Leveraging Recognition and Feedback to Boost Employee Engagement

With Dr. Natalie Baumgartner, Chief Workforce Scientist, Achievers

Employee engagement is an ongoing issue. What can we do to effectively engage employees? Start with recognition and feedback. According to Aptitude Research Partners, companies identified recognition as having the greatest impact on engagement. And it doesn’t stop at recognition. Go the extra mile with employee feedback, pulse data and personalized actions in real-time to immediately address any disengagement. Dr. Natalie Baumgartner, Chief Workforce Scientist for Achievers, shares how to effectively leverage recognition and feedback to boost engagement across your organization.

Four Lessons from the Feeding Frenzy In the RPO Market

Recruitment process outsourcing, or RPO, is the hottest segment of the HRO market. In talking with dozens of buyers and even more providers, here are four lessons for anyone who touches RPO. by Harry Feinberg, Jay Whitehead Oh, for the good ol’ days of recruiting. When you needed an executive then, you would call mega-retained-fee […]

2018 Baker’s Dozen Customer Satisfaction Ratings: Pre-Employment Screening

View the results of this year’s RPO Baker’s Dozen ranking.

By The Editors

The results of the 2018 HRO Today Baker’s Dozen ranking for pre-employment screening are here! View the top providers in the size of deal, quality of service, and breadth of service categories.

Talent Optimization

Five steps to accelerate the talent management process.

By Emily He

The most vital asset of any business is its people. While some companies focus their efforts on the adoption of the latest technologies, it’s important to remember that technology paired with human expertise is what delivers the biggest benefits.

C-TEN Insights: Diverse by Design

Leading D&I for a minority majority company, SVP of HR and D&I Jacqueline Welch reveals strategies that drive results.

By Debbie Bolla

Industry research shows that diversity and inclusion (D&I) efforts can provide organizations with a competitive edge: McKinsey reports that the most ethnically diverse companies are 35 percent more likely to outperform their counterparts and Bersin by Deloitte research finds that inclusive companies are 1.7 times more likely to be innovative leaders in their fields. Jacqueline Welch knows this—and more. As senior vice president of human resources and diversity and inclusion and chief diversity officer at Freddie Mac, she has made D&I a real priority for the organization. Here, she shares how to increase, communicate, and measure D&I efforts.

2018 Recruitment Process Outsourcing: EMEA and APAC

We rank the top providers of recruitment process outsourcing in EMEA and APAC based on customer satisfaction surveys. By The Editors HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online […]

Beyond the Basics

Zeroing in on candidate experience will provide organizations with a competitive edge. By Debbie Bolla The majority of organizations look to traditional metrics, like cost per hire, time to fill, and time to deliver, when measuring the success of their talent acquisition approach. But what’s next? “Today, there are more measures around the moments of […]

Survey Says…

Culling data from employee engagement surveys can drive strategic business decisions.

By Marta Chmielowicz

Employee engagement is a key competitive differentiator in today’s business climate. According to DecisionWise’s 2018 State of Employee Engagement Report, engagement is a top priority for 51 percent of executive teams, and 56 percent of organizations have a formal program in place to measure and enhance it. For most, this program consists of employee feedback systems (60 percent), company events (52 percent), recognition programs (45 percent), and more.

C-TEN Insights: The Power of Partnerships

Four strategies that build synergies with HR and help achieve upward mobility.

By Maria Bunting Smedley

In my 20-plus year career as an HR executive, I’ve witnessed first-hand that as professionals assemble their career development resources to help weather the ups and downs of climbing the corporate ladder, the value of an HR partnership is often overlooked. But it shouldn’t be: HR is responsible for creating policies and crafting the framework that drives compensation, promotions, succession planning, career development, and talent management decisions. However, the “power” of HR is derived from three major components: access, information, and influence.