Focusing on employee experience is key to a quick recovery post-COVID-19.
By Dr. Anna Tavis
What a difference a week can make in the midst of a pandemic. In a matter of days, companies went from response planning to shutting down facilities and sending employees to work from home. Targeting to “lower the curve” of the highly contagious disease, companies, cities, states, and even nations went into near complete shutdown. By some estimates, the overall loss of productivity in the U.S. in just the first month of the pandemic amounted to about 64 percent. It is becoming increasingly clear that the overall personal and economic toll of the pandemic on the working people around the world will be unprecedented and will by far exceed the financial crisis of 2008.
Share your experience with HRO Today by providing feedback below in our two-question survey on the duration of COVID-19’s impact on your organization and its effect on your PTO policies.
With Barry Morris, CEO, CapRelo
HRO Today: In recent blog posts you’ve discussed the importance of Employee Experience (EX). Why now?
Morris: With the battle over talent being more critical, EX is a crucial driver of HR value. Onboarding new employees is expensive while keeping existing employees is more cost effective. I have found that many global mobility groups see EX as a critical indicator of the ability to attract and retain top talent.
With Alex Alaminos, CEO, Madison
Recognition programs have become a gateway to employee productivity, loyalty, engagement and retention. In fact, according to Deloitte, organizations with employee recognition programs have 31 percent less voluntary turnover. As HR considers a first- or second-generation rewards programs, a main consideration for executives should be the financial structure. Here Alex Alaminos, CEO of Madison, explains the key differences between billing on issuance and billing on redemption and the considerations for approach depending on organizational goals.
Tech-enabled, e-interviewing and candidate-care ‘bot creates seamless, effective experience for hiring managers and candidates alike.
With Jeanne MacDonald, President, Global RPO Solutions, Korn Ferry
High-volume recruiting and hiring. In the past, the process was often costly, time consuming and ineffective, as finding the right candidates who would not only take the job – but stay – was difficult.
Six HR leaders share how they are managing through a global crisis.
By Debbie Bolla
For organizations, employees, and the world at large, these are unprecedented times. As quickly as the coronavirus (COVID-19) spread across the globe, HR leaders responded, ushering their organizations with the needed resources to ensure employee safety, health, wellness, and productivity. HRO Today spoke with six HR leaders on how they are managing through the global crisis that is COVID-19. Great insight here—stay safe and lead on!
With Tim Oyer, Vice President of Sales, Advanced RPO
Small and medium-sized businesses (SMBs) with 15,000 employees and less are the engine of the U.S. economy, but in a tight talent market, many are struggling to hire and retain top-performing employees. A recent study from LinkedIn found that the majority of SMBs (84 percent) struggle to find enough people to interview and hire for open positions. Seventy-three percent are challenged by competing with better-known companies for talent, and 75 percent are unsure if candidates will succeed in the role, even after the interview.
In this interview, Tim Oyer, vice president of sales at Advanced RPO, shares some insights that mid-sized organizations can leverage to improve their hiring outcomes in a competitive marketplace.
© 2009 - 2020 Copyright SharedXpertise Media, LLC.
All SharedXpertise Media logos and marks as well as all other proprietary materials depicted herein are the property of SharedXpertise Media. All rights reserved.
SharedXpertise Media, LLC, 123 South Broad Street, Philadelphia, PA 19123