Talent Acquisition

In the war for talent organizations must develop a multi-layered talent acquisition approach in order to gain a competitive edge and attract coveted passive candidates. A talent acquisition strategy should be high-touch—engaging with candidates throughout the entire lifecycle from application to hire to onboard. Technology powers organizations to elevate the candidate experience. Social media channels offer the opportunity to deliver engaging content and reinforce employment branding to top talent.

Regulations Will “Block” Chain in HR

Blockchain

Current data privacy laws will make implementation of this approach challenging.

By Elliot Clark

There has been considerable discussion about the blockchain phenomenon in supply chain management and the financial world, and how it could apply to HR. In addition, small start-ups that claim to be pioneering the development of blockchain-based web platforms for talent acquisition have sprung up, attracting significant venture investment.

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Alexa, Is Human Judgment Obsolete?

AI in HR

Technology is pushing the boundaries when it comes to hiring, and candidates will benefit.

By Elliot Clark

Candidates can expect an improved hiring experience in 2019 with technology leading the way. “In the future, many of the technologies used for talent acquisition and candidate communication will go directly to mobile platforms as native applications,” says Dr. Peter Wiedemann, the CEO of the talent acquisition divison of Saba-Lumesse.

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The Unincorporated Workforce

DXC Technology

CHRO Jo Mason explains DXC Technology’s agile approach to attracting and retaining talent.

By Debbie Bolla

As a global player in the technology services business, no one understands the speed of change better than DXC Technology. Jo Mason, the company’s executive vice president and CHRO, has led a dynamic and comprehensive approach to human capital management that helps DXC guide its 6,000 clients across 70 countries on their digital transformation journeys, even while the company transforms itself.

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2018 Baker’s Dozen Customer Satisfaction Ratings: Total Workforce Solutions

HRO Today Baker's Dozen

View the top-rated providers of total workforce solutions based on our RPO and MSP customer satisfaction surveys.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute to buyers directly through our own mailing lists and indirectly through service providers.

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Get Ready for 2019

2019 HR Forecast

HR experts share six trends that will shape the industry in the coming year.

By Marta Chmielowicz

The past year in HR has been marked by developments in smart technologies, key shifts in workplace management practices, and the rise of alternative forms of work. With artificial intelligence (AI), automation, social media, and a new world of data and analytics at their fingertips, HR professionals have transformed the industry into a more agile and strategic business function. According to DDI’s 2018 Global Leadership Forecast, 71 percent of HR professionals report that their reputation with the senior team as a trusted advisor has improved in the past three years.

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2018 Recruitment Process Outsourcing: EMEA and APAC

HRO Today Baker's Dozen

We rank the top providers of recruitment process outsourcing in EMEA and APAC based on customer satisfaction surveys.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.

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No Slowing Down

HR Services

A sector-by-sector review of the HR services market.

By Gary Bragar

NelsonHall’s global business process services (BPS) market forecast reveals that the overall HR services market will grow by 5.8 percent in 2018. Growth is being driven across all HR service and technology markets as more organizations look to leverage HR partnerships and HR platforms with the goal of enabling digital transformation and a high-performance operating model. NelsonHall research analyzes the performance of the HR sector in 2018 and offers predictions of what is to come in 2019.

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CEO’s Letter: Beware of the Total Work “Farce” Solution

HRO Today

By Elliot H. Clark

This year, we introduce our first-ever HRO Today Baker’s Dozen Customer Satisfaction Ratings for total workforce solutions (TWS). The companies listed are the absolute best providers in the TWS market. We believe this is a representative list of the HR service providers that can manage the large, complex, integrated programs necessary to service global companies. HRO Today defines TWS as the combination of RPO and MSP services into a seamless platform. Prior to the release of this Baker’s Dozen, we discovered through research that hundreds of companies claim to be “leading providers of global total workforce solutions.” However, after reviewing our data sets on clients that leverage both RPO and MSP products from a single provider in multiple regions, there seems to be only a handful of firms that can provide the integrated service offering.

There are some very good HR service partner companies in the enterprise and mid-market sectors offering a total workforce solution and the number of organizations looking for the combined solution is also growing rapidly. And there lies the problem: Market demand leads less capable companies to claim capabilities that they don’t actually have. This month’s cover story focuses on global technology leader DXC Technology and its innovative view of the workforce. One aspect of the company’s talent approach is what CHRO Jo Mason calls the “unincorporated workforce,” which supports candidates who don’t want to be traditionally employed. DXC partners with Allegis Global Solutions for this, as well as the sourcing and hiring of full-time employees. Given the scale and complexity, it’s hard to imagine that many HR service partners could accomplish the program objectives. And, in fact, there aren’t many—and we list most of them on the Baker’s Dozen this month. So, the overwhelming message of this column if you remember nothing else is “Caveat Emptor.”

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Protect Your Assets

A consistent background screening approach is critical when hiring contingent workers.

By Marta Chmielowicz

With talent emerging as a top competitive differentiator, organizations are turning to non-traditional sources in order to secure the skillsets required for business growth, development, and agility. And the proof is in the numbers: Ardent Partners’ The State of Contingent Workforce Management 2017-2018 study found that 40 percent of today’s global workforce is comprised of non-employee talent, including independent contractors, freelancers, consultants, and temporary workers. These workers play a critical role in the way business is done, with HR professionals leveraging contingent labor to become more agile (71 percent) and fill critical skill gaps (54 percent).

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