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.
The Worker Confidence Index (WCI) dropped significantly in the second quarter to 99.7 – the same level for this time last year.
Of the four components of the WCI, only job stability rose, while likelihood of promotion and likelihood of a raise both dropped. The Trust in Company Leadership index also declined, but remained higher than one year ago.
Respondents under the age of 44 grew more confident about their job stability, while older respondents also remained more confident in their job security. In findings similar to one year ago, higher income employees reported having the most job security.
To explore international labor markets, companies must first consult global labor market data. PeopleScout, a global provider of RPO, MSP and total workforce solutions, partners with HRO Today magazine to produce quarterly reports that compile current international labor market figures from countries across the globe, including measures like national Gross Domestic Product GDP) and unemployment rates over time.
This data reveals critical information about the state of the talent pool, working conditions and recruitment needs of various countries and regions. It is an essential tool for predicting fruitful locations for expansion and recruitment, allowing multinational companies to stay competitive in talent acquisition.
The Worker Confidence Index (WCI) increased for the fifth consecutive quarter and set a new level for this study. The WCI rose 3.1 points to 107.6 in the first quarter, which is 10.9 points higher than one year ago.
In addition, two out of the four components of the WCI – likelihood of promotion and raise – rose by more than nine points, while job stability and trust in leadership slightly declined.
There is also is a dichotomy in worker confidence. Those feeling secure about their jobs are thriving, but an increasing percentage isn’t even confident they wouldn’t lose their job. The economy is also a concern.
Nearly a third of employers don’t prescreen for trouble. That’s what a new study shows about background checking.
The stakes are higher now for companies than they’ve ever been. In a tight labor market, there’s enormous pressure to hire more employees quickly; in particular, data and physical security are paramount.
There is also a lack of quantification about the impact of background screening providers. More than three-quarters of study respondents weren’t aware of any formal metrics for measuring the success of their background screening provider service.
The impact of hiring the right sales people at the right time can scarcely be overstated. Without sales driving top-line revenue, every other part of the organization will fail, no matter how well the other departments have executed their responsibilities.
This study shows that while most HR professionals know the cost per hire of a sales representative, they are in the dark about the cost of not hiring quickly. Despite the high stakes of top-quality sales hires, companies often fail to track the metrics they need to best decide about sales force staffing. And HR often remains in the dark about the impact of hiring, or not hiring, new members of the sales team.
How can you find out what the impacts of staffing levels are at your organization? Find out by benchmarking against the report and inputting your organization’s information into this report’s sales recruiting calculator.
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