With Catherine Ronayne, Senior Director of Global Consulting, Paragon Relocation Global Mobility as a Competitive Advantage
In today’s business world, HR teams and individual leaders have to juggle competing priorities, such as recruiting, retention, employee development, compensation and benefits and performance management. When HR is a department of one, or just responsible for too many tasks, the handling of relocation or assignment management can feel like the straw that broke the camel’s back. Relocation management companies (RMCs) can take a significant amount of tactical work off of HR’s desk—plus RMCs can provide valuable expertise, bringing organizations closer to their strategic talent goals.
With Taryn Owen, President, PeopleScout
In today’s competitive labor market, organizations need to leverage innovative tools and programs in order to become an employer of choice. And this matters: According to research from Glassdoor, 84 percent of survey participants would consider leaving their current role for an organization with a well-known reputation. Where should companies begin? The recruiting process, says Taryn Owen, President of PeopleScout. She explains how organizations can innovate their processes in order to attract and retain today’s top talent.
With Phil Stewart, CEO of Engage2Excel
With a spotlight shining on employee engagement in recent years, organizations are leveraging recognition programs to increase productivity, performance, and the bottom line. In fact, according to Aberdeen research, 60 percent of organizations report recognition is valuable in driving individual performance. Phil Stewart, CEO of Engage2Excel, explains how organizations can effectively align recognition and engagement programs to business goals.
With Beth Roekle, President of Americas, Advantage xPO
Recruitment process outsourcing (RPO) has long been lauded for its ability to find the right talent, at the right time, for the right price. Midsize organizations can now experience these benefits—and more. In fact, research from NelsonHall shows strong growth in this market segment: midsize deals have increased from 39 percent in 2014 to 45 percent in 2015, with a predicted market share of 50 percent by 2020. Beth Roekle, President of Americas for workforce solutions providers Advantage xPO, explains how midsize organizations can take advantage of what RPO has to offer.
Six key measurements for driving a D&I program that fosters business impact.
The importance of diversity and inclusion (D&I) has come to the forefront in recent years, with the labor market becoming increasingly competitive and large organizations making substantial investments to their programs. Diversity of all kinds—race, age, sexual orientation—has the power to bring a sought-after advantage to organizations looking to attract and retain today’s best talent.
To read more highlights from Randstad Sourceright’s white paper: “Turn Diversity and Inclusion into a Talent Strength: A Six-Pack Strategy For Driving Measurable Improvements” with commentary from Peter Vermeulen, Head of HR Americas, the Linde Group, click here.
The likelihood of a raise – one of the measurements covered in the Worker Confidence Index – increased between the first and second quarters of 2016.
However, despite an overall increase from the first quarter, the index remains lower than the period one year ago (2Q 2015) in two areas: the likelihood of promotion and the trust in company leadership. Since all four metrics have mostly increased for three consecutive quarters, there is reason for optimism about the third quarter of 2016, though the U.S. Presidential election year does bring another level of uncertainty to the forecast.
There’s much more to learn that can impact HR in the full report here:
Because most large companies have locations worldwide, the need to quickly access international employment levels and trends has never been greater. Worldwide employment rates vary greatly, so incorporating this component of workforce planning is vital to a company’s worldwide staffing strategy.
To accomplish this, Peoplescout is partnering with HRO Today to produce a quarterly summary of international unemployment metrics for key countries in North America, Latin America, EMEA and APAC. The 49 countries represented account for approximately 88% of the worldwide GDP, according to the International Monetary Fund.
Click here to get the full summary with unemployment levels.
The term “gig economy” refers to recent developments in on-demand hiring, especially in the consumer space. “On-demand” technology (usually mobile) matches consumers with independent workers (also referred to as freelancers or gig workers) to address an immediate need. The on-demand provider supplies the technology and facilitates the financial transaction. Uber, Lyft and TaskRabbit are some of the best-known examples of on-demand providers practicing in the gig economy today.
Here is how the transaction model works: The consumer sends out a notice they would like to purchase services, and a gig worker offers an immediate reply. The consumer then selects a gig worker to perform the service. This environment benefits the consumer by greatly increasing access to services and offers immediate opportunity to complete their tasks.
Like consumers, companies are seeking to adapt and apply this transaction model to the business-to-business (B2B) space. They want broader, faster access to talent than offered by traditional contingent-labor staffing. It is a model and a technology in the B2B space with a lot of promise. Many business executives are excited by the opportunities, although they are concerned about the risks associated with consumer “gig” business models. Most important, the technology and the “gig” model are still nascent, creating a competitive advantage to companies that can most quickly master this new space. This white paper provides a high-level overview of the gig economy and explores the benefits and risks for companies and gig workers. Finally, we examine what to look for when selecting on-demand providers.
Since the Third Quarter of 2014, HRO Today magazine and Yoh Recruitment Process Outsourcing joined together and launched an index to measure employment security.
According the U.S Bureau of Economic Analysis (BEA), more than 70 percent of what the U.S. produces is for personal consumption. Since the perception of job security greatly impacts purchasing behavior, there is a need to focus on how individuals perceive their job outlook.
Most existing indices, such as the Consumer Confidence Index, Gallup’s Economic Confidence Index, the Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey (JOLTS), and the United States Index of Consumer Sentiment, examine various economic measures with a focus on macro metrics. However, they fail to measure the attitudes of those employed. The Glassdoor Employment Confidence Index focuses on than general perception of the business, job market, or other employees rather than the employee’s personal experience.
With Susan Vitale, Chief Marketing Officer, iCIMS
Talk to hiring managers, and 61 percent say recruiters have a “low” level of understanding of the jobs for which they’re recruiting. Talk to recruiters, and 80 percent believe they have a “high” to “very high” understanding of those same jobs.
Further, 80 percent of hiring managers say recruiters inadequately screen candidates. And hiring managers consistently complain recruiters do not have an adequate talent pool to draw from when they have to source frequently filled positions. Result: Real frustration among hiring managers and recruiters alike.
That’s according to Susan Vitale, Chief Marketing Officer of iCIMS. Susan recently offered her insights on hiring manager experience.
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