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.
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.”
Data is empowering business leaders to make better hiring decisions.
by Tierney McAfee
With a historically low unemployment rate, organizations with high volume recruiting targets and outdated hiring processes are experiencing challenges finding the right talent. This means speed in hiring is more important than ever, especially when it comes to engaging hourly employees, says Adam Godson, vice president of global technology solutions for Cielo, a recruitment process outsourcing (RPO) partner. New advances in technology are helping organizations get the right number of candidates at the right time and keeping those candidates engaged.
Five steps to accelerate the talent management process.
By Emily He
The most vital asset of any business is its people. While some companies focus their efforts on the adoption of the latest technologies, it’s important to remember that technology paired with human expertise is what delivers the biggest benefits.
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.”
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