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.
Total workforce solutions allow organizations to zero in on their most important asset: talent.
By Debbie Bolla
In recent years, HR and talent acquisition leaders have become more and more accountable for the workforce. They often have ownership of not just the people who organizations hire, but also how they perform.
How to ease into the changing labor marketplace with different types of workers.
By Russ Banham
Imagine it’s the year 2030 and the company’s annual holiday party has just begun. A generation ago, there’d be all 500 employees here wearing funny hats, Jim getting a bit tipsy again, and needing a ride home. Today, Jim is gone and there are 60 full-time, salaried employees in attendance. The other 270 contingent workers are probably home with their families.
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