The Worker Confidence Index (WCI) for the third quarter of 2017 increased by 2.8 points after a significant drop by 7.9 points in the prior quarter.
Of the four components of the WCI, likelihood of promotion rose the most, up by 3.2 points in 3Q 2017. The other components remained virtually the same.
After a sharp decline in 1Q 2017, job security quickly rebounded, and now stands at 104.8, about where it was five quarters ago. Lack of concern about job loss is the most important indicator in estimating worker confidence about their current and near-term financial outlook.
Today it’s important to recognize the impacts of an organization’s reputation on talent acquisition. Answers to questions like these are paramount: What’s the impact of a bad corporate reputation on candidates accepting job offers, or how quickly will employees look for a new job in light of a scandal, or which bad behaviors create the most harm to culture and recruiting efforts?
While many believe that the youngest workers, such as Millennials, are most likely to leave a job for a better opportunity, this trend is much less evident for companies with good reputations than bad. Overall, respondents are much more likely to take a job at a company with a good reputation across all age groups.
In 2017, 91-percent of those under 35 would take a job with a company with a good reputation, but only 73-percent of those under 35 would take a job with a company with a bad reputation. This differences increase as age increases, with 82-percent of the oldest age segment willing to take a job with a company with a good reputation, but only 39-percent willing take a job with a company that has a bad reputation.
With Barry Morris, CEO, CapRelo
Relocation clients and transferees/assignees are on the move, and mobility technology needs to keep up. Whether they’re tracking expenses or communicating information about the new location, today’s global businesses seek solutions that can do all of this and more on convenient and intuitive platforms that make relocation management a breeze. Here, CapRelo CEO Barry Morris shares tips for picking a provider that understands the needs of mobile professionals and uses technology to its advantage.
With Lynne Marie Finn, CEO and President, Broadleaf Results, Inc. (formerly Superior Workforce Solutions, Inc.)
There are many approaches to talent management, but Broadleaf Results, Inc. (Broadleaf)—formerly Superior Workforce Solutions, Inc.—has found that separately managed models for acquiring contingent and direct workers are inefficient and outdated. Today, many recruitment and staffing companies are talking about total talent management (TTM) and total talent acquisition (TTA), but there are still separate conversations and actions taking place, rather than the delivery of truly integrated TTA/M solutions. Below, Broadleaf CEO and President Lynne Marie Finn discusses why Broadleaf is integrating delivery strategies to provide a single, unified service to companies looking to improve the way they engage their most valuable resource—talent.
With Curt Paquette, Chief Operating Officer, GRI
The demand for MSPs is greater than ever, and GRI’s expectations for what their programs will achieve have also risen significantly. Given this climate and the fact that organizations now employ an increasingly diverse mix of internal and external workers, many MSP providers are shifting from traditional MSP offerings to extended workforce solutions. Geometric Results Inc. (GRI) is one such provider. Here Curt Paquette, GRI’s chief operating officer, discusses GRI’s success with extended workforce solutions, how providers can stay relevant in light of these changes to the market, and what the future holds for MSPs.
With Scott McCain, President, Paragon Relocation
Family is the number one reason that employees turn down a corporate relocation, according to Worldwide ERC®. This is contributing to recruiting issues for many companies in what is already a tight labor market. In 2016, nearly 80 percent of HR leaders reported difficulty in recruiting for high-skilled jobs. Finding the right neighborhood and schools for employees and their families has always been a core part of any successful relocation program, but what about caring for aging parents? Roughly 17 percent of today’s workforce is acting as a caregiver, but with 10,000 baby boomers retiring each day, this percentage will likely increase. Employees are looking for assistance: 68 percent of working caregivers report making sacrifices in their careers in order to care for aging parents. What can organizations do? Scott McCain, President of Paragon Relocation, says that organizations can increase acceptance rates by offering eldercare services to potential relocating employees.
With Dr. Steve Hrop, Vice President, Organizational Development Services, Caliper
With generational shifts and a tight talent market, now more than ever it’s important for organizations to focus on leadership development. In fact, recent research shows that 58 percent of organizations report closing leadership skill gaps as a top priority. What steps should HR leaders take? Dr. Steve Hrop, Vice President of Organizational Development Services for Caliper shares how organizations can identify, develop, and retain high-potentials, and importantly, foster them into future leaders.
With Taryn Owen, president of PeopleScout
In today’s tight talent market, organizations need to leverage emerging tools and technology to stay competitive. New technology developments have already transformed the talent acquisition industry, and the possibilities are nearly endless when it comes to what’s next. Some of the most significant trends in talent acquisition include shifting candidate expectations, the use of artificial intelligence and the changing role of the recruiter. PeopleScout President Taryn Owen shares how these trends are shaping the future of talent acquisition and how organizations can take advantage.
To explore international labor markets, companies must first consult global labor market data. This much-anticipated quarterly report compiles current international labor market figures from countries around the world, including measures like national Gross Domestic Product and unemployment rates, and tracks them over time.
This edition of the report also provides statistics on countries with the most highly-skilled workers, which may be of particular importance to organizations with a need for in-demand, skilled workers.
You’ll gain critical insights about the state of the talent pool, working conditions, and the recruitment needs of various countries and regions, allowing multinational companies to stay competitive in talent acquisition.
With Jennifer Santoleri, Executive Director, Allegis Global Solutions
Healthcare organizations have recently experienced a perfect storm as an aging population has caused an increase in demand and a decrease in supply as baby boomers head into retirement. They have also faced record numbers in terms of turnover, which are hindering quality metrics. Jennifer Santoleri, Executive Director for Allegis Global Solutions, describes how healthcare organizations need to adopt a back-to-basics approach. Recruitment capabilities should enhance the traditional practice not replace it. Staffing organizations are defining themselves by their capabilities causing recruiters to rely solely on technology and taking the “path of least resistance” hence losing the “art” of their practice.
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