We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.
Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.
We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.
Why potential buyers should boycott First Advantage, Pre-employ, and SterlingBackCheck.By Elliot H. Clark I have never suggested a boycott before, but I have also never been so annoyed at the rank hypocrisy of a group of service providers. Here is a group of companies that tells customers to perform due diligence on prospective employees, but seeks to evade disclosure of strengths and weaknesses. Here is a group of companies that demands prospective recruits be transparent, but tells prospective clients (you), “trust us.” If you think this first paragraph is rife with righteous indignation, keep reading. Their first defense to this column will be to accuse us of attacking them because they are or are not clients. We feature more than 78 companies a year on the various HRO Today Baker’s Dozen Customer Satisfaction surveys and many of them have little or absolutely no commercial relationship with us. They tell us that they have “opted” out of the survey. Here is the part they are missing: We do not engage this process to allow providers to ascend to the supremacy of Olympus.
Automation, integration, and mobile tools allow background screening providers to perform their critical role better than ever.By Russ Banham Nearly every month in the United States this past year, more than 150,000 open jobs were filled—a welcome sign that the dour employment legacy of the Great Recession is a fast-fading memory. As competition intensifies to recruit qualified workers of all kinds, from full-time employees to the expanding contingent workforce, timing is of the essence. What we mean is this: The quicker a company can fill an open position, the less likely the chance the quality worker will go elsewhere. This reality has elevated the importance of the time-to-hire metric in managing the effectiveness of a company’s recruitment strategy. What key factor is eating up precious time in this vital metric? Background screening. “We’re always the last piece of the puzzle and the one that feels the most pressure to reduce time to hire,” says Justin Raprager, senior solutions executive at SmartStart Employment Screening, a provider of background screening services.
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