Beginning with the Third Quarter of 2014, HRO Today Magazine together with Yoh Recruitment Process Outsourcing launched a new index to measure employment security. There are multiple indices that look at attitudes about the economy, such as the Consumer Confidence Index, Gallup’s Economic Confidence Index, BLS Job Openings and Labor Turnover Survey (JOLTS) or United States Consumer Sentiment. But these measures focus more on macro metrics, with much less emphasis on attitudinal measures of those employed
Having a superior workforce culture and inviting employment brand are the catchphrases of the moment, touted as the surest way to win the war for talent. Without a distinct culture, companies will fail to engage employees in a shared journey, resulting in a negative impact on profits. And without a compelling employment brand, the odds of hiring the wrong employees shoot up, causing unreliable workforce behaviors.
Certainly, there is much wisdom in the importance of a cultural alignment between an organization and its employees, as well as an employment brand that markets a company as a desirable place to work
As performance analytics become increasingly advanced, with traditional means of tracking the effectiveness and efficiency of the HR function giving way to far more sophisticated methods, the question of how we measure recruiting success is more pertinent now than ever.
To find answers to this and other questions, Futurestep joined forces with HRO Today Magazine to undertake a primary market research study among users of recruitment process outsourcing (RPO) services.
We focused our investigation on three key areas:
• What Key Performance Indicators (KPIs) are being used in the RPO space?
• How satisfied are users with those metrics?
• What metrics do users want that they don’t currently have?
Although higher income workers often have the most experience in any particular field, new findings from a survey conducted by HRO Today Magazine and Yoh, a leading international talent and outsourcing company, have shown that higher-earning U.S. workers are less confident in their job security and in company leadership than any other group. The second installment of The Worker Confidence Study, measured perceived U.S. employment security during the 3rd and 4th quarters of 2014 and the 1st quarter of 2015.
We’ve all seen how the volume of data is inundating companies. As the floodgates continue to open, relevant, actionable information becomes harder to spot than ever. Yet the companies that are best at acquiring talent are doing it: They are rapidly finding ways to identify the best, most relevant data and turn it into the best information—and use it to get a leg up on the competition. What best practices are these pack leaders using? What are they doing that’s different from the companies that are lagging?
In this renewed period of global economic growth, HR and talent management teams are engaged more actively than ever in the pursuit of sourcing the most valuable hires. As the overall talent pool shrinks, especially for highly specialized skill sets, organizations are beginning to adapt to these challenges by sourcing outside the box. Winning in this increasingly competitive recruitment environment requires the adaptation of fresh approaches to supplement traditional sourcing strategies. Please consider these innovative techniques in recruitment and strategic sourcing to master the current challenges existent in the talent landscape.
In this research, sponsored by Guidant Group and conducted
by The HRO Today Institute, we set out to understand how outsourcing evolves and spreads through an organization, theorizing that out of the first one or two outsourcing experiences and implementations a map eventually emerges. We compiled and analyzed secondary research and then conducted a series of 25 in-depth interviews with both human resources (HR) and procurement professionals in leading global organizations. We tested our theory in two related processes, recruitment process outsourcing (RPO) and managed services programs (MSP).
Our supposition was that as an organization experiences success in one process it builds on that success, expanding its outsourcing geography through relatively clear, ordered paths.
However, after investigation our original theory was proven wrong. Through the evaluation we gained invaluable insights into how that evolution impacts current and future HR services outsourcing. The evaluation also led us to understand what organizations can do to discipline themselves to be more successful at the adoption of second and third outsourcing programs.
New Research Reveals U.S. Workers Have Low Perceptions of Overall Employment Well-Being, Especially Among Minorities, the Young and Lowest Income.
While overall U.S. employment optimism increased between the third and fourth quarters of 2014, a recent survey conducted by HRO Today Magazine and sponsored by Yoh Recruitment Process Outsourcing found a sharp decline in overall job security, offsetting optimism about promotions, raises and trust in company leadership. The survey, titled The Worker Confidence Study, measured perceived U.S. employment security during the third and fourth quarters of 2014.
HR has traditionally focused on supporting the conventional employee population, while the responsibility of engaging independent contractors, consultants, and freelancers has been spread throughout the company – leading to an “invisible workforce”, where things like performance tracking, compliance, security, and rate analysis are practically nonexistent. It’s time for HR to broaden their support.
MBO Partners and the HRO Service and Technology Association recently completed an in-depth research report that provides a window into the mysterious world of independent work. You’re invited to join MBO’s Vice President of Operations Dave Cassar and contingent workforce HR advisor Terry Kosierowski-Piccolo at noon on February 17th, 2015 for an incisive and actionable online discussion of the findings. This webinar offers expert insight into the independent workforce’s startling growth, HR’s expanding role, considerations when using MSPs, and more.
This discussion is a must for HR leaders looking for guidance as they expand HR’s role in engaging and managing their companies’ vital independent workforce.
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