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.

Time Warner Selects Pilat HR Solutions to Manage Talent

LEBANON, New Jersey (June 14, 2005) – – Pilat HR Solutions, a leading provider of talent management consulting and software, announced today the signing of an agreement with Time Warner Inc. (New York, NY), a leading global media and entertainment company, to provide them with HR PulseT, a web-based human resource system. This configurable software will provide Time Warner with an enterprise-wide succession planning solution.

“This agreement underscores the enterprise-wide capabilities that the HR PulseT software can address

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Time Warner Selects Pilat HR Solutions to Manage Talent

    LEBANON, N.J., June 14 /PRNewswire/ — Pilat HR Solutions, a leading
provider of talent management consulting and software, announced today the
signing of an agreement with Time Warner Inc. (New York, NY), a leading global
media and entertainment company, to provide them with HR Pulse(TM), a
web-based human resource system. This configurable software will provide Time
Warner with an enterprise-wide succession planning solution.
    “This agreement underscores the enterprise-wide capabilities that the HR
Pulse(TM) software can address

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DDC HRO and Black Mountain Create Asia Pacific HR BPO Solutions Alliance

(New York, NY and Hong Kong) June 14, 2005 — DDC HRO (www.ddchro.com), a leading provider and enabler of data processing and human capital business process outsourcing solutions, and part of the DDC Group of Companies (www.datacapture.com/DDCbrochure.html), today announced a strategic alliance with Black Mountain Human Resources (Continue reading →

Global Manpower Employment Outlook Survey Indicates Improved Hiring Activity Ahead for Q3 in Germany, Stable Outlook in the U.S.

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Thales Navigation Selects Peopleclicks Recruitment Management System and Affirmative Action Solutions

Implementation of RMS Reduces Screening Candidates From Sixty Days to A Matter of Minutes

RALEIGH, N.C., June 8, 2005 Peopleclick Inc., the leading total workforce acquisition provider for global companies, announced today that Thales Navigation, one of the worlds leading innovators of global satellite positioning, navigation and guidance equipment, has implemented its Recruitment Management System (RMS) and Affirmative Action (AA) Solutions.

With employees in 14 locations worldwide, Thales Navigation needed an automated applicant tracking system to simplify its recruiting process, including resume routing, tracking and documentation

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DDC HRO and Headway Corporate Resources Join Forces in Major Onshore-Offshore HR BPO Solutions Alliance

(New York, NY) June 7, 2005 — DDC HRO, a leading provider and enabler of data processing and human capital BPO solutions and part of the DDC Group of Companies, and Headway Corporate Resources, a leading provider of human resources staffing, recruiting and workforce management solutions, announced today a first-of-kind strategic alliance to leverage their respective onshore and offshore resources in broadening the range of human capital BPO solutions for onshore clients. The joint offering brings together best-of-class providers in their respective fields and a single-source business solution for both onshore clients and recruiters in the field.< ?xml:namespace prefix = o ns = "urn:schemas-microsoft-com:office:office" /?>

The DDC HRO-Headway BPO alliance leverages DDC core competencies in document management, data processing and offshore staffing & technology solutions with Headway's suite of HR Solutions – creating a powerful, single-source onshore-offshore BPO solutions suite. The alliance is the largest industry step toward global sourcing of human capital solutions for onshore clients, viewing the< ?xml:namespace prefix = st1 ns = "urn:schemas-microsoft-com:office:smarttags" /?>< ?XML:NAMESPACE PREFIX = U1 /?>U.S. recruitment process and the delivery of customer support solutions from a fresh global perspective. The organizations' combined resources total more than 7,000 staff members, equally divided between onshore and offshore locations, including the Philippines where DDC's main offshore operations are located.

The multi-region, multi-location offering combines multiple operating strengths and common global initiatives. Overlap as between the organizations is minimal but the synergies are seen as substantial in terms of comprehensive suite of business solutions that will result from the alliance, and the opportunity for onshore collaboration in the areas of cross-marketing and sales.

The scale of the alliance and the parity of its onshore-offshore staffing resources is aligned with the organizations' collective view on the long-term competitive benefits of this hybrid onshore-offshore operating model. Both organizations benefit from flat management structures and customer-centric philosophies on customer service and adding value.

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First Data Corporation Recruits TalentTrack for RPO

TalentTrack announced that is has been awarded a contract to provide recruitment process outsourcing services to First Data Corporation.

Under the terms of the agreement, TalentTrack will provide services to augment First Data's current recruitment processes in several markets across the country. The total number of placements is anticipated to exceed 400 exempt and non-exempt positions.

First Data Corporation, with global headquarters located in Denver, Colorado, is a leader in electronic commerce and payment services. The company serves approximately 4.1 million merchant locations, 1,400 card issuers and millions of consumers. With approximately 32,000 employees worldwide, the company provides credit, debit, smart card and stored-value card issuing and merchant transaction processing services; Internet commerce solutions; money transfer services; money orders; and check processing and verification services in the United States and worldwide.

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TalentTrack Secures New Agreement to Support First Data Corporation’s National Recruitment Efforts

[Toledo, OH – June 2, 2005 – TalentTrack announced today that is hasbeen awarded a contract to provide recruitment process outsourcingservices to First Data Corporation.

Under the terms of the agreement, TalentTrack will provide services toaugment First Data’s current recruitment processes in several marketsacross the country. The total number of placements is anticipated toexceed 400 exempt and non-exempt positions.

First Data Corporation, with global headquarters located in Denver,Colorado, is a leader in electronic commerce and payment services. Thecompany serves approximately 4.1 million merchant locations, 1,400 cardissuers and millions of consumers. With approximately 32,000 employeesworldwide, the company provides credit, debit, smart card andstored-value card issuing and merchant transaction processing services;Internet commerce solutions; money transfer services; money orders; andcheck processing and verification services in the United States andworldwide.

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Drivers for WLM Solutions

How workforce realignment forces strategic thinking in HR organizations.

by Phil Fersht, Jason Corsello

The massive workforce expansion of the 90s has dramatically reversed with the combined forces of economic recession and global outsourcing. HR leaders are challenged to ensure that the workforce delivers on the corporate business strategy. At the same time, the dynamic economic environment is constantly forcing organizations to reshape the workforce. Many organizations that have traditionally focused on driving down costs by automating or outsourcing non-strategic, transaction processes are now looking at new approaches to create a flexible, sustainable workforce. Workforce lifecycle management (WLM) solutions are being deployed to extend internal mobility, improve the quality and timeliness of new hires, and increase the performance of the workforce.

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BECOMING PERFORMANCE-DRIVEN 

With workforce reductions in place, leading organizations are creating a performance-driven culture based on measurable results that are aligned with corporate goals. The aggressive recruitment of high-performing talent will intensify, making competition tough for organizations that dont excel in WLM. Key areas of interest for performance- driven organizations include pay-for-performance programs and succession planning initiatives that accelerate the performance and growth of employees. Organizations are migrating HR BPO vendors in pursuit of cost reduction and to enable HR to think more strategically about their human capital. Recent case studies show that high-performance organizations consistently outsource administrative HR functions. Organizations of all sizes have adopted global outsourcing strategies to maintain initiatives in cost reduction and margin improvement. Self-service is a key enabler driving WLM adoption. As workforce mobility increases, organizations are empowering employees to be more self-sufficient. Using employee selfservice applications has lessened dependency on HR to provide administrative support. Self-service applications provide a single destination for all HR issues, consequently increasing the use of WLM solutions. In addition, self-service applications enable employees and managers to track career development and progress, further enhancing the performance of the organization. As M&A activity continues to pick up, organizations continue to implement processes that accelerate integration. WLM solutions can help organizations define their internal hierarchy, making it easier to analyze workforce requirements. WLM solutions can also enable integration by quickly identifying the right candidates for the merged entity. In addition, WLM can rapidly eliminate redundancy in the workforce and create a more cohesive and progressive organization.

 

ACHIEVING SUCCESSFUL WLM

 

Understand your organizations key performance indicators (KPIs).

Organizations must understand the key attributes that drive their financial success and link those drivers with their WLM strategy. For example, highturnover organizations should define a strategy for talent management and improving workforce quality. Lowturnover organizations should center on performance management and improving employee development, pay-for-performance, and succession planning.

 

Assign an executive sponsor.

A vision for human capital that is sponsored from the highest levels within an organization is key to transformation and leading strategic initiatives. Take inventory of past technology investments in workforce and learning management and identify the future strategic fit toward a closely aligned, integrated approach. Build integrated WLM capabilities incrementally.

 

Combine your WLM strategy with your HR BPO strategy.

If your organization is currently considering HR BPO or is an early adopter, this is an opportunity to establish a WLM solution with minimal or no additional cash investment. Todays leading providers offer WLM functionality within their platforms. Some are building their own proprietary tools, whereas others are offering best-ofbreed solutions integrated with their own platform. Ensure the BPO supplier can establish an effective program that provides you with the tools and support you need to manage these solutions.

 

Get started.

Adopting a WLM solution will not cure bad internal processes. Start by getting executive sponsorship that will spearhead the transformation process. Then begin due diligence immediately. Best-practice methodologies from HR service providers must be combined with technology and business transformation expertise. A WLM strategy should consider where an organization would like to be in several years. Although the integrated WLM approach is still in the development stage, it provides a great opportunity to create a leadership position for workforce excellence. [HRO]   

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Darn, Another HR Acronym: CWO

The growth in the contingent portion of your workforce has spawned its own breed of provider, Contingent Workforce Outsourcing, or CWO.

by Jay Whitehead

Among the more startling developments at 2005s NY HR Week/HRO World Conferenceother than the huge 3,700-person crowdwas the advent of a new species of provider. This new life form calls itself several names. Often these names tout some special competitive advantage or differentiator. But for the sake of verbal economyplus the fact that we are completely allergic to providers who claim to be one-of- a-kind without any peer or competitorwe call this new evolved form of HRO life contingent workforce outsourcing or CWO.

In case this new handle throws you, here is our definition of a bona fide CWO provider. It denotes a provider who facilitates clients ability to aggregate and track spending, billing, and performance of more than one type of non-W-2 worker. This includes traditional temps plus independent contractors and consultants.

THE CALIFORNIA TAXABLE INCOME TRAP
As it turns out, the problem of tracking all flavors of contingent workers has been plaguing larger organizations for decades. But because consultants, temps, and contractors are never hired centrally, no one single point of accountability existed. In the 1980s and 1990s, several Silicon Valley giants such as Sun Microsystems, Silicon Graphics, Intel, AMD, and Apple were haunted by the California State Franchise Tax Board (FTB). Knowing that these big firms hired boatloads of contractors and that these 1099-type workers seem to have a particularly hard time filing tax returns, the California FTB assigned a SWAT team of staffers to involuntarily reclassify 1099s as W-2 workers and slap the big Valley employers with back payroll tax bills for the 1099ers. Oftentimes during this two-decade period, these big employers would have multiple tax bills for multiple millions of dollars, all assessed against their will. There were many cases where, even when the contractors paid their own taxes on time, the employers were forced to pay as well. Double the taxation, double the fun.

In response to clients cries for a quick fix, in the mid 1980s, temporary services developed a crude form of 1099 compliance called payrolling. It simply involved putting a would-be contractor on the W-2 payroll of a temp service. That would ensure that the workers payroll taxes were paid. The client would avoid getting whacked with one of those surprise payroll tax assessments. And the temp service would make a nice little markup on a highly-paid worker that the temp service did not even have to recruit. Many times, a large employer would simply ban the hiring of contractors or consultants unless they were payrolled.

Ultimately, however, independent contractors and consultants got wise to this taxable-income trap. Consultants simply refused to be payrolled because it took away their precious ability to write off expenses and lower their taxable income basis. Many of these wily contractors gave clients a draconian choice: Increase their base rate 25 to 35 percent in order to offset the negative earnings impact of payrolling, or pay the normal rate and let the contractor file his or her own 1099-type tax return. Clients relented. They needed these talented contractors. Just like that, the temp service payrolling solution became a tool too small for the job.

OUTSOURCERS PIONEER ANOTHER NICHE
Enter the CWO guys. Among the brave pioneers in this field, a standout is Gary Nelson and his firm ABE. Started in the mid 1990s, ABEs innovation was to run 1099ers through a 1099-compliance screen. Based on the IRSs 20-question test, ABEs screening service gave employers a way to test their contractors compliance. If the contractors passed the test, they stayed independent. If they failed, Nelson ran them through his W-2 payrolling service, charging a small markup over the wage and mandatory payroll tax. Nelson, owner of San Francisco-based Nelson Personnel, a $230 million temp service group, knew this was a nice little fix but less than the whole answer. He knew they needed a technology platform that would allow larger employers to track 1099ers, temps from several providers, and other contractors that seemed to breed like rabbits throughout the organization. His ultimate solution is called WorkforceLogic, and it enters a field that is brimming with potential and potential competitors.

The numbers tell the tale of the size of the CWO market. According to the Bureau of Labor Statistics (BLS), nearly 10 percent of the U.S. workforce can be classified as contingent. The BLS predicts that the contingent growth will outpace FTE growth by a 3:1 ratio over the next 10 years, and that by 2010, nearly 25 percent of the U.S. workforce will be contingent or part-time.

In fact, the fastest growing segment of the contingent workers is returning retirees. As the Baby Boomers continue to retire in mass waves, the BLS predicts nearly 50 percent of those workers will return to the workforce within three years of their retirement in an independent, temporary, or part-time capacity.

Employers who now use CWO warn HRO Today to avoid the assumption that the contingent workforce is primarily comprised of temps from traditional temporary service agencies such as Adecco, Manpower, and Kelly. In fact, this type of temporary worker represents less than 25 percent of the contingent workforce. Independent contractors represent nearly 60 percent. What is more, the independent contractor segment is growing faster than any other segment of the contingent workforce. Independent contractors are also more highly paid than traditional temps. On average, independent contractors or consultants working in large company environments earn double their temporary counterparts wages, and pose the greatest 1099 compliance risk for both payroll tax liabilities and Sarbanes- Oxley type violations.

WHY CWO? WHY NOW?
The business trends behind the up-tick in contingent work are inexorable. Retired employees with valuable skills are now hanging out a shingle. Employees who want a flexible lifestyle prefer to work as consultants. Two of the largest and most-talented segments of the U.S. workforce, retiring baby boomers and Generation Xers, are foregoing full-time W-2 jobs and opting to work as contingents. In addition, multi-earner families where one partner has company-funded employee benefits make it possible for the other partner to work freelance. With business expenses fully deductible, a 1099er can live life at a much lower effective tax rate than her W-2 counterpart. But by hiring this valuable and cost-effective source of talent, managers are diving into a domain that is much harder to run than if all the workers are W-2ers.

CWO is a toolkit that has evolved to handle the non-W-2 business wave. As contingent workers continue to grow at a double-digit annual pace as a percentage of the overall workforce, companies are feeling an ever greater need to have tools to manage this quickly-growing phenomenon. Capturing and managing data that allows managers to see and control their entire contingent and full-time workforces is a complex task that is now possible with contingent workforce management or CWO tools.
 


LEADING CWO* PROVIDERS
Company; URL
Adecco; addecco.com
Elance; elance.com
Freelance.com; freelance.com
MyBizOffice; mybizoffice.com
P.A.C.E.; pacepros.com
PrO Unlimited; prounlimited.com
Spherion; spherion.com
WorkforceLogic; workforcelogic.com
ZeroChaos; zerochaos.com 

*This includes managing traditional temporaries, independent contractors, service
workers, individual and small consulting agencies, and project-based workers.

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