Innovation

Each year we focus on topics that go further than continuous improvement and seek to drive innovation for the world-class workforce. HR executives are constantly challenged with making the right investments, balancing standardization, and customization, and redirecting investment from areas with low impact to areas of higher value based on evidence. This drives not only a need for optimization but also risk management in knowing when and when not to take a risk with a differing approach. Simultaneously HR people benefit from gaining ‘employee insight’ through methods such as employee attitude surveys and focus groups. This insight should inform the HR strategy, influence how internal communications are handled and help in the design of effective people management initiatives – hence a clear employer branding strategy should be prevalent.

The New And Improved ATS

Many tech platforms have received face-lifts and offer a wealth of beneficial features. Russ Banham In today’s highly competitive labor market, the applicant tracking system (ATS) is a key tactical weapon in attaining a sustainable talent advantage. Having the right skill sets aligned with the organization’s culture and energized by its value proposition can dramatically improve business outcomes. Organizations should expect an ATS platform to handle job candidate sourcing and relationship management, video interviewing, candidate analytics, application management, and even the onboarding process. To maintain a pipeline of passive candidates, an ATS must be designed to engage a job seeker into a “dialogue” that will conclude with extending the person a job offer. “Employers need to stop worrying about filling their talent funnels and become more concerned about getting the right people to opt into a relationship with them,” says Paul Rubinstein, a partner in Aon Hewitt’s human capital advisory practice.

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Recognition That’s Well Received

Today’s technology provides three key components to ensure a rewarding employee experience. Christa Elliott Research shows that modern employees, regardless of age, gender or industry, want to be recognized for a job well done. Despite this desire—and the fact that SHRM research finds 76 percent of companies have recognition programs—a 2014 survey from BambooHR found that nearly 82 percent of employees don’t think they’re recognized for their work as often as they deserve. But technology is helping to solve this problem. Today’s recognition platforms are designed to make delivering, streamlining, and tracking company-wide recognition efforts more intuitive. “Rewards and recognition act as a primary feedback mechanism for organizations to communicate their vision and goals to staff, not to mention a tool to create positive feedback loops within teams to encourage successful behaviors,” says Cord Himelstein, head of marketing for Michael C.

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Three Game Changers

Flexibility, data, and personalization are shaping the way organizations deliver employee benefits. By Chris Bruce In years past, employee benefits were seen as the status quo elements of HR. Employees and employers alike grew accustomed to the same list of standard benefits—from healthcare to retirement options. However, in recent years, this mentality has shifted as employees have demanded more of the companies they work for—not only in terms of the benefits they receive, but also in how they are able to interact with their benefits packages. In response to this heightened awareness from today’s workforce, HR professionals have put a renewed focus on benefits schemes when it comes to attraction and retention strategies. A new report from Thomson, Global Employee Benefits Watch, finds a clear disconnect between employees’ demand for personalized benefits and the employers’ ability to deliver those benefits. This reveals a missed opportunity for HR professionals to leverage employee data to drive relevancy.

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Automation Evolution

Payroll finally gets a much-needed tech upgrade via cloud solutions. By Paul Bartlett The payroll function has a well-earned reputation for being one of the least tech-enabled areas of the enterprise. Even in the digital business world of 2017, many organizations still take a paper-checklist approach to payroll management—an approach that’s heavy on spreadsheet-based calendars, manual data uploads, and static PDF reporting. Increasingly, however, organizations are wising up to the efficiency and cost savings they can achieve by swapping a legacy approach to payroll management for an updated model. Software-as-a-service (SaaS) and cloud solutions are finally seeing significant adoption in the payroll space; according to findings from the Sierra-Cedar 2016-2017 HR Systems Survey, 53 percent of organizations were planning SaaS/cloud payroll deployments in 2016, marking a 12 percent increase over 2015. By automating tasks throughout the payroll cycle, SaaSbased solutions can equip payroll professionals with more intuitive, efficient ways to execute the process.

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HRO Today 2017 Resource Guide

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.

View the 2017 Resource Guide here

Innovation Starts Here

Elevate the hiring process with these hot tech products.

By the Editors

Today’s HR technology allows talent acquisition leaders to cast a wider net and improves the candidate experience for job seekers. From recruitment advertising and social media outreach, to sourcing, assessments, and referral programs, cloud- and mobile-based technologies have elevated the hiring process to improve the quality and fit of candidates—all while delivering a concierge-like service to top talent.

“Our expectations of the technologies have dramatically changed and the technologies are ahead of our expectations rather than being behind,” says William Tincup, CEO of Tincup & Co. “And for candidates, the game has changed in two fundamental ways: the expectation of corporate transparency and the delivery of said transparency. Meaning, candidates stalk our companies like we stalk them. And they have expectations past the initial job.

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Sea Of Change

How Candace Osunsade transformed HR from tactical to strategic at the National Aquarium. Christa Elliott Human resources at its core is about people, and no one understands this better than Candace Osunsade. On her journey from VP of HR to SVP and chief administrative offi cer for the National Aquarium, Osunsade has helped shift the organization’s focus from family entertainment to conservation and its HR department from a tactical service to a true strategic partner. During this process, Osunsade focused on mining the right talent that fit with the not-for-profit's mission of inspiring conservation of the world's aquatic treasures. She overhauled the organization's sourcing strategy from reactive to proactive, and improved benefits and compensation for current employees to help increase retention. Initially this meant higher spending—a bold move for a not-for-profit, but ultimately the right one for the aquarium as a business. Her vision, 25 years of proven experience, and impressive leadership earned her recognition in 2015 when she received HRO Today's Chief Human Resources Officer of the Year Award.

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What Falls Out of a Talent Cloud?

The theme for 2016’s HRO Today Forums is “Talent Cloud.” We are using that phrase to symbolize the fact that technology is now integral to HR and to the relationship between employee and employer. The world is not “changing.” It’s changed. And while we still sometimes think of HR as being all about the people, the bits and bytes are just as important as the heart and the brain. However, we all know what we want to fall out of the talent cloud is the best possible workforce with the highest possible productivity.

We are awash in technology for HR. So much so that it is becoming a jungle out there. At our last event in Amsterdam this past November, we had 10 HRDs for major global companies share their stories of challenges and innovation, and in each case, technology was critical to success and measurement. In fact, the overhaul of infrastructure was core to several of their successes. Many of these HRDs were also struggling to interact effectively with their workforce, and one had implemented a mobile app for almost all HR services.

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Hello Talent: A New Tool in Proactive Recruiting

Q&A with Talentsoft’s Dustin Robinson

By Christa Elliott

What is Hello Talent? A free recruiting tool? The next innovation in proactive recruiting? According to Dustin Robinson, outbound product manager for the software’s parent company, Talentsoft, Hello Talent is both of these and more.

In November, Hello Talent won HRO Today Forum Europe’s 2015 iTalent competition. Held in Amsterdam last year, the iTalent competition highlights the best new HR technology startups.

Companies nominate themselves and HRO Today’s panel of experts choose finalists, who then compete in front of the panel as well as the HR professionals who attended. From this pool, one company is named the winner, based on its pitch and demo.

HRO Today Global sat down with Robinson to find out more about Hello Talent:

Can you briefly explain what Hello Talent is and some of the features that make it stand out from its competitors?

Hello Talent is a web-based platform that facilitates proactive recruiting by allowing recruiters, hiring managers, and other HR professionals to store, aggregate, and share candidate profiles from anywhere they’ve found them online.

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HR Superheroes Unite!

A Recap of 2015 HRO Today Forum Europe

By D. Zachary Misko

Strategic HR Award Winner:

• Thought Leadership - Graebel

HR Practices Award Winners:

Recruitment Team of the Year Unilever and Accenture • Excellence in Engagement Strategy - WilsonHCG • Innovation in HR Technology MOL Group • Best Use of Social Media AB InBev and Cielo

HR Providers Award Winners:

Partnership in Recruiting Excellence Dialog and Cielo

Individual Award Winners:

• HR Superstar Johnny Campbell, CEO, Social Talent • CHRO of the Year, For Profit Galina Vaisband, HR VP, Home Credit Bank Russia • CHRO of the Year, Lifetime Achievement Julie Sharp, Head of Group HR, Bank of Ireland • CHRO of the Year, Not for Profit Joanne Marshall, Director of HR & OD, University of Bradford • CHRO of the Year, Sustainable Workforce Sherif Hanna, Chief People & Compliance Officer, Mobinil

Finalists for this year’s awards in Europe included the following organizations: AB InBev, Accenture, Azkoyen Group, Bank of Ireland, Cielo, Dialog, emplo, Fiskars, Graebel, Home Credit Bank Russia, Israeli Civil Service Commission, Mobinil, MOL Group, Sandvik, Social Talent, TMF Group, TomTom, University of Bradford, Unilever, and WilsonHCG.

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