Companies are shifting their talent acquisition strategies to succeed in a candidate-driven market.
By Marissa Geist
In a stark reminder of how challenging today’s talent shortages have become, 54 percent of business leaders in Cielo’s recent Talent Acquisition 360 study said their companies have more open positions than ever before. Nearly 70 percent of stakeholders said they believe the existing talent pool is shrinking while the competition for talent is increasing. This battle of supply and demand is causing C-Suite leaders to include talent acquisition and retention as a critical component of their overall business strategies to ensure organizational performance is not hampered by talent gaps.
What drives millennials to seek new opportunities?
By Jackie Olson
Today’s young professionals looking to further their careers are reaping the benefits of a robust job market, allowing them to identify opportunities based on a range of features besides compensation. In fact, Merrill Corporation recently conducted a survey of junior associates working in the financial services industry to find out what factors are driving them to choose a new role. The survey sought input into why they chose their career and employer, job satisfaction levels, future career aspirations, and their views on the overarching capital markets industry. The results offer insight into what this future generation of industry leaders are looking for right now—in the early stages of their careers—from employers, direct managers, and perhaps most importantly, from themselves.
Leading D&I for a minority majority company, SVP of HR and D&I Jacqueline Welch reveals strategies that drive results.
By Debbie Bolla
Industry research shows that diversity and inclusion (D&I) efforts can provide organizations with a competitive edge: McKinsey reports that the most ethnically diverse companies are 35 percent more likely to outperform their counterparts and Bersin by Deloitte research finds that inclusive companies are 1.7 times more likely to be innovative leaders in their fields. Jacqueline Welch knows this—and more. As senior vice president of human resources and diversity and inclusion and chief diversity officer at Freddie Mac, she has made D&I a real priority for the organization. Here, she shares how to increase, communicate, and measure D&I efforts.
Assessing data in real time provides a competitive advantage to sourcing and recruiting candidates.
By Taylor Thompson
Thanks to advances in technology, the HR industry has become very data driven in its practices. And while it’s imperative to essentially every aspect of business, the main problem with data is that it’s often historical.
Today’s platforms are enabling a more customized approach to global recruiting.
By Taylor Thompson
For corporations operating globally with more than 5,000 employees, the implementation of an enterprise recruitment system can help to manage the hiring process. And while the use of a standard recruitment model across the entire business emphasizes consistency and efficiency, a growing focus on candidate experience has caused HR to reevaluate their enterprise recruitment methods.
An expert breaks down the best talent approaches that suit different organizational needs.
By Debbie Bolla
When it comes to building an effective talent approach, Mark Condon, managing director of global product and solutions for Allegis Global Solutions says it is critical for organizations to link business objectives with talent objectives. “By doing this, it gives us a north star on how to design programs,” he explains. “We also try to understand the key talent segments that drive business.”
This holistic approach to recruitment may be the answer healthcare organizations are searching for.
By Tierney McAfee
The healthcare industry continues to grapple with a shortage of available talent to fill open positions, driving an increase in the use of flexible work arrangements, such as locum tenens and traveler nurses. Because of this growing reliance on contingent staff, not just in the healthcare industry, Total Talent Acquisition—a consistent and comprehensive approach to both full-time and contingent labor—has emerged as a new priority for organizations in 2019 and beyond.
A roundup of the top providers and product vendors across 19 sectors of HR services.
By The Editors
The HR industry is experiencing a transformation. Faced with new technologies and shifting employee expectations, organizations are looking beyond the functional role of HR and developing strategies to increase its impact on business performance and growth.
How a cultural audit can elevate the onboarding process.
By Lilith Christiansen
Only 44 percent of employees believe their employer does a good job bringing new talent into the organization. Strategic onboarding seeks to solve that issue by moving beyond automating paperwork. Instead, it delivers a personalized journey that transforms new hires into fully functioning, integrated members of the team. Today’s onboarding approaches should provide clear expectations in terms of behavior and interaction with management, customers, and other employees.
VP of HR Antonio Climent shares the secrets to building culture and a strong leadership pipeline for Laureate International Universities.
By Marta Chmielowicz
Expanding into new international markets is fraught with difficulties. From aligning cultures to ensuring talent gaps are filled, multinational organisations can struggle to adapt to the norms and realities of their many areas of operation. But with the shift of economic activity from Europe and North America to markets in Africa, Asia, and Latin America comes a renewed need to manage global organisations. In fact, according to the McKinsey Global Institute, 400 midsize emerging-market cities, many unfamiliar in the West, will generate nearly 40 per cent of global growth over the next 15 years.
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