Recruitment process outsourcing (RPO) WilsonHCG has been recognized by Glassdoor’s 2015 Employees’ Choice Awards, honoring the top 50 Best Places to Work in the United States with fewer than 1,000 employees.
Glassdoor’s Employees’ Choice Awards is now in its seventh year and is based entirely on employee feedback regarding their jobs, work environments and companies via Glassdoor’s anonymous online company reviews. The review survey includes both quantitative and qualitative questions designed to capture a genuine and authentic inside look at what it’s like to work at particular jobs or companies. The survey asks employees to rate their satisfaction with the company overall and key workplace factors like career opportunities, compensation and benefits, work-life balance, senior management and culture and values. In addition, employees are encouraged to describe the best reasons to work at their companies as well as any downsides.
“We are extremely honored and humbled by this recognition,” CEO John Wilson said. “Our people are at the core of everything that we do, and this acknowledgement solidifies our position as a top employer and industry leaders.”
About Talent, a workforce solutions company, and ShiftWise, a web-based healthcare and hospital workforce management software company, have formed a strategic partnership to deliver comprehensive solutions to healthcare organizations nationwide.
Healthcare organizations rely on an integrated workforce comprised of full-time employees, temporary workers, 1099 contractors, consultants, freelancers and more—all working together to achieve business excellence. About Talent builds solutions that incorporate delivery of all workforce categories through one integrated solution delivered on-site.
Powered by Shiftwise’s vendor management system (VMS), About Talent’s workforce solutions will include fully automated process and supplier management, reporting and invoicing via Shiftwise’s leading healthcare technology platform.
WilsonHCG, a top global recruitment process outsourcing (RPO) and human capital consulting firm, has released the 2014’s Fortune 500 Top 100 Employment Brands report. This report is the first of its kind that evaluates the employment brands of all Fortune 500 companies.
“The economic impact of employment branding can’t be ignored, and especially as the global talent shortage increases, organizations must have an employment branding strategy in place to attract and retain top talent,” CEO John Wilson says. “It’s no surprise that the top 10 companies ranked on this employment brand report are among the top-performing organizations in the world.”
The report analyzes employment branding data collected and names both organizations and industries leading the employment branding movement. The top 100 Fortune 500 companies were ranked based on a point system that evaluates categories including career page, job boards, employee reviews and candidate experience, corporate social responsibility, accolades and recruitment marketing. In addition to ranking the Fortune 500 companies with the best employment brands, the report provides insight into what organizations can do to improve their employment brand and become a best-in-class employer.
Graebel Companies, Inc. Chairman of the Board David W. Graebel and William H. Graebel SGMS chief executive officer and president of the global relocation firm, together with Robert and Vasilia Peterson have made a joint announcement that they have entered into a formal agreement regarding the sale and acquisition of Graebel Van Lines, Inc., and the U.S. moving and storage operations of Graebel Movers, Inc. In this landmark announcement, it was also conveyed that the two business units will be acquired under the Petersons’ newly formed holding company Graebel Vanlines, LLC. This comes as the Petersons, founders of All My Sons Moving & Storage, will independently own and separately operate the interstate carrier and coast to coast moving and storage entities from their other holdings. Terms of this agreement will not be disclosed. Interviews will be scheduled with the Graebels and the Petersons after the transaction has closed.
David Graebel sold household goods moving services and with one truck entirely handled each of his customers’ relocations throughout Wisconsin starting in 1950. Today, Graebel Van Lines, Inc., and Graebel Movers, Inc, the largest wholly-owned carrier and moving and storage network in North America, perform household goods and commercial office relocation services for the Fortune 500 and Global 100.
Described as the Right Move for Everyone™ this bold move by Graebel represents the latest in its seven decades of ongoing transformations for the benefit of its customers’ evolving relocation programs. A comprehensive transition plan is in place for the seamless delivery of high-quality moving services for Graebel clients and a textbook changeover for the 1800 employee and contract drivers that will report to the Petersons’ team.
A new industry report finds corporate relocation revenue to increase at an annualized rate of 5.6 percent over the five years.
The employee relocation services industry is expected to experience growing demand for their services as real estate values continue to rebound and corporations increase their hiring rates, resulting in more lucrative, corporate relocations, according to new report, Employee Relocation Services in the U.S., from IBISWorld. Rising corporate profit and stronger growth in the real estate sector will cause greater expansion in the industry, with revenue projected to increase 7.3 percent in 2015. As a result of improved demand, IBISWorld anticipates that industry revenue will increase at an annualized rate of 5.6 percent over the five years to 2019 to total $16.4 billion. Because this growth will come after several years of decline, revenue is not anticipated to reach prerecession levels until after 2019.
Despite improved demand for services, establishment numbers are projected to only increase at an average of 1.8 percent annually over the next five years. Establishment numbers typically lag behind changes in market conditions because it takes time for potential new operators to make certain that improved conditions are sustainable. As demand picks up, firms are also anticipated to hire more workers. From 2014 to 2019, industry employment is forecast to increase at an annualized rate of 3.6 percent. Industry employment is projected to outpace company growth as businesses increasingly consolidate and hire new workers to meet rising demand. The high level of competition in this industry will ensure industry profit stays lean, but rising demand for industry services and more home purchases and sales (and the higher margins those services provide) are anticipated to result in slightly higher average industry profit margins of 4.7 percent by 2019, compared with 3.7 percent in 2014.
Global talent acquisition and management provider Cielo has formed a talent acquisition partnership with Standard Insurance Company (“The Standard”), a leading provider of financial products and services. Based on the success of an initial pilot program, during which Cielo was engaged to source, screen, and schedule interviews with candidates, The Standard has expanded the partnership with Cielo to a multi-year, company-wide recruitment process outsourcing (RPO) solution. This includes Bridge services where Cielo becomes a concierge for new hires to guide them through the pre-employment process.
“Talent is re-defining today’s business landscape, requiring companies to have a talent strategy that will enable their corporate vision and future success,” says Angela Hills, executive vice president and managing director, North America, at Cielo. “The Standard recognizes this imperative. Through our continued partnership, we will work with their internal team to solve The Standard’s complex talent needs.”
Cielo’s Bridge teams are expert at background verification, reference checking, drug screening and onboarding. Through the use of multiple drug vendors, reference systems and background vendors, the Bridge team provides a high-touch candidate experience while ensuring compliance and mitigating risk. It is also a consultative resource for changes in laws and regulations affecting client industries.
Candidate experience is not only crucial to your talent acquisition function; it has an impact on your business outcomes. Evaluating the candidate experience your organization currently provides and implementing a strategy that leads to more positive experiences will improve your ability to attract and retain talent.
WilsonHCG’s Vice President of Recruitment Cynthia Cancio and iCIMS’ Manager of Product Communications Holly DeMuro will discuss examining your current candidate experience, share best practices on implementing measures to improve your candidate experience and teach you how to evaluate the ROI of a positive candidate experience on your organization.
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