In the new world of work, three drivers of employee engagement have emerged: connection, well-being, and feedback.
By Marta Chmielowicz
The obstacles of 2020 tested the business world in unimaginable ways, reshaping the way people live, work, and relate to each other—potentially for the better. According to Qualtrics’ 2021 Employee Experience Trends Report, employee engagement has actually increased since the pandemic began, from 53% in November 2019 to 66% in November 2020.
Organizations need to look at the numbers in order to turn D&I commitments into impactful change.
By E.J. Marin
According to a new report from McKinsey & Company, it may take 95 years for Black employees to reach parity in management positions if there is no change to the current promotion, attrition, and hiring rates in the U.S. In the past year, diversity, equity, and inclusion have become major topics of conversation as COVID-19’s disparate health impact on people of color, the pandemic’s outsized negative economic effects on women in the workforce, and the rise of Black Lives Matter protests made disparities glaringly clear.
The circumstances of COVID-19 are driving learning, virtual, and employee engagement technology investment.
By Larry Basinait
While the economy was slowed by COVID-19 in the fourth quarter of 2020, the development of new HR technologies continued at a rapid pace. In total, there were 127 major announcements—those with at least $1 million in funding—up substantially from the 77 announced in the third quarter of 2020. Private equity and venture capital firms continued to invest heavily in HR technology, totaling $1.02 billion in the quarter, down 13.3% from $1.18 billion in the third quarter. The average investment declined from $26.0 million to $16.5 million.
Organizations are increasingly relying on data and analytics to inform critical talent decisions.
By Marta Chmielowicz
Necessity breeds innovation, and as the COVID-19 pandemic disrupted the business world, companies responded with new ways of working. According to Mercer’s Global Talent Trends 2020-2021 report, executives met the challenges of 2020 by doubling down on strategic partnerships (40%), using more variable talent pools (39%), and investing in automation (34%).
Recruitment and onboarding technologies are making headway in the post-COVID business world.
By Simon Kent
As time passes, it is becoming increasingly apparent which areas of HR will remain transformed by the technology that was introduced to cope with the challenges of the global pandemic. Whilst HR as a whole has been impacted by the experience, the front end of candidate recruitment and management is a prime area where new practices could stick.
Effective data collection, storage, and analysis is critical to future business success.
By Simon Kent
As the pandemic took hold of workplaces across EMEA, organisations found it necessary to shift every aspect of their business online. HR was among the departments where data had to be digitised, ensuring people information was accessible to all who needed it. The move to digital has emphasised two connected learning points for businesses:
Companies are adapting their learning and assessment strategies to meet the ever-changing needs of the post-pandemic workforce.
By Simon Kent
Identifying and developing high-potential employees is always a challenge. Doing it in a pandemic introduces another layer of difficulty since the usual process of bringing people together to assess existing skills and learn new ones has been impossible.
Providing essential workers with reliable tools and personalized guidance around COVID-19 ensures safety while deepening employee engagement.
By Katy Bruya
Washington Trust Bank (WTB) is known for its commitment to employees and clients in the Northwestern U.S. When COVID-19 first registered in Washington State, it was clear that the HR team had to act quickly to figure out the scope of the issue, what impact it could have on the community, and what they needed to do.
Game-based assessments add interaction and engagement to virtual hiring practices.
By Larry Nash
All facets of business have been disrupted in the past year, including the way organizations source, attract, assess, and hire future-focused talent. Companies pivoted to a virtual work environment, forcing recruiters to quickly shift hiring strategies to continue fostering connections with and securing top candidates. Now, as organizations continue to operate amid uncertainty and look to return to in-person interactions in the future, talent acquisition teams can modernize the hiring process by incorporating innovative technologies and tools like game-based assessments.
View the top-rated talent management technology providers in the industry.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
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