Companies are shifting their talent acquisition strategies to succeed in a candidate-driven market.
By Marissa Geist
In a stark reminder of how challenging today’s talent shortages have become, 54 percent of business leaders in Cielo’s recent Talent Acquisition 360 study said their companies have more open positions than ever before. Nearly 70 percent of stakeholders said they believe the existing talent pool is shrinking while the competition for talent is increasing. This battle of supply and demand is causing C-Suite leaders to include talent acquisition and retention as a critical component of their overall business strategies to ensure organizational performance is not hampered by talent gaps.
An expert breaks down the best talent approaches that suit different organizational needs.
By Debbie Bolla
When it comes to building an effective talent approach, Mark Condon, managing director of global product and solutions for Allegis Global Solutions says it is critical for organizations to link business objectives with talent objectives. “By doing this, it gives us a north star on how to design programs,” he explains. “We also try to understand the key talent segments that drive business.”
This holistic approach to recruitment may be the answer healthcare organizations are searching for.
By Tierney McAfee
The healthcare industry continues to grapple with a shortage of available talent to fill open positions, driving an increase in the use of flexible work arrangements, such as locum tenens and traveler nurses. Because of this growing reliance on contingent staff, not just in the healthcare industry, Total Talent Acquisition—a consistent and comprehensive approach to both full-time and contingent labor—has emerged as a new priority for organizations in 2019 and beyond.
Learn the top ways to measure the impact of a total workforce solution.
By Debbie Bolla
A total workforce solution ensures organizations have the absolute best candidates no matter the talent type.
By Debbie Bolla
Global economic forces are driving companies to rethink how they approach their talent management processes. Low unemployment rates coupled with a skills shortage are creating a competitive talent environment in which organizations need to take advantage of every opportunity in order to succeed. As such, Ardent Partners finds that 73 percent of enterprises today are utilizing new methods of addressing work.
Total workforce solutions provide full visibility into the workforce, but how can organizations ensure a smooth transition?
By Marta Chmielowicz
Today’s talent ecosystem offers more options for employees than ever before. From online freelancing platforms to crowdsourcing efforts and traditional contract engagements, the contingent labor market is experiencing a revolution—and businesses are struggling to keep up.
Today’s contingent workforce management programs face the challenge of delivering on cost, visibility, compliance, and quality.
By Christopher Dwyer
As the non-employee workforce continues to grow, more enterprises are finding incredible value by utilizing freelancers, independent contractors, temporary workers, and professional services. Ardent Partners’ latest State of Contingent Workforce Management research study has discovered that 40 percent of an average company’s total workforce is considered non-employee. With this growth comes the added responsibility to develop and implement stronger contingent workforce management (CWM) programs that can effectively handle a variety of performance and efficiency demands.
Embrace the future of talent with a total workforce solution.
By Marta Chmielowicz
Gone are the days of one-size-fits-all sourcing, recruiting, and hiring. The gig economy is on the rise, the workplace is becoming more diverse, and top talent is increasingly hard to come by. But even as skills shortages become the norm and attracting talent grows more difficult, organizations are gearing up their hiring efforts to position themselves for future success. In fact, LinkedIn’s Global Recruiting Trends 2017 study reports that talent is the top priority for 83 percent of executives, and 56 percent of organizations are planning to increase their hiring volume in 2018.
By Elliot H. Clark
The song, Welcome to the Jungle by Guns ‘N Roses, opens with big energy, but also a sense of confusion and messiness. This makes it the perfect anthem for the HR tech market today. A plethora of new, best-of-breed point solutions arrive almost daily. HR’s Twitter feeds and LinkedIn channels are being overloaded with the announcement of the next big thing. And voicemails are jammed with messages promising amazing outcomes.
Some of the new technologies are in fact very good and represent innovation. That being said, there are also numerous products that represent long-existing technologies and are just new choices in already crowded markets. The influx of venture capital and private equity (PE) into the human capital solutions market is great, but not many of these PE folks have experience in the HR suite and most do not understand a day in the life of HR. They actually like new iterations of proven technologies because they think if they can just pick up a few points of market share, their investment will be bought by a larger established player. Of course, the investment people don’t care about the state of HR’s voicemail box.
Learn how and why today’s organisations are moving toward a total talent approach.
By Michael Switow
From direct sourcing, alumni referrals, RPO, and redeployment to full-time workers, freelancers, SOWs, interns, and robots, the universe of talent acquisition has never been more complicated. Contemporary HR and talent acquisition (TA) professionals now manage more than a dozen potential talent streams, with one eye on recruiting and retaining the right workforce and another on keeping costs under control.
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