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Winners of the Annual North America Association Awards will be Announced Philadelphia, PA – January 30, 2018 – HRO Today, a leading publication in the HR industry, has announced the launch of its first HRO Today Services and Technology Association Summit – a conference and training retreat for HR services and technology providers, analysts and practitioners working in or with a services partner.
This event will take place October 17-18, 2018, at the Union League in Philadelphia, Pennsylvania, with the theme of “The Greatest HR Association Show on Earth.”
The HRO Today Services and Technology Association, originally founded in 2002, is a membership-based community dedicated to professional development, peer-to-peer networking opportunities and topical service and technology content. Members collaborate in a community that serves to improve the business of HR.
Founder Succeeded as Chairman of the Board of Directors by Son and Current CEO, Bill Graebel.DENVER - January 16, 2018 - Graebel Companies, Inc., a leading provider of workforce and workplace mobility solutions for Fortune 500 and Global 1000 firms and the largest family-owned, privately held relocation company in the world, recently announced that David (Dave) W. Graebel, 88, has been named Chairman Emeritus. He had served as Chairman of the board of directors since founding the company in 1950. Dave is being succeeded as Chairman of the board of directors by his son, William (Bill) Graebel, 56, SGMS, who continues to hold the position of Chief Executive Officer, a role he has held since 2007.
As Chairman, Bill will now guide the six-member board of directors that oversees the strategic direction of Graebel, in addition to serving as the company’s CEO. In the newly created role of Chairman Emeritus, Dave will continue to provide guidance and counsel, lending expertise gained from nearly seven decades in the relocation industry.
Competition to find the best applicants is at an all-time high, and competitors are fighting to find applicants to help their company grow and set them apart.A comprehensive background screening program can be used to strengthen acompany in its specific industry and increase efficiencies in the hiring process. Your company’s future relies on the workforce you build and it is imperative to hire the right person, the first time. Employees are a company’s greatest asset, and establishing a strong and attractive employee brand starts with finding top talent globally to build a workforce. Now, more than ever, it’s important to verify all of the information regarding an applicant’s history to help protect the company’s reputation brand and its staff members as well.
BROOKFIELD, WI – January 11, 2018 –Cielo, the world’s leading strategic Recruitment Process Outsourcing (RPO) partner, is making a significant investment in Talentify, a talent acquisition technology company that believes there is a simpler way to leverage technology in recruiting experiences.
Talentify is centered on quickly connecting matched applicants with hiring managers, while creating more meaningful interactions in the process. Flux by Talentify is the firm’s revolutionary first product; a results-as-a-service technology that automatically attracts, screens, and schedules high-volume hourly candidates for interviews with hiring managers. Flux by Talentify combines recruitment marketing, human psychology and experience design to deliver dramatically different results – a better velocity, quantity and quality of candidate.
“If we’re doing this right, and our investors like Cielo believe we are, our products will free up the people who work in talent acquisition to actually work with talent.
Advances in technology, such as social media and sophisticated data-mining software, have taken a lot of the guesswork out of HR and are increasing the speed of finding the right talent. Talent acquisition is rapidly becoming more ‘science’ than ‘art,’ and HR is responding to these changes.
Nearly three-quarters of survey respondents in this report's study believe that there will be a need for greater technical acumen within just two years, and about 82 percent indicated that integrating automation into the talent acquisition function is very important. Talent acquisition professionals who resist embracing new technology are already becoming obsolete.
Results also show that candidate experience is paramount when integrating technology. Which other factors and specific technologies do HR professionals say are trending to be the most important for the future? Find out in this report.
This is the first installment of the second volume of HRO Today Flash Reports, which discuss the results of research and editorial papers that address today’s topics of interest in the HR community.
Learn how and why today’s organisations are moving toward a total talent approach.
By Michael Switow
From direct sourcing, alumni referrals, RPO, and redeployment to full-time workers, freelancers, SOWs, interns, and robots, the universe of talent acquisition has never been more complicated. Contemporary HR and talent acquisition (TA) professionals now manage more than a dozen potential talent streams, with one eye on recruiting and retaining the right workforce and another on keeping costs under control.
“Decision-making for talent today is decentralised, and I think we can see that when we are really looking at the type of talent that we’re trying to bring in,” says AgileOne’s president Peter Carvalho. “Suppliers right now seem to be pushing the overall total talent strategy.”
Carvalho should know. His company works with more than 2,000 suppliers, whilst serving as a single point of contact for a broad range of clients across 17 industries.
New tech tools can help HR improve hiring processes.
By Michael Switow
Before he joined Allegis Global Solutions, Paul Martin applied for a job at an Australian bank. He thought he was more than qualified for the role, but months went by without any word from the company. After four months, Martin received an automated email stating that he did not get the role. As an HR professional, he understood the requisition was closed and that companies use automated technologies to reply to applicants. But the fact that a formatted letter was the only communication he received left a bitter aftertaste.
In contrast, Martin had a much different experience when he recently went shopping to replace one his favourite messenger bags, a Crumpler “Barney Rustle Blanket.” At the store, the clerk informed him that the 14-year-old bag had a lifetime guarantee. He simply had to provide an email address and leave the bag with them. Soon the correspondence began.
“Hi Paul, Just an update on an old friend.
The benefits and challenges of integrating testing into the hiring process.
By Michael Switow
Although the world of assessing talent has been upended by new digital technologies and the proliferation of smartphones, the rate and manner in which HR departments are adapting varies greatly from company to company.
Laggards make limited use of metrics and psychometric tests, whilst leaders link assessment to business strategy. In between is an area where most organizations sit: recruiters have some training with assessment tools, but have yet to make the process an integral part of the candidate experience.
“We all agree that we need to collect data and assess candidates to bring the right talent to your organisation, but assessment has had its challenges over time in how it’s implemented and its effectiveness in the organisation,” explains Caleb Baker, Alexander Mann Solutions’ managing director for Asia Pacific and emerging markets.
A trio of strategies organisations can leverage to attract top talent.
By Michael Switow
Most HR professionals say that it’s harder to recruit candidates now than it was a year ago. In fact, the two issues most likely to keep HR leaders up at night, according to a global survey commissioned by Korn Ferry Futurestep, are quality of hire and competition for talent.
At the same time, the single most important factor driving talent to choose a company—more significant than money or even career progression—is corporate culture. Is the company inclusive? Does it focus on employees? What about the candidate experience during recruitment and onboarding?
“If candidates are gold and we know how hard it is to find really fantastic people for the jobs that you need, not only for today, but also for what your business needs tomorrow, why don’t we treat them like gold?” says Sue Campbell, managing director for Asia for Korn Ferry Futurestep.