Although higher income workers often have the most experience in any particular field, new findings from a survey conducted by HRO Today Magazine and Yoh, a leading international talent and outsourcing company, have shown that higher-earning U.S. workers are less confident in their job security and in company leadership than any other group. The second installment of The Worker Confidence Study, measured perceived U.S. employment security during the 3rd and 4th quarters of 2014 and the 1st quarter of 2015.
We’ve all seen how the volume of data is inundating companies. As the floodgates continue to open, relevant, actionable information becomes harder to spot than ever. Yet the companies that are best at acquiring talent are doing it: They are rapidly finding ways to identify the best, most relevant data and turn it into the best information—and use it to get a leg up on the competition. What best practices are these pack leaders using? What are they doing that’s different from the companies that are lagging?
In this research, sponsored by Guidant Group and conducted
by The HRO Today Institute, we set out to understand how outsourcing evolves and spreads through an organization, theorizing that out of the first one or two outsourcing experiences and implementations a map eventually emerges. We compiled and analyzed secondary research and then conducted a series of 25 in-depth interviews with both human resources (HR) and procurement professionals in leading global organizations. We tested our theory in two related processes, recruitment process outsourcing (RPO) and managed services programs (MSP).
Our supposition was that as an organization experiences success in one process it builds on that success, expanding its outsourcing geography through relatively clear, ordered paths.
However, after investigation our original theory was proven wrong. Through the evaluation we gained invaluable insights into how that evolution impacts current and future HR services outsourcing. The evaluation also led us to understand what organizations can do to discipline themselves to be more successful at the adoption of second and third outsourcing programs.
New Research Reveals U.S. Workers Have Low Perceptions of Overall Employment Well-Being, Especially Among Minorities, the Young and Lowest Income.
While overall U.S. employment optimism increased between the third and fourth quarters of 2014, a recent survey conducted by HRO Today Magazine and sponsored by Yoh Recruitment Process Outsourcing found a sharp decline in overall job security, offsetting optimism about promotions, raises and trust in company leadership. The survey, titled The Worker Confidence Study, measured perceived U.S. employment security during the third and fourth quarters of 2014.
The sheer size of the independent contractor workforce— 18 million strong and growing in the U.S.— suggests many companies, large and small, are finding independent contractors offer opportunities to get a leg up on their competitors. But many companies allow responsibility for
engaging this type of human capital to be spread throughout the organization, from HR to Purchasing to individual departments that need them. Is that the best way? To help answer that, MBO Partners and the HRO Today Services and Technology Association have collaborated on a comprehensive examination of the challenges and opportunities of working with the independent contractor workforce— so you can find best practices that will make your company stand out.
The results have just been released in a report called “How to Launch a Successful Employer Brand: Building on the Practices of Top Employer Brands”, which analyzes practices that distinguish Top Employer Brands from Other Brands.
Hudson RPO and HRO Today magazine surveyed 324 senior-level HR executives on employer branding strategy and practices. The results were released in July 2014 in a report called “How to Launch a Successful Employer Brand: Building on the Practices of Top Employer Brands,” which analyzes practices that distinguish Top Employer Brands from Other Brands. The report also provides practical recommendations on implementing an employer branding strategy and program to engage quality candidates and improve employee retention. Register on the right to receive your complimentary copy.
Some of the findings include:
The Hiring for Success report (co-published by Hudson RPO and the HRO Today Institute) defines quality in the workplace; the benefits of measuring quality of hire; the challenges of collecting data; and how to improve hiring processes. It also includes six strategies for improving quality of hire plus a case study demonstrating the commercial value of committing to a quality of hire program. The report findings are based on a survey of nearly 300 HR professionals worldwide.
A snapshot of significant report insights include:
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?
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