Research & Best Practices

Yoh: Worker Confidence Index 3Q 2019

In the third quarter of 2019, we see an increase in the Worker Confidence Index of 11.8 points over the second quarter, bringing the index to the highest level since the study’s inception. Three of the four indices that comprise the study reported higher results in the third quarter.

While the Job Security Index decreased by nearly 3 points from the second quarter to 101.5 points, this is still a high level of confidence. Females reported higher levels of confidence in their job security than males again in the third quarter of 2019, continuing the trend.

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Allegis: The Cost of a Bad Reputation

The cost of having a bad reputation and brand image can have an impact on your overall candidate pool. 87 percent of employed respondents reported that they would leave their current employer to work for a company with a good reputation. This is compared to the 54 percent willing to leave to work for a company with a bad reputation.

Among those who are willing to join a company with a bad reputation, a pay increase of 46 percent is needed as an enticement. Those who join a company with a good reputation can expect around a 37 percent increase in pay.

While gender has a financial impact on the hiring practices of companies with damaged reputations, baby boomers are the least concerned with corporate reputation. More experienced employees are least likely to take a job with a reputationally challenged company.

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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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