital, and that strategi... More

October 16, 2015

Employee Referrals: The Hidden Benefit of Alumni Relations

An engaged alumni network provides cost effective access to top-caliber talent and serves as a channel for business development, but there is another benefit of alumni relations that is not often talked about: referrals from former employees. In a recent study conducted by iCIMS, it was reported th... More

October 14, 2015

Benefits of Corporate Mentoring Programs for Onboarding: Case Study

When applied effectively, mentoring for onboarding is a powerful tool for improving the efficiency with which new hires are assimilated into the organization. Insala worked with a client experiencing three significant challenges in their onboarding program: Slow time-to-productivity and difficul... More

October 13, 2015

The role of Mentoring and Alumni relations in a career progression plan

Today's employees are increasingly focused on their personal career progression, both inside their current organization and beyond it. This represents a significant shift from previous generations of workers, where the ideal career track was to stay at one company and work one's way "up the lad... More

October 08, 2015

How employee motivation and retention has changed in 7 years

In 2008, we published an article about how to motivate and retain top talent through employee engagement. In it, we mentioned a Gallup study that showed only 30% of the U.S. workforce was engaged with their jobs. Seven years have passed, and the needle hasn't moved much when it comes to engagement:... More

October 04, 2015

4 Ways to Address Employee Engagement With HR Software in 2016

In a recent interview, HR thought leader Josh Bersin describes employee engagement as the number one issue facing corporate human resources teams today. Why is engagement so critical to the modern workplace? Recent years have seen several shifts in the employer-employee relationship: The younge... More

October 04, 2015

Three risks of managing corporate alumni on social media

Many organizations are tempted to establish and manage their alumni community on a social media network like LinkedIn. This is a dangerous foundation. The "Rented Land" Problem On a recent episode of his podcast, content marketing thought leader Joe Pulizzi talked about the flaws of buil... More

September 24, 2015

Alumni Relations Have Become a Cultural Magnet for High Potentials

The current generation of high potential employees doesn't expect to stay at a position forever. When evaluating a prospective role or employer, workers are already thinking about how the skills and experience they will gain there will help them later in their careers. The most desirable corporate ... More

September 22, 2015

Video and Mentoring Fill the Corporate Learning and Development Gap

There is a substantial disconnect between the kind of corporate learning that employees expect from their employers and what they actually receive. The gap is most notable in two particular areas of learning and development: Technology – Corporate learning systems are outdated and cumbersome co... More

September 21, 2015

Corporate Alumni Management Best Practices Checklist

Many companies that understand the benefits of alumni programs are past the planning and implementation phase: they are focusing on developing their program to engage with their alumni. To achieve high levels of engagement with corporate alumni, it is necessary to integrate the alumni management so... More

September 16, 2015

Performance Management Best Practices for 2016 and Beyond

An increase in career mobility in the modern workforce has led to a change in the way organizations need to approach performance management. The generation of corporate movement is upon us and whether you believe it or not, your company is participating. In this climate of free agents and career mov... More

September 14, 2015

How to Increase Alumni Engagement With Segmentation

For corporate alumni programs to be successful, they must offer relevant content and opportunities to all alumni participants. The huge amount of correspondence that people receive through email and social media makes this a necessity for an engaging alumni program. An effectively segmented alumni ... More

September 10, 2015

Corporate mentoring to maximize the value of short term employees

A free agent mentor is defined as a “short term” employee who transfers their knowledge to other employees through a formalized corporate mentoring program. Free agent mentors allow you to retain practical skills and abilities as “employee” retention becomes more difficult. There is a troubling dis... More

September 03, 2015

How Corporate Alumni Goals Vary by Industry

Today's corporate alumni programs are more than just directories of names that receive an email newsletter every so often. The best alumni programs consist of well-cultivated networks of former employees and are tied to specific, measurable goals. The benefits of implementing an Alumni program can b... More

September 01, 2015

Corporate Mentoring for Global Sales Effectiveness

Building a global sales team presents many obstacles to efficient onboarding, training and motivation of new talent resulting in very high costs of training and a sub-par succession pipeline. The Challenge of Global Sales Effectiveness New hires on a global sales team can take much longer to get u... More

August 27, 2015

Alumni Programs for Financial Services: 3 Sources of ROI and Keys to Success

Many financial services companies today are facing a big challenge with their alumni programs: convincing management that it is a worthwhile investment. What management needs is a clear cost/benefit analysis, and a highly engaged network of corporate alumni represents three major sources of revenue... More

August 25, 2015

Embracing the Generation of Corporate Movement: Millennials

Much has been said about millennials in the workforce today. Critics deride them as entitled, immature products of parents who monitored them too closely. Proponents argue that millennials bring a breath of fresh air to the workforce through their creativity, rejection of conventional boundaries, a... More

August 20, 2015

Winning the War for Talent with Alumni Engagement

Hiring managers today continue to face major challenges when it comes to filling open positions. CIO reported recently that almost 70% of technology executives believe there is a shortage in both the quality and quantity of skilled technology workers available. Success in this war hinges on two goa... More

August 18, 2015

7 Ways to Improve Mentor and Mentee Engagement

You've spent countless hours creating the goals for your mentoring program, assigning mentors to mentees, and establishing a timeline. But if you're like most organizations, there's one key element you are forgetting: engagement. Without sustained engagement, even the best-planned corporate mentor... More

August 13, 2015

Corporate Alumni Program ROI Relies on Hi-Potential Alumni (HPA) Identification

The benefits of hiring corporate alumni are well-known: they already understand the organization's culture and work style, and in their time away from the company have most likely gained valuable skills that make them better at their job. Hiring alumni often calls for a less expensive onboarding pro... More

August 12, 2015

5-Step Process to Make Your Corporate Mentoring Program a Success

Like any other business initiative, corporate mentoring programs must be planned and monitored with ROI in mind. Too many companies today aren't sure what they really want to accomplish with their mentoring programs, making them hard to measure and justify with decision makers. Mentor program manag... More

June 10, 2015

Internal Mobility: Need and Purpose

Career development opportunities are at the top of your employees “must-have” list. Not addressing this need is starting to take a toll on organizations that have fallen behind. In a 2013 survey of more than 100 companies by consultancy Towers Watson, the lack of internal mobility opportunities was ... More

June 08, 2015

Career Development Challenges In Your Workplace

The benefits of creating and growing a culture of career development and learning are obvious. But as you’re encouraging career development culture you must be aware of two things: What balance of isolated career development (trainings, classes, etc.) vs. social career development (mentoring p... More

June 02, 2015

Barriers to Mentoring (And How to Overcome Them)

In a poll taken in one of our recent webinars, 41% of attendees said a lack of participant understanding of what is entailed in a mentoring program was their biggest obstacle to implementing a mentor training program at their organization. Whether you have only recently considered starting your fir... More

April 21, 2015

Mentoring Technology for the High Tech, High Touch Age

Technology has quickly taken over the facet of business life where human-to-human interaction used to be the norm. However, it’s important to keep in mind that technology isn’t a bad thing in and of itself. Especially when we’re talking about mentoring technology, we’re talking about an aid that can... More

April 01, 2015

Diversity Mentoring Programs and Your Organization

“You can’t buy diversity, and organizations that continue to embrace this approach will tarnish their brand.” (Forbes 2011) How Important Are Diversity Mentoring Programs? There’s no question that the modern workforce is becoming more and more diverse every day. If you want to be able to effective... More

March 16, 2015

Creating an Effective Onboarding Program

Creating an Onboarding Program to Retain New Hires The unfortunate reality is that you can lose new hires as quickly as you hire them. This is a problem when you take into consideration the cost of hiring and onboarding that new employee - costs you will incur twice over if you lose a new hire and ... More

March 04, 2015

When High Potential Employees Leave

By Phillip Roark, CEO of Insala High Potential Employees Don't Stop Being High Potential When They Leave When a high potential employee decides to leave your firm, they don’t stop being high potential. Increasingly, leading firms are recognizing that an employee leaving an organization shouldn’t... More

February 16, 2015

Online Mentoring Software and High Touch Partnerships

Benefits of Online Mentoring Software Mentoring is all about human “high touch” relationships. So why go for high tech in a mentoring program that should be all about high touch? For medium to large-scale mentoring initiatives, the use of online mentoring software has been proven to facilitate ment... More

February 09, 2015

Corporate Alumni Networks: Three Perspectives, One Vision

By Phillip Roark, CEO of Insala Three Organizational Perspectives… For leading companies, corporate alumni networks represent a unique opportunity to unite three different perspectives in one world-class vision. Let me explain. An average company thinks like this: you either work here, or you don... More

January 14, 2015

Types of Mentoring for Today's Workplace

You may be considering implementing a mentoring program in your organization, or are even simply curious about its role in the workplace. No matter what or why your interest in mentoring, it’s important that you first understand there has been a shift in the definition of mentoring in the last ten y... More

December 16, 2014

Career Development and the Hidden Job Market in Your Organization

Internal Talent Mobility Opportunities 85% of the global workforce is looking for a new job – and the number one reason why is to find greater career advancement opportunities. (Source) It’s a fact that there are more employees wanting to fill the top spots than there are actual spots available. T... More

October 09, 2014

Mentors, or Just Nurturers? How Women Are Hurting Themselves and Not Realizing It

Mentors, or Just Nurturers? I once observed a situation in which an individual (we’ll call him “Bob”) asked two of his colleagues for advice on how to solve a problem in a project he was working on. One was male (“George”), and one was female (“Liz”). Bob went to Liz for advice first, and she sugge... More

September 30, 2014

Mentoring for Knowledge Transfer

Mentoring for Knowledge Transfer: Bridging Today and Tomorrow The preservation of institutional knowledge has always been an essential part of any organization’s agenda. You spend too much time developing knowledge and skills to simply let it go every time someone relocates or retires. Today’s wo... More