RPO & Staffing

Un-Conventional HR

Liz McAuliffe

EVP of HR Liz McAuliffe explains how she carries the Un-carrier culture of T-Mobile through to the talent strategy.

By The Editors

Within one’s career, taking the biggest risk often comes with earning the biggest reward. Just ask Liz McAuliffe. While practicing as the in-house employment attorney at Starbucks, Jim Donald, the then CEO, asked her to take a risk by moving into the coffee company’s HR practice. And from that transition, she has been rewarded with a highly successful second career. McAuliffe is now the executive vice president of HR at T-Mobile, the self-proclaimed Un-carrier that is radically changing its approach to both its customers and employees, adopting a people-first strategy that listens first and acts second. McAuliffe has spearheaded this transformation, introducing a number of initiatives to better support employees in their personal and career growth—and drive business success as a result. Learn more here.

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Will Unemployment Rates Continue to Fall?

Global Unemployment Report

Organizations are faced with a precarious worldwide economic environment and tight labor market in the first quarter of 2019.

By Larry Basinait

Coming off a strong year in 2018 where unemployment continued to fall in many countries, global growth in the first quarter of 2019 declined. The International Monetary Fund cut its outlook for global growth to 3.3 percent this year, the lowest since the financial crisis of 2009. A range of threats are menacing the global economy, including the possible collapse of negotiations between the U.S. and China to end their trade war and the departure of Britain from the European Union without a transition agreement.

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Increasing Equality

Gender Equality

Progress may be slow, but organisations are finding success with programmes that promote gender inclusion.

By Michael Switow

When Aliza Knox, a tech industry veteran with a track record of growing global brands in Asia-Pacific, applied for a job with the content delivery network Cloudflare, she did her homework. She went to the company’s website and came across a day-long forum it had sponsored. What struck her was that almost every discussion had at least one woman on the panel. There was even a session with two female professionals and no men—a rarity in an industry that is 80 per cent male.

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Critical Considerations

India Economy

Four factors impacting talent and hiring in the world’s fastest-growing economy.

By Michael Switow

Confused about the state of the India’s economy? The planet’s largest democracy is the fastest-growing major economy, with 2019-2020 fiscal year GDP growth expected to clock in between 6.8 and 7.3 per cent. But growth is starting to slow with government deficits rising and unemployment reportedly running at 6.1 per cent, a 45-year high (although Delhi has disavowed the statistic).

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Building Blocks to Diversity

Diverse Hiring

People, process, and technology are key pillars to creating a more diverse workforce.

By Irina Novoselsky

The recruitment process has always been riddled with biases. Humans find it nearly impossible to prevent their opinions and experiences from coming into play when making a decision. But technology is empowering organizations to work toward eliminating bias, which in turn allows companies to build stronger and more diverse workforces. Just imagine if interviews were structured like an episode of The Voice, where those making the hiring decisions only judged candidates based on skills and couldn’t be swayed by gender, physical appearance, or ethnicity. There would be no pre-conceived notions—only the most qualified candidate would win. Technology is turning this reality show concept into a reality for recruiters.

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Moving the Needle

Total Talent Management

As organizations transition to a total talent approach, these five strategies can help improve the process.

By The Editors

Change is on the horizon for many organizations when it comes to managing their talent ecosystems. There are many factors driving this: low unemployment, a rise in contingent labor, and evolving worker preferences, among others. In fact, recent research from Ardent Partners found that 73 percent of organizations are utilizing new methods to address the workforce. One such approach is total talent management.

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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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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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