A renewed spotlight on systemic racism in 2020 emphasized the importance of Diversity & Inclusion more than ever before. Transcending into the workplace, organizations were enlightened to increase equity and eliminate biases in all areas of their business, starting with hiring and practices like resume redaction.
Resume redaction, also known as blind recruitment, is the process of removing identification details for job candidates’ resumes. The goal is to help recruiters evaluate people based on their skills and experience, instead of factors that could lead to unconscious or conscious biases.
But while the intention of this practice is laudable, does it meet the goals of improving workforce diversity and reducing bias? How prevalent is the practice and how is it being done?
However, tangible results have been difficult to deliver…
Companies are still struggling to achieve equity and further a D&I agenda for their total workforce. New market-driven insights are needed to address these critical issues.
In the first quarter alone, 21 of 49 countries analyzed revealed the first decrease in national unemployment rates in a few quarters – a welcome sign of improvements to come.
Throughout the rest of 2021, the labor market on a global scale will likely see low benchmark interest rates and limited federal spending; but will hopefully see unemployment rates continuing to fall.
While 2020 has ended, the COVID-19 pandemic that defined it remained through the first quarter of 2021. But even with lasting effects from a turbulent year, the US economy continues to improve gradually.
First quarter in the US saw both the unemployment rate and people out of work falling to 6 percent and 11.4 million, respectfully, in March. With that comes an increase in worker confidence, trust, and stability nationwide – and this is only just the start.
Download our Worker Confidence Index for First Quarter 2021 to learn more about the changing state of worker confidence and how the first quarter foreshadows the year still ahead.
Background screening services have been and will continue to be an integral part of the hiring process. But just like everything else in 2020, the COVID-19 pandemic impacted all parts of a background screening provider’s operations from compliance laws to which components their clients deem most important to them.
With that in mind, this flash report examines the most important components and system capabilities of a background screening provider, and overall satisfaction with background screening provider services. When appropriate, data is also compared to findings from the 2017 and 2019 versions of this study.
Click Here to Download this Report!
RPO partnerships can deliver a competitive advantage to organizations coping with the volatility of the COVID-19 pandemic.
With Tina Tromiczak, SVP/GM of Recruitment Process Outsourcing at ADP
The challenges of 2020 devastated some talent acquisition teams, heaped new demands on others, and ushered in a period of transformation as companies adapted to hiring in the remote climate. Now, organizations need to prepare for further uncertainty as they redefine the new normal in the post-pandemic workplace. Here, Tina Tromiczak, SVP/GM of ADP Recruitment Process Outsourcing, discusses how RPO partners are evolving their offerings to help companies cope with the challenges ahead.
A total workforce solutions approach delivers numerous benefits in a volatile business climate.
With Jennifer Spicher, Chief Revenue Officer, LevelUP HCS
The COVID-19 pandemic has had a massive impact on hiring strategies across the globe. The shift to remote work has accelerated digital transformation, globalization, and talent mobility, forcing HR leaders to adopt innovative hiring approaches in order to stay ahead in an uncertain business climate. Total workforce solutions (TWS), or the practice of leveraging a single process and technology suite to hire contingent and full-time talent, has emerged as a viable approach for companies coping with ever-shifting talent needs.
With Tom Lakin, Senior Innovation Manager, Resource Solutions
Today’s top candidates are seeking employers that promote a culture of diversity and inclusion. In fact, according to research from Glassdoor, 67% of job seekers consider workplace diversity an important factor when considering employment opportunities. But often, end-to-end recruitment practices present obstacles of unconscious biases along the way, hindering both candidates and organizations alike. Here, Tom Lakin, senior innovation manager for Resource Solutions, shares how an inclusivity audit can produce actionable results to eliminate unconscious bias and deliver meaningful change to an organization’s hiring approach.
As organizations emerge from the perils of 2020, employer brand conversations are shifting from acquisition to retention and rebuilding as a result. Starting at the hiring process, companies are more aware than ever before of the damage a negative candidate experience could have on their infrastructure rebuild. In fact, just under 80% of respondents to a survey conducted last year said a bad experience would impact their view of the organization in question.
That’s why HRO Today conducted a survey in APAC comparing those who consider their candidate experience to be top-tier vs. those with practices that are lacking.
Download this report to examine the practices of candidate experience measurement, employer brand practices, and the impact of COVID-19 on employer branding in the APAC region.
The United Nations estimates that the coronavirus pandemic caused the equivalent of more than a quarter of a billion to lose their jobs in 2020. The start of the year, which saw strong economic growth and low unemployment rates worldwide, drastically changed last March when the world was force to shutdown and rates spiked to 8.6 percent.
In response to the economic downturn that followed the initial COVID-19 outbreak, many governments unveiled extraordinary fiscal measures to help keep businesses afloat and individuals employed.
These efforts resulted in a steady decrease in the unemployment rate to 6.9 percent.
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