Tag Archives: HRO Today Global

Talent Communities

The 3 ‘R’s for getting the most value from these candidate pools.
 
By Erin Bazinet
 
Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide
a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
 
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand.

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Virtual Reality

Video’s role in the hiring process continues to expand. By Audrey Roth Leveraging video interviewing for hiring is not a new concept, but fresh technology has allowed video to revitalize and reshape the hiring process. Video now plays a pivotal role in accessing talent pools, improving employer brand, and creating an attractive candidate experience—which is becoming more and more important in today’s competitive market. In fact, a December 2013 study written by Montage and conducted by Google Consumer Surveys finds that 32 percent of individuals who rejected a job offer within the last year was primarily due to a negative experience during the hiring process. Video interviewing becoming more than a blip on recruitment’s radar is clearly understood by the maturation of its benefits to improve sourcing, screening, and interviewing.

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High Anxiety

The average employee will stress over finances – but you can help.
 
By Rob Austin and Rob Pinkerton
  
There are few things more frustrating than automobile trouble. Not too long ago, my car simply stopped
running. I’ll be the first to admit that I skipped preventive maintenance every now and then. After all, my car had been working properly, and it was all too easy to find more important things to do with my time. However, once my car broke down, I quickly realized that any time and money I was trying to save by foregoing the occasional trip to the mechanic would be dwarfed by this repair.
 
Like with maintaining a car, it is important to stay on top of overall financial health before getting into trouble down the road. This is particularly true at a time when many participants have likely seen good news in their 401(k) statements.

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Communication Breakdown

Great benefits plan you’ve got there—but do employees know?
 
By Audrey Boone Tillman
 
Educating employees about their insurance plans can be just as important as the plans themselves. Recent example: Only 35 percent of workers believe that their employer effectively communicated about healthcare reform and subsequent changes to their benefits, according to the 2014 Aflac WorkForces Report, an annual survey that examines the issues impacting benefits in the workplace. Furthermore, only six in 10 (63 percent) employers agree very strongly or strongly that they effectively communicate the value of benefits.
 
Education Equals Engagement
When employees are not engaged in their benefits decisions, they typically don’t adequately protect their income or their well-being. This leaves many workers underinsured and vulnerable to the ramifications of an unplanned health event.

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Path to Self-Service

How Hershey delivered a personalized employee experience.
 
By Mike Yeagley
 
Hershey Entertainment & Resorts (HE&R) was founded 
in 1927 when Milton S. Hershey elected to separate his chocolate manufacturing operations from his other businesses. With more than 1,600 full-time and 6,300 part- time and seasonal employees, HE&R owns and operates brands such as Hersheypark, Hershey Theatre, and The Hotel Hershey located in Hershey, Pennsylvania.
 
Hershey has been a long-time user of Infor Infinium 
for financials and human capital management (HCM). Decision-makers recognized the need for a portal through which employees could access Infor Infinium’s self-service functions. In order for employees to fully utilize the open enrollment capabilities of self-service, they would also need access to detailed information about their benefits options.

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Pontoon Strengthens EMEA Leadership Team

New Head of Sales and SVP join the workforce solutions provider. Pontoon invests in its EMEA footprint and reach with several key appointments. The workforce solutions provider announced Tom Mason as Head of Sales for EMEA. He will have responsibility for Managed Service Provider (“MSP”) and Recruitment Process Outsourcing (“RPO”) sales throughout EMEA. In his role, Mason will direct European business efforts and administer the business development strategy for Pontoon, assuring that the workforce solutions provider maintains its leadership position through a focus on innovative technology, customer service and total talent management solutions for large and emerging companies within the region.HIs considerable industry experience includes more than 15 years in key leadership roles having previously served as Managing Director RPO EMEA for both Allegis Talent2 and Hudson Highland Group. To further fortify its market leadership position, Adrian Cross will also join Pontoon.

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Ready and Willing

Executives are more open to the possibilities of domestic and international relocation, a new study finds.
 
 
By The Editors
 
 
As companies adjust operationally and strategically to the new global economy, professionals are expected to be geographically more flexible. The results of five years of the Global Professionals on the Move Report from Hydrogen Group shows that the percentage of people who are willing to work abroad has risen, more than doubling from 16 percent to 35 percent for this period and 40 percent of respondents working abroad state there are now no barriers to working abroad.
 
 
This year’s report identifies that the genre of professionals attracted to work overseas has broadened. Only 17 percent of people in 2014 working abroad held a professional qualification over and above a first-degree level compared to 30 percent in 2010.

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Tech Division – 6/3

Joberate spins off social media recruitment technology into new company Candarine. Looking to focus exclusively on its mission to help society better understand job-seeking behaviors of the global workforce, Joberate has separated from its social media recruitment technology. The product development paths of the two technology platforms are not naturally aligned, and the aggregate capital requirements to fund both technology platforms simultaneously are onerous. Therefore, Joberate leadership completed a management buyout of existing Joberate shareholders in order to spin off the legacy social media recruitment technology business into a new company called Candarine. Candarine was created for recruiters by recruiters. The company has built a social media recruitment technology and services platform with a clear mission, to help companies across the world to attract the best talent. Candarine’s technology and services offerings became an award-winning combination of integrated marketing and sales tools designed purely for recruitment.

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CEO’s Letter: Announcement from SharedXpertise

CEO's Letter: Announcement from SharedXpertise

I would like to take moment to announce the departure of Faye Holland, our Managing Director for the EMEA and APAC regions and the Global Executive Director of the HRO Today Services and Technology Association (formerly HROA). Faye has been with SharedXpertise for more than five years and made a great contribution to our organization and to the larger HR community through her dedication and commitment. Her desire to achieve some other goals in her personal and professional career is understandable and we wish her best of luck in her future endeavors. She will be leaving on July 1 and will, in the interim, transition her association responsibilities to Zachary Misko, the new Global Executive Director of the Association and Vice President here at SharedXpertise.
 
Zachary Misko is well known to this community and the readers of this magazine.

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Finding the Best

Three considerations to follow when bringing in third-party recruiters.
 
By Sean Bisceglia
 
While many organizations would prefer to use their internal recruiters to fill jobs, the reality is that they sometimes need to supplement these efforts with outside resources. In fact, according to a survey from the Novo Group, 80 percent of companies use third-party agencies or recruiters for help with hard-to-fill positions. The American Staffing Association reports $12.2 billion in annual spend in recruiting fees.
 
With more than 17,000 staffing firms to choose from, it’s difficult for companies to ensure they’re choosing the best recruiter to get them quality candidates with a swift time-to-fill rate.
 
According to Staffing Industry Analysts, 63 percent of organizations currently find their third-party recruiters through a cold call or sales pitch.

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