John Wilson, CEO of WilsonHCG, and Alison Hadden, Director of Product Marketing at Glassdoor discuss creative technology recruitment strategies that will land your company top tech talent. Technology candidates are among the most sought-after talent pools in the employment landscape. And with technology driving business today and into the future, the recruitment of talent with these skills will become increasingly more difficult. This is especially true for midsized companies that can’t offer the outlandish perks of the tech giants
Many HR organizations are scouring the globe for particular skill sets that will set their companies apart from a competitive standpoint. Finding qualified workers with specialized technology, engineering and technical skill is becoming more difficult by the day, given the dearth of candidates and the intense rivalry to hire them. This challenge confronts HR with a pronounced responsibility, given the vital role played by human capital. Recruitment priorities insist that every potential channel be plied to ensure the right people are hired to bring strategic goals to fruition. In this regard, marketing a company’s brand as an employer-of-choice is just one tactic that is helping to win the war for talent.
In a complex and demand-driven employment market, enticing the best talent requires more than just a quality benefit package. A strong employer brand must go beyond an organization’s market position and include an environment that provides positive experiences and meaningful work. Gone are the days of long-term loyalty and pension plans. Only one in ten millennial generation job candidates are expected to stay with the same employer, according to a recent survey. To recruit best-in-class talent and keep them, companies must understand their differentiating brand value and learn how to accurately market it to candidates.
How can I help reduce unplanned attrition, improve the number of top grade performers in the business, decrease the time it takes a new hire to become productive or assist in improving the diversity of the workforce?
By Debbie Bolla, Executive Editor
Confidence. Competition. Potential. Doing what you love.
These are a few words and phrases that made a lasting impact after my deep-dive discussion with four HR industry leaders at the HRO Today Forum this May. The quartet that joined me on stage (pictured above):
• John Wilson, Founder and CEO of WilsonHCG
• Sue Marks, CEO of Cielo
• Paul Harty, President of Seven Step RPO
• Gene Zaino, President & CEO of MBO Partners
Employee confidence levels are seemingly up, said the foursome—and forward-thinking organizations need to get in the game and take advantage of that confidence
Re-Calculating the HR Equation
By Elliot H. Clark, CEO
We just held the 2014 HRO Today Forum in both North America and in Singapore. We are thrilled and gratified at the level of engagement of our audience and thankful for the opportunity to advance the practice of HR. We are also appreciative of the ongoing support of our sponsors, who are the most sophisticated HR services and technology companies in the world
The 2014 HRO Today Awards winners are innovating their way to strategic partnerships.
By Russ Banham
Over the past generation, the people heading up HR in many organizations have become key strategic partners to their respective CEOs, entrusted to lead diverse workforce initiatives to improve talent acquisition and retention, spur business growth, enhance sustainability practices and cultivate a workforce culture that differentiates the organization
The gathering of our annual Forum equaled great business outcomes.
By The Editors
Click here for photo spread.
Learn more about the innovators that took home trophies at the HRO Today Forum in Philadelphia.
By The Editors
Workforce Management/Compensation Winner Solution: Darwin
Provider: Thomsons Online Benefits
Darwin is a cloud-based global benefits management and employee engagement software that securely integrates with benefits providers, HR systems, and payroll as a single source
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