White Papers

How Can You Use Social Recognition Properly to Drive Business Impact?

More than 60-percent of employees remain disengaged at work, according to Gallup’s annual State of the American Workplace survey, and the percentage of engaged employees has been consistently low in the last three surveys.

Clearly, measuring engagement and addressing a few key elements per year is not driving the positive energy companies are seeking.

A powerful tool often discussed in employee engagement surveys – but rarely the focal point of HR strategy – is social recognition.  How can you use social recognition properly to drive business impact?

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Click here to download the shorter, executive summary of the report

Strategic RPO: How Can Your RPO Make You More Competitive?

Companies expect their RPOs to create better, more efficient and deeper pipelines of talent.  They expect a strong social media presence.  They expect technology, metrics and analytics.  And they expect high operational performance. But, as markets mature, operational efficiency only goes so far.  So RPOs have looked to deliver value-added services.  They seek to become better partners, and that means deeper relationships.  However, even value-added services are becoming table stakes. The next stage of RPO is taking performance and accountability to the next level with strategic RPO/client relationships that help your company become a more competitive player in your industry. In this white paper, you will uncover key elements of a strategic RPO approach to transform the way you acquire talent. Click here to download the full white paper Continue reading →

Paving the Way to a Better Hiring Process

It’s no secret that finding top talent is difficult – especially in the transportation industry, where the employment of Line Haul and Pickup/Delivery drivers is projected to grow 11% from 2012 to 2022.

EG Workforce Solutions built a customized solution for a leading LTL trucking company that resulted in reduced turnover, compliance excellence, a faster time-to-hire and increased cost savings.

By remedying a decentralized hiring process, the client was able to get back to what matters most:  customer service.

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True Engagement Leads to Meaningful Retention

In leading companies, efforts to retain employees begin even before they are formally hired. These organizations understand that how job candidates are treated in the recruiting process makes a lasting impression that carries over into employment.

When employees choose to leave in their initial months of a new job, it often suggests a recruiting issue.  But, research shows voluntary turnover beyond the first two or three months is usually a result of work environment, challenges in a manager-employee relationship, or the organization’s engagement practices.

This knowledge is causing industry leaders to take a more proactive approach to employee retention, rather than simply accepting that certain workers will “cycle through” their business.

Click below to download the white paper and learn how you can increase the number of good employees who stay:

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The Return on Recognition: What the Science Says Works

Using recognition analytics and training to drive the return on engagement Recognition improves performance. Research has shown that managers who are skilled at recognition have higher-performing staffs across a wide range of performance metrics. Research also has shown that managers who do not properly recognize employees – or fail to recognize at all or rarely recognize their people – have staffs that perform lower in a variety of employee performance outcomes. These employees tend to feel less valued and thus demonstrate lower levels of engagement and are at risk of flight. When managers fail to recognize workers in a timely and meaningful manner, they risk depressing the performance of their teams. Therefore, organizations need a way to track recognition that is going on (or not going on) in their organization as well as the effectiveness of the recognition. Fortunately, recognition is a skill that can be learned. Managers can become better at it, and today’s technology can help identify their individual gaps and train them to become better people managers by giving proper and effective recognition to their employees.

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How to Increase Success: Improve the Hiring Manager Experience

News flash everyone - with all the buzz surrounding the candidate experience, have we ever stopped to think that if we put just as much effort in the hiring manager ‘experience’ our success could be that much greater? Let’s look at a typical scenario for both the candidate and the hiring manager ‘experience.' The CANDIDATE EXPERIENCE has you arriving at a beautiful website, via computer, smartphone or tablet full of visual stimulation, information and communication. From the moment you arrive you feel impressed, inspired and engaged as the ‘experience’ makes you want to join, participate and become part of the team! The HIRING MANAGER EXPERIENCE begins with waiting. Waiting for requisitions to open, waiting for the recruiter, and waiting for resumes. Throughout the process many times there is a feeling of insufficient communication, misalignment and feeling ‘in the dark.' Maybe it’s time we tried a different perspective. What if we viewed the hiring manager experience as important as the candidate experience? How could the experience be equal to that of the candidate and what could those outcomes provide to overall hiring success? Continue reading →

Driving Diversity

The importance of diversity and inclusion (D&I) has come to the forefront in recent years, with the labor market becoming increasingly competitive and large organizations making substantial investments to their programs. Diversity of all kinds—race, age, sexual orientation—has the power to bring a sought-after advantage to organizations looking to attract and retain today’s best talent.

To read more highlights from Randstad Sourceright’s white paper: “Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For Driving Measurable Improvements” with commentary from Peter Vermeulen, Head of HR Americas, the Linde Group, click here.

5 Updated Recruitment Rules to Help You Source Top Talent

Are you searching for the impossible candidate?  Outdated recruiting practices and unrealistic expectations can cause you to pass on a candidate that could be perfect for the job.

Staff Management | SMX’s ebook identifies five updated recruitment rules to help you source talent in today’s marketplace.

Click here to download your copy and start accessing top talent today!

The Globalization of RPO

RPO markets are emerging all over the world, presenting diverse conditions and creating a serious challenge for global RPO providers.

A global RPO presence requires careful consideration of multiple variables, such as market maturity, compliance, cultural differences, complex client needs, language barriers and more. Many RPO providers will see limited success with a “one-size-fits-all” RPO solution, but proactive planning can create a solid RPO foundation in various regions.

This latest white paper from PeopleScout creates an understanding of global RPO and demonstrates that an investigation of RPO markets, combined with common solutions, can put an RPO provider on the fast track to global success.

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The Inescapable Truths About Talent Acquisition: Invest – It Saves Lives

Under-investment in HR costs lives. It interferes with a healthcare organization’s mission.  Actually, it more than interferes—It threatens the mission.  It lowers quality of care, damages a healthcare organization’s reputation, makes it more difficult to recruit top-quality talent, and hurts the bottom line. Strong words.  How do we know this is true? We asked HR professionals at leading healthcare organizations.  We have heard about their pain. They are struggling to find the high-quality healthcare professionals necessary to keep census up and provide high-quality care, and they need help. They've made the business case for doing what is absolutely necessary to get the right people in their organizations. This white paper shows the business case for investing in healthcare recruiting—why it’s absolutely necessary, what’s really at stake, and how investment in HR recruiting will free up resources in the long term to make real and lasting change. Continue reading →