We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.
Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.
See how 2016 iTalent competition winner The Muse is revolutionizing online job search.
By Marta Chmielowicz
Searching for a job online can be a frustrating and unrewarding process. Hours are spent perusing hundreds of dry, banal listings that provide no real insight into company brand or culture. Over time, the listings begin to blur together, leaving job seekers confused and discouraged about ever finding a good fit. When most career platforms are geared toward offering quantity over quality, it can be difficult to determine which companies are uniquely qualified to fill each candidate’s specific needs.
While traditional career websites provide the scope and variety of jobs that candidates are seeking, they lack the individualized approach that is necessary to ensure a good cultural fit between employee and employer. And this is a key piece to the talent puzzle: According to Randstad Sourceright 2015 Talent Trends Report, cultural fit is the second most important criteria when assessing talent.
SaaS-based compensation solutions offer layers of valuable data that go way beyond just pay.
By Aaron Hurst and Jayson Saba
When all else fails, trust payroll data. The reality is that in most companies, there is no single source of truth for people-related data. Often, companies either have multiple HR systems or rely on spreadsheets to make sure they are reconciling all of the different data sources. In these cases, payroll data becomes the most trusted source. It is hard for a company to mess that up. Plain and simple, if they do, they will either hear it from employees or from the IRS. While the holy grail is a single application for HR, payroll, workforce management, time and attendance, and talent management, most companies aren’t quite there yet. In fact, research from Sierra-Cedar’s annual HR Systems Survey report shows that 98 percent of companies still rely on Microsoft Excel for reporting and analytics, and less than half (43 percent) have embedded analytics in the HR management system (HRMS) of record.
How artificial intelligence can handle the mundane and free up recruiters to act more strategically.
By Ian Cluroe
The great promise of artificial intelligence (AI) taking over many day-to-day tasks is finally a possibility for the majority of organizations. Take a look at the impact AI has in the healthcare industry. Based in Pittsburgh, Aetheon manufactures TUG robots, which transport medications, meals, linens, and other supplies to 140 hospitals in the United States. That’s 50,000 trips each week that would have otherwise been performed manually. Aetheon estimates that the automated delivery and tracking of these items by TUG robots can lower the cost of delivery between 50 and 80 percent while enabling clinical and service staff to focus on what matters most: patient care.
On the other hand, AI is a concern for many—workers worry that robots will eventually make their labor-intensive, task-oriented jobs redundant, leaving them in the unemployment line.
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