By Debbie Bolla, Executive Editor
Confidence. Competition. Potential. Doing what you love.
These are a few words and phrases that made a lasting impact after my deep-dive discussion with four HR industry leaders at the HRO Today Forum this May. The quartet that joined me on stage (pictured above):
• John Wilson, Founder and CEO of WilsonHCG
• Sue Marks, CEO of Cielo
• Paul Harty, President of Seven Step RPO
• Gene Zaino, President & CEO of MBO Partners
Employee confidence levels are seemingly up, said the foursome—and forward-thinking organizations need to get in the game and take advantage of that confidence. To Wilson, competition between organizations is a signifier of an improved economy. Companies should consider how willing they are to get and keep the talent they want.
Re-Calculating the HR Equation
By Elliot H. Clark, CEO
We just held the 2014 HRO Today Forum in both North America and in Singapore. We are thrilled and gratified at the level of engagement of our audience and thankful for the opportunity to advance the practice of HR. We are also appreciative of the ongoing support of our sponsors, who are the most sophisticated HR services and technology companies in the world. Don’t miss the industry’s only global HR Forum in Edinburgh, Scotland, Nov. 11-13.
The theme for all of the HRO Today Forums is the HR Value Equation. Expressed in this form: Great HR + Great Workforce = Great Business Outcomes
It is an intuitive expression. If you have a great workforce this is due to better workforce policies. Your great workforce will produce better products, give better services, and achieve better business outcomes.
The 2014 HRO Today Awards winners are innovating their way to strategic partnerships.
By Russ Banham
Over the past generation, the people heading up HR in many organizations have become key strategic partners to their respective CEOs, entrusted to lead diverse workforce initiatives to improve talent acquisition and retention, spur business growth, enhance sustainability practices and cultivate a workforce culture that differentiates the organization.
These CHROs are transforming HR in an era where vital skill sets are increasingly difficult to come by and hold, when global outsourcing decisions have never been more complex and challenging, and when the economic environment has demanded greater cost-effectiveness, particularly with respect to finding a balance between retained labor and outsourcing. Workforce innovation is now a strategic imperative at many enterprises, and it is the CHRO who is in charge of achieving and nurturing it.
The gathering of our annual Forum equaled great business outcomes.
By The Editors
Click here for photo spread.
A robust approach to verifications can help land top talent—and keep them happy, too.
By Debbie Bolla
Background screening plays a critical role in vetting top talent. With 78 percent of resumes containing false information, it’s pivotal that organizations enlist a robust approach in ensuring that candidate experience is valid. As the talent market continues to remain competitive and employee retention plays a greater role in impacting the bottom line, organizations can leverage background screening for improved hiring processes. In fact, HireRight’s 2014 Employee Screening Benchmark Report finds 93 percent of respondents report they receive benefits from conducting employment screening, and 56 percent say the top benefit is improved quality of hires.
“The days of HR performance based on time-to-hire metrics are gone,” says Ben Goldberg, president of background screening provider Aurico.
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.
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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