Two tech innovators are changing the way HR can attract and reward top performers.
More than Just Rewards
By Marta ChmielowiczPicture this: It’s 2030, and your company is struggling to grow, not because the services you provide are unnecessary, but because you simply cannot find the right employees to fill your most important positions. According to Rainer Strack of The Boston Consulting Group in a recent TED talk, this scenario may become a reality.
The workforce is aging, and by 2030, there won’t be enough workers to fill jobs and keep major economies growing, says Strack. Once the last of the baby boomers retire, there will be a major deficit in the global talent pool that may cause an overall labor shortage in many of the world’s largest economies and a huge skill mismatch that can’t be abated with technology.
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.
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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