Because most large companies have locations worldwide, the need to quickly access international employment levels and trends has never been greater. Worldwide employment rates vary greatly, so incorporating this component of workforce planning is vital to a company’s worldwide staffing strategy.
To accomplish this, Peoplescout is partnering with HRO Today to produce a quarterly summary of international unemployment metrics for key countries in North America, Latin America, EMEA and APAC. This report is the snapshot for the fourth quarter of 2016 and also encompasses the full-year report.
Talent matters to the success of an organisation, and talent acquisition professionals on the front lines are seeing the war for talent heating up.
That’s because the war for talent has actually become a war for engagement, and talent pooling is a crucial way to improve engagement and the candidate experience.
Today’s market requires talent acquisition professionals to build relationships with candidates far earlier in the process, so that candidates become immediately engaged and solid relationships are already in place when vacancies arise.
Engaged candidates then move on to become engaged employees, and Allegis Global Solutions (AGS) has been on the cutting edge of talent-pool development for their clients across EMEA and the globe. They have thought leaders with lots of key insights necessary to successfully create and use talent pools.
The Worker Confidence Index increased between the second and third quarters of 2016, driven by a slight increase in confidence and trust in leadership.
These results indicate a positive trend over the last year. Three out of four indices increased since last year’s third quarter results. The likelihood of promotion index declined only slightly by 0.1 percent.
Job security has remained relatively consistent over the past year, and women continue to report higher levels of confidence in their job security than men. The liklihood of a raise decreased slightly when compared to last year, and minorities are growing more confident in their job security.
What else does the report show? There’s much more to learn that impacts HR, and you can download the full report here:
HR can no longer approach talent management strategies the same and expect different
results. It’s no wonder that a top CEO concern continues to be finding the right talent. In 2016, 72 percent of CEOs describe “availability of skills” as a serious risk. But, often HR has the data and information on-hand to achieve results – leaders just need to apply data to their workforce strategies differently and more effectively.
Learn how HR can execute differently and earn better results. When HR has key
specifics into its needs and challenges, it can proactively address the issues and
understand what type of worker will fill the void. Drawing candidates from larger—
even global—talent pools increases agility in addressing the talent shortage.
Top performers are out there, but it’s time to rethink how to attract and retain them.
In the first part of this two-part white paper series, we demonstrated crucial benefits to investing in HR - including improved patient care, better ability to accomplish your healthcare organization’s mission, and better business results. Now, the next step becomes selling the business case. But how?
Data is the answer. There is a fear that budgets are constraining HR’s ability to sell the concept of greater HR investment, whether in new technology or in internal talent acquisition resources. To sell the business case, HR professionals will have to offer the strongest possible evidence. That evidence is likely dispersed throughout your operations – HR will have to find it and assemble it in a way that connects staffing levels with revenue generation and cost reduction.
Learn our five data points in this white paper that you can use to present your business case and to get the attention of the CEO.
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