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.

You Are What They Think

Employer Branding

New research provides insight into how companies invest and measure the impact of employer branding.

By Larry Basinait

How do organizations measure the impact of their employer branding activities and how are they investing in those brands? New research from HRO Today, in partnership with PeopleScout, found several best practices that help answer those questions by comparing companies that consider their employer brand a high priority to those that attach less significance to it.

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Scholarly Advice

Retaining Millennials

An organization shares its strategic approaches to attracting recent college graduates.

By Julie Palmer and Claire Romaine

With the unemployment rate below 4 percent, competition for top talent is tougher than ever. However, waves of new talent are about to enter the workforce as the collegiate class of 2019 graduates across the country. Organizations must capitalize on the momentary influx and adjust both their recruitment strategies and benefits programs to appeal to the graduating demographic. When it comes to attracting and retaining young talent, there are a few key factors for HR professionals to consider.

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Keys to Recruiting Physicians to Non-urban Areas

Attraction strategies to help ease a challenging recruitment process.

By Tierney McAfee

They say it takes a village to raise a child. The same can go for recruiting physician talent to rural  or even suburban hospitals and health systems. With unprecedented competition for physician talent in the United States, organizations in America’s non-urban areas must work harder than ever to attract desirable doctor candidates.

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Leveraging Expertise From Abroad

How international nurses are alleviating the nursing shortage—and improving U.S. health systems.

By Tierney McAfee

The national nursing shortage is driving organizations in the United States to look outside the country for talent. But experts say recruiting international nurses is more than just a temporary solution—it’s a valuable opportunity to improve U.S. hospitals and health systems.

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Putting Talent First

In a competitive job market, the question is no longer, “Why should we hire you?”—it’s “Why should I work here?”

By Tierney McAfee

Company branding is important, but it isn’t everything—especially when it comes to attracting the best talent for an organization. In a job market where the unemployment rate is historically low, organizations must work harder than ever to incentivize job candidates.

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From Quantity to Quality

Market pressures are shifting how China-based organisations recruit.

By Michael Switow

Despite a cloud of uncertainty hanging over Sino-U.S. relations resulting from more than a year of escalating tariffs, trade tensions, and technology spats, recruiters in China are bullish about the year ahead. Even signs of a slowing economy are not dampening sentiment, though many companies are clearly becoming more conservative.

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Looking Fore Talent?

At Mission Hills China, the path to success may not lie straight ahead.

By Michael Switow

At Mission Hills China, a multi-billion dollar company that is home to the world’s two largest golf resorts as well as a range of other businesses, one top executive started his career in property sales. Later he moved to the PR and marketing department, and now he heads a major tourist attraction and film studio called Movie Town, which welcomes more than two million visitors a year.

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2019 Baker’s Dozen Customer Satisfaction Ratings: MSP (Contingent Labor Resourcing and Management)

HRO Today Baker's Dozen

We rank the top providers 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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Culture Isn’t Contingent

Company Culture

Even though some workers are temporary, organizations should strive to leave a permanent positive impression.

By Marta Chmielowicz

In a business world where 41.5 percent of the average enterprise’s overall workforce is composed of non-employee labor, according to Ardent Partners’ The State of Contingent Workforce Management 2018-2019 report, organizations are putting the role of contingent workers front and center. In fact, the growth of the gig economy is serving as the catalyst for a new world of work—one that is increasingly innovative, dynamic, and responsive to transformative market pressures and global challenges.

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