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The rate of new technologies being developed and companies providing them is exponentially increasing each year. In order to track the players and the innovation they bring, Alexander Mann Solutions, a global provider of talent acquisition and management services, has partnered with HRO Today Magazine. Together they produce quarterly reports that summarize activity in technology advancements and funding initiatives that support product innovation in the HR world. This data reveals critical information about new technologies, their applications, and the companies offering them in the human capital management (HCM) technology sector. HCM systems covered in this summary are those that include recruitment, employee records, performance, learning and compensation management, and compliance.

To learn more about what has happened in HR technology in the third quarter of 2019,  and download the report here.

The Questions You Need to Ask to Have a Successful Talent Acquisition and Management Program

Talent Strategy

With Jeanne MacDonald, President of Global RPO Solutions, Korn Ferry

Ultimately, talent acquisition professionals have one clear goal: to get the right talent in the right place at the right time to achieve business needs. Unfortunately, many companies take a “whack-a-mole” approach by working to fill one open position and then jumping right to another, neglecting to see how the hires fit into the company’s long-term strategy.

There is a better way.

Korn Ferry’s President of Global RPO Solutions, Jeanne MacDonald, talks about the three questions talent acquisition professionals must ask themselves to construct a strategy for finding and keeping the right talent.

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Proactive Talent Approaches

Miguel Terrizzano

With Miguel Terrizzano, President of Pierpoint International

The U.S. unemployment rate is currently hovering around a 50-year low. During that half-century, the population has grown by approximately 120 million people. The economy has shifted from a manufacturing economy to a service one, and is headed toward what Miguel Terrizzano, president of Pierpoint International, calls an innovation economy. Organizations have de-constructed corporate hierarchy, employ technologies to embrace non-traditional workers, and are expanding their searches beyond the boarder of their own industries to find talent. What does this all mean? Here, Terrizzano explains how HR and organizations can get ahead in an ever-changing workforce.

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Data Empowering Business Decisions

CapRelo

With Barry Morris, CEO of CapRelo

Aligning data analytics with organizational goals and objectives are the foundation of a successful global mobility management program. Putting reliable data analytics and reporting processes in place will help organizations use the data to make actionable business decisions. Here, Barry Morris, CEO of CapRelo, shares best practices to leveraging data reporting and the impressive results that come along with it.

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Keys to Crafting the Career Experience

Career experience

With Jeff Gelinas, VP of Product and People, Engage2Excel

Retaining top performing employees is critical to an organization’s success. By recognizing employees’ value to the organization and connecting that to business objectives, employees are more engaged and have a better experience throughout the employee lifecycle. Here Jeff Gelinas, VP of product and people at Engage2Excel, shares recent research that uncovers the top factors that drive engagement and how organizations can leverage them as the building blocks of a great career experience.

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A Positive Candidate Experience is a Competitive Advantage

Positive Candidate Experience

With Tina Tromiczak, Senior Vice President, National Account Services, RPO at ADP

It’s no secret that today’s top candidates have the power of choice—the choice to seek out new roles, to learn about different companies, or to stay put. This makes it even more challenging for organizations to attract, recruit, and engage top talent. But perhaps the best place to start is at the beginning—providing candidates with a positive experience that focuses on communication and aligns with organizational culture. Here, Tina Tromiczak, senior vice president, national account services for RPO at ADP, offers several strategies that organizations can leverage to improve their candidate experience and ensure they are an employer of choice in today’s competitive marketplace.

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People Analytics: HR’s Most Important Asset

data & analytics

With Paul Harty, Chief Solutions Officer, Sevenstep

The average HR team sits on a goldmine of data. From recruitment data to performance reviews, staff satisfaction data, productivity data, and training data, HR leaders measure every aspect of the employee experience throughout the duration of the entire lifecycle of an employee. And now, technology is helping the HR function go even further, integrating disparate systems to create data insights that propel business growth while making employees happier. Paul Harty, Chief Solutions Officer of Sevenstep, offers his perspective on the current and future uses of data and analytics in the HR function.

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Enabling a Better Relationship with an RPO Partner

RPO partner

With Kristin Shulman, Head of Digital Marketing and Brand, Allegis Global Solutions

In today’s global economy, five generations are working side by side for the first time in history—each with its own skillsets, communication preferences, and leadership styles. Faced with this increasingly diverse talent pool, immense technological innovation, and the growing expectation of a consumer-like experience, organisations must adopt a flexible, adaptive approach to recruitment or risk getting left behind. Partnering with an RPO firm that provides a consultative approach could be the secret ingredient to succeeding in the war for talent.

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Gainsharing: A Mutually Responsible – And Mutually Beneficial – RPO Partnership

The expectations that surround best-in-class recruiting have shifted dramatically during the first part of the twenty-first century. As recently as a decade ago, an effective recruitment process outsourcing (RPO) relationship was regarded as a ‘service.’ The traditional service level agreements (SLAs) related to time-to-fill, satisfaction surveys, and the link – as opposed to true business outcomes measured by increased sales and margin performance – reduced the partnership to something much more transactional.

But recruiting is complicated, it’s nuanced, it’s fluid. Like any great relationship, provider and client will work better and more closely together when they have a shared mutual interest, and the results will follow.

RPO gainsharing is designed to get the provider and the client working together differently, and more closely. This happens easily when there is mutual investment and commitment to one another, closer communication, and less dancing around each other. The level of business intimacy found in other working relationships, like the CEO with her COO or a manger with his director, is hard to replicate. Gainsharing is a way to drive the kind of intimacy and collaboration that real partners share, as touched upon in this report.

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Cracking the Code: The RPO Process that Brings the Best Business Results

Korn Ferry

By Jeanne MacDonald, President, Global RPO Solutions, Korn Ferry

It’s a proven fact. Having the right talent in the right roles is the key to an organization’s financial success. All too often however, those in the talent acquisition space are too pressured by deadlines and cost cutting to effectively hire the best people who can grow the business long-term.

And while many HR leaders think they can save money by keeping all recruiting functions in house, it’s a long-term strategy that could ultimately cost companies millions of dollars in terms of lost opportunity, due to less-than-stellar talent decisions.

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