Events

Centralizing Talent Acquisition

HR Outsourcing

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.

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AI as an Enabler

HR Outsourcing

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.

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Assessing Assessments

HR Outsourcing

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.

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Improving the Candidate Experience

HR Outsourcing

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.

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The Role of the Recruiter

The Role of the Recruiter in APAC

Three trends impacting how HR teams approach talent acquisition.

By Michael Switow

Set against a backdrop of a global war for talent—and leveraging 21st century tools such as smart data, targeted communication, machine learning, and gamification—talent acquisition teams increasingly customise the candidate experience in order to create more successful outcomes.

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Editor’s Letter: A Closer Look – APAC

HRO Today

By Debbie Bolla

This year’s HRO Today APAC Forum in Hong Kong was redesigned to enhance collaboration, learning, and best practice sharing. This workshop-based approach focused on problem-solving in order to help executives “Drive Corporate Strategy.”

If you were unable to attend the Forum, this special digital supplement will provide you with some of the solutions you missed.

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Taking Candidate Relationships to the Next Level

HRO Today Forum EMEA

By Taylor Thompson

With Glassdoor reporting that the average job opening attracts 250 resumes, it’s hard to believe that 65 percent of recruiters, according to Jobvite, report their biggest challenge in hiring as a shortage of available talent. So why are talent acquisition teams struggling to manage candidates? Many applicants may just be unqualified. However, when it comes to filling open positions within their organizations, talent acquisition and recruitment marketing teams often fail to access an entire hub of data readily available to them: their past applicants.

Beamery, a candidate-relationship software company, claims that the key to hiring candidates is not just forwarding available jobs, but building valuable employer-candidate relationships prior to the application process. That’s why with the launch of their company in 2014, their offices are already expanding to three major European and American cities and their clientele includes big-name companies like Facebook and VMWare. Beamery is truly taking the recruitment software industry by storm.

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Linking All Types of Talent

HR Outsourcing

By Marta Chmielowicz

The gig economy is exploding, but are companies truly embracing the diversity of their new workforce? For many, the answer is no. According to Ardent Partners’ 2016-2017 State of Contingent Workforce Management report, nearly 38 percent of the world’s total workforce is now considered “non-employee,” but only 63 percent of organizations are reshaping how work is done across the numerous talent sources in their enterprise. Without a unified talent acquisition solution to help manage the different types of workers in today’s world, companies may be missing out on the best-fit talent for their needs.

“By taking a more extensive view of their workforce and embracing a truly blended working population, companies can exercise more flexibility and adapt more easily to alternative ways of working to secure the talent in the right place and the right time to meet their needs,” says Kate Heath, global head of RPO, partners and alliances at Lumesse.

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