Tag Archives: ticker

Catch Me if You Can: How to Choose the Best Pre-employment Screening Solution

Nearly a third of employers don’t prescreen for trouble.  That’s what a new study shows about background checking.

The stakes are higher now for companies than they’ve ever been. In a tight labor market, there’s enormous pressure to hire more employees quickly; in particular, data and physical security are paramount.

There is also a lack of quantification about the impact of background screening providers. More than three-quarters of study respondents weren’t aware of any formal metrics for measuring the success of their background screening provider service.

Is HR taking background screening seriously enough?  What are the key factors to consider when selecting a provider?  Download the report to find out:

Click here to download the report

Open Sales Territories Mean Lost Revenue – What is the Real Cost of Your Sales Rep Turnover?

The impact of hiring the right sales people at the right time can scarcely be overstated.  Without sales driving top-line revenue, every other part of the organization will fail, no matter how well the other departments have executed their responsibilities. This study shows that while most HR professionals know the cost per hire of a sales representative, they are in the dark about the cost of not hiring quickly.  Despite the high stakes of top-quality sales hires, companies often fail to track the metrics they need to best decide about sales force staffing.  And HR often remains in the dark about the impact of hiring, or not hiring, new members of the sales team. How can you find out what the impacts of staffing levels are at your organization?  Find out by benchmarking against the report and inputting your organization's information into this report's sales recruiting calculator. Continue reading →

EMEA Flash Report: How to Use Talent Acquisition Analytics to Make Better Business Decisions

This recent study shows that all too often talent acquisition analytics and KPIs are not aligned with long-term goals and objectives.  In fact, nearly one-half of respondents said they were entirely focused instead on short-term goals and didn't have a focus on making strategic business decisions. A talent acquisition model that is only moderately integrated into the larger HR strategy cannot fully support the overall business. One step towards alignment is through strategic workforce planning, which provides a flexible connection between operational execution and the future direction of the organization. Which analytics did HR professionals say are the best indicators of success when evaluating their talent acquisition programmes?  Download the report to find out. This is the third in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community, and this study was sponsored by WilsonHCG.

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Paving the Way to a Better Hiring Process

It’s no secret that finding top talent is difficult – especially in the transportation industry, where the employment of Line Haul and Pickup/Delivery drivers is projected to grow 11% from 2012 to 2022.

EG Workforce Solutions built a customized solution for a leading LTL trucking company that resulted in reduced turnover, compliance excellence, a faster time-to-hire and increased cost savings.

By remedying a decentralized hiring process, the client was able to get back to what matters most:  customer service.

Click here to download the full white paper

The Growing Crisis in Healthcare Talent Acquisition

Best Practice Solutions Talent acquisition professionals at healthcare provider organizations face enormous pressures. Macro-forces are driving demand for healthcare services – and unprecedented shortages of healthcare workers. The key demand drivers are: • An aging population will need more healthcare. People who are 65+ experience three times as many hospital days compared to the general public. That ratio goes up to four times as many for people 75+. • The clinical workforce is getting older, too, and more practitioners are retiring or moving to a part-time schedule. • The strong economy means more people have jobs with health insurance and money for copays and deductibles. • Shortages exist across the board for nurses, physicians, and allied health professionals in virtually all specialties. The gap of unfilled healthcare jobs continues to grow. • Healthcare industry consolidation is creating large, sophisticated delivery networks that demand top quality practitioners and professionals with skills to work in this new healthcare environment.

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Candidate Attraction and Assessment Using Gamification in APAC

This study shows that the use of gamification in HR is still in its infancy in the APAC region and varies among individual countries. However, it has appeal in both talent acquisition and employee training programs, and is primarily used as a tool for building the company’s talent pool. Millennials are the group exposed to gamification, particularly males.  The concept is an outgrowth of video games, so companies naturally want to interact with candidates in a way that’s familiar to them. This is the second in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community, and this study was sponsored by PeopleScout.

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APAC: Growth of Freelancers and Best Practices on How to Attract Them

This recent study shows that the APAC region is growing rapidly, with nearly one-half of respondents anticipating their use of freelancers will increase in the next 24 months.  The use of freelancers over the prior two years also increased, as nearly a quarter of respondents reported an increase during that time.

This is the first in a series of HRO Today Flash Reports. These reports discuss the results of research and editorial papers that address today’s topics of interest in the HR community. The first area examined in this series is Growth of Freelancers and Best Practices on How to Attract Them. This study was sponsored by Allegis Global Solutions.

What else did the study discover and how can you best attract the growing number of freelancers?  Find out by downloading the report now:

Click here to download the whitepaper

The Millennial Advantage: How Recruiters Can Attract and Integrate the ‘Hashtag’ Generation into the Workplace

Communicating, recruiting and managing the millennial generation is among the most pressing issues in the business community.

The primary reason is their numbers—the millennial generation, generally defined as those between 18 and 34, already accounts for approximately 50 million workers in the U.S., or 25 percent of the workforce, according to the U.S. Bureau of Labor Statistics.

That number will increase substantially in the next five to 10 years.  Understanding and communicating with this group properly will be a competitive advantage.

Click here to download the full report

True Engagement Leads to Meaningful Retention

In leading companies, efforts to retain employees begin even before they are formally hired. These organizations understand that how job candidates are treated in the recruiting process makes a lasting impression that carries over into employment.

When employees choose to leave in their initial months of a new job, it often suggests a recruiting issue.  But, research shows voluntary turnover beyond the first two or three months is usually a result of work environment, challenges in a manager-employee relationship, or the organization’s engagement practices.

This knowledge is causing industry leaders to take a more proactive approach to employee retention, rather than simply accepting that certain workers will “cycle through” their business.

Click below to download the white paper and learn how you can increase the number of good employees who stay:

Click here to download this white paper


The Return on Recognition: What the Science Says Works

Using recognition analytics and training to drive the return on engagement Recognition improves performance. Research has shown that managers who are skilled at recognition have higher-performing staffs across a wide range of performance metrics. Research also has shown that managers who do not properly recognize employees – or fail to recognize at all or rarely recognize their people – have staffs that perform lower in a variety of employee performance outcomes. These employees tend to feel less valued and thus demonstrate lower levels of engagement and are at risk of flight. When managers fail to recognize workers in a timely and meaningful manner, they risk depressing the performance of their teams. Therefore, organizations need a way to track recognition that is going on (or not going on) in their organization as well as the effectiveness of the recognition. Fortunately, recognition is a skill that can be learned. Managers can become better at it, and today’s technology can help identify their individual gaps and train them to become better people managers by giving proper and effective recognition to their employees.

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