In the war for talent organizations must develop a multi-layered talent acquisition approach in order to gain a competitive edge and attract coveted passive candidates. A talent acquisition strategy should be high-touch—engaging with candidates throughout the entire lifecycle from application to hire to onboard. Technology powers organizations to elevate the candidate experience. Social media channels offer the opportunity to deliver engaging content and reinforce employment branding to top talent.In the Workplace: Employee Ghosting
Supporting Careers with Special Needs
Three organisations share the business case for inclusive hiring and their strategies for truly embracing the disabled workforce.
By Michael Switow
Employee turnover in a key department at ADERA Global, a Singapore-headquartered data management company, had reached critical levels. The company processes several million pieces of data on a daily basis for financial companies and government agencies. Its end products include credit card bills and bank statements posted to consumers every month. However, more than half of all the employees in the customer billing department—even part-timers—were quitting within three months.
2020 and Beyond
HR leaders predict how cultural, social, and technological shifts will impact the way people work in the coming year.
By Marta Chmielowicz
Not too long ago, HR professionals were relegated to the realm of “personnel management”—paper-pushers responsible for administrative tasks and little else. But as organizations have grown and globalized in increasingly challenging environments, so has the role of human resources. Today’s HR departments are deeply rooted in organizational planning and business strategy, more essential to the success of a company than ever before. HR leaders have made their way to the C-suite, guiding strategies that unite the goals of a business under one umbrella: talent. From helping employees navigate their careers to delivering data and analytics about business performance, their contributions are numerous and multi-faceted. And that is only the beginning.
2019 Baker’s Dozen Customer Satisfaction Ratings: Total Workforce Solutions
View the top-rated providers of total workforce solutions based on our RPO and MSP customer satisfaction surveys.
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 to buyers directly through our own mailing lists and indirectly through service providers.
The Skills to Reskill
In a tight labor market, organizations are looking from within to fill talent shortages.
By Marta Chmielowicz
Today’s job market is plagued with skills shortages. According to SHRM’s The Global Skills Shortage study, 83 percent of HR professionals have had trouble recruiting suitable candidates in the past 12 months, and 75 percent of these struggling leaders attribute their difficulties to a lack of available skills. The country is also facing full employment: In December 2018, there were 7 million open jobs in the U.S. but only 6.3 million unemployed people looking for work.
Transparent TA
How to create a candidate experience that mirrors company values.
By Lauren Winklepleck
In today’s candidate-driven job market, more and more employers are recognizing the importance of creating a candidate experience that mirrors their company’s values. According to LinkedIn’s 2018 Workplace Culture Trends study, communicating mission and brand during the recruitment process can give employers a significant competitive advantage: 71 percent of job seekers would be willing to take a pay cut to work for a company that shares their values. In contrast, employers with a weak brand often fail to attract the right mix of talent, significantly impacting their ability to grow.
Editor’s Note: How Predictions Played Out
By Debbie Bolla
As 2019 comes to a close, it’s always fun to look back at our predictions piece from last year to see how our experts fared. Here are some trends that were anticipated and how they played out.
1. Bringing a consumer-like experience to the workplace. As technology continues to infiltrate our lives (hello Alexa and Siri!), Nikki Harland, senior vice president of HR at Paradies Lagardère, said that HR tech needs to be simple too. “Technologies that are complicated and filled with multiple gates and approvals will just begin to fall to the side,” she said.
2019 Baker’s Dozen Customer Satisfaction Ratings: Pre-Employment Screening
View the results of this year’s Baker’s Dozen ranking for employee screening.
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 to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
The Paradox of Cultural Fit
A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.
By The Editors
Making great hires is about recognizing great fit. Most companies aren’t just looking for candidates with the right skills; they want someone who aligns with their culture. In fact, according to a report by West Monroe Partners, 60 percent of organizations integrate a cultural fit evaluation or behavioral interview into their hiring process. But while this approach sounds great on paper, it could create an environment that stifles rather than encourages innovation.
Winning the Long Game
Whether it’s hiring, contracting, or training employees, organizations need to design talent strategies with long-term goals in mind.
By Traci McCready
Recently, at a speaking engagement, I asked a room of C-suite executives: “What is your company’s most valuable asset?” Each and every volunteer had the same answer: their people.
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