Research & Best Practices

Strategic, Flexible, and Effective: How Korn Ferry Helps Clients Map Short and Long-Term Talent Acquisition Journeys

By Kay Cooper, Managing Director, Korn Ferry EMEA RP

Most talent acquisition professionals feel the tension between addressing short-term hiring needs with longterm goals. Despite best efforts to look into the future, the speed of technological advances and changing business priorities makes knowing what’s going to happen next year—or sometimes even next month—extremely difficult.

At Korn Ferry, we understand our clients’ needs to be agile and adaptable as their business evolves. Fortunately, our RPO and Professional Search teams are in a unique position to quickly and effectively meet these changing needs. We have the tools, the teams and the geographic reach to meet our clients where they are and where they need to be.

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The Innovation Gap 2018

The Innovation Gap 2018 by Saba-Lumesse

What role do providers and HR practitioners have in the process of innovation?

Innovations in artificial intelligence and analytics, along with development in cloud, social and mobile technologies, are making HR systems more intelligent and more engaging. In fact, research shows that for just the first three quarters of 2018, there have been over 125 significant product announcements worldwide in the industry.

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Human Resources New Technology Quarterly Summary: Q3 2018

Alexander Mann Solutions- Human Resources New Technology Quarterly Summary: Q3 2018

What technological advancements and news happened during the third quarter of 2018?

The rate of advancement in human capital management (HCM) technology sector has been increasing exponentially. In order to track the players and their innovations, HRO Today and Alexander Mann Solutions have partnered to release quarterly reports that summarize trends, funding initiatives and other activities that support product innovation in HR.

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Getting More From Data Intelligence

Paul Harty

With Paul Harty, Chief Solutions Officer, Sevenstep

With unprecedented low global unemployment rates, today’s forward-thinking companies are looking inward at their own internal talent pools to fill critical positions while growing employees. Paul Harty, chief solutions officer for Sevenstep says that data will be key to their success. Here, Harty explains what to measure, the best intelligence tools to leverage, and what actions to take in order to gain a competitive advantage.

Read the full interview here.

Partner Up: The Key to an Effective Mobility Program is Collaboration

Barry Morris

With Barry Morris, CEO, CapRelo

More than eight in 10 millennial workers in the U.S. are willing to relocate for a job. Faced with such a high demand for mobility from the largest generation in today’s workforce, organizations are faced with new challenges: creating an attractive program, reducing costs, and managing compliance issues.

Here, Barry Morris, CEO of leading global relocation company CapRelo, discusses how HR professionals can overcome these challenges while simultaneously driving broader corporate strategies and cultivating a culture of growth and excellence.

The key? Effective partnerships. By collaborating with a mobility partner, organizations can set themselves up for success in a dynamic global business landscape.

Read the full interview here.

Increased Expectations: What MSPs Deliver in Today’s Talent Market

Karl Zonghi

With Karl Zonghi, Executive Vice President of North America, Advantage xPO

Today’s workforce is made up a diverse mix of talent types: full-time employees, contingent workers, consultants, freelancer, SOW, boomerang employees, and more. Karl Zonghi, executive vice president of North America for Advantage xPO, says these pools of individuals have different needs when it comes to the way in which they engage with an employer. A MSP partner plays an important role in both helping organizations find the talent they need and ensuring that the talent has a positive experience—one that encourages the drive to achieve business results and potentially becoming a full time employee. Here, Zonghi explains the keys to a successful MSP partnership.

Read the full interview here.

Leveraging Recognition and Feedback to Boost Employee Engagement

Natalie Baumgartner

With Dr. Natalie Baumgartner, Chief Workforce Scientist, Achievers

Employee engagement is an ongoing issue. What can we do to effectively engage employees? Start with recognition and feedback. According to Aptitude Research Partners, companies identified recognition as having the greatest impact on engagement. And it doesn’t stop at recognition. Go the extra mile with employee feedback, pulse data and personalized actions in real-time to immediately address any disengagement. Dr. Natalie Baumgartner, Chief Workforce Scientist for Achievers, shares how to effectively leverage recognition and feedback to boost engagement across your organization.

Read the full interview here.

Randstad Sourceright Talent Trends Quarterly: Q3 2018

While employers have widely adopted HR tech to help attract and hire the best talent, many business leaders indicate they still want a human touch for critical moments during the recruitment process.

Based on a survey of more than 800 human capital leaders, Randstad Sourceright’s Talent Trends research found that when it comes to tasks such as searching for talent, 51 percent of employers believe initial screening should be mostly or completely automated. However, talent leaders say a personal touch at certain points in the recruitment process keeps candidates engaged.

Highlights from this report include:

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Global Unemployment Report: Q2 2018

Deploying a global workforce and ensuring access to the best talent is a crucial component of success for many enterprises. Global labor market data is an invaluable tool for multinational HR departments and can be used to inform critical decisions around the best countries and regions in which to grow

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Worker Confidence Index – Second Quarter 2018

The Worker Confidence Index (WCI) for the second quarter of 2018 declined by 2.8 points, reversing a prior trend of consecutive quarterly increases.

Of the four components of the WCI, only Job Security increased, rising 4 points since the first quarter of 2018. Likelihood of a Promotion decreased the most, down by 9.9 points. The Likelihood of a Raise and Trust in Company Leadership indices also declined; however, all four indices remain higher than they were one year ago.

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