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.2020 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.
The Road Ahead
A look at the projected 2021 forecast for key HR service market segments.
By Pete Tiliakos, Liz Rennie, and Nikki Edwards
Each year, NelsonHall takes a look at the activity of the HR services market to compile the top trends and predict a future outlook for the coming year. 2020 was a year like no other and COVID-19 has had a large impact on all business processes.
Ahead of the Curve
Recruiting early career talent can build greater diversity and innovation—but a proactive approach is key.
By Marta Chmielowicz
COVID-19 has ushered in a new era of work—one where employees have greater flexibility, autonomy, and reliance on digital tools than ever before. In this climate, early career digital natives are differentiating themselves as a key segment of the talent pool. In fact, a survey from Robert Half reports that 83% of senior managers are likely to hire recent college graduates, citing enthusiasm about starting a career (35%) and fresh perspectives and ideas (28%) as their top strengths.
Building Resilience
Healthcare professionals are struggling with burnout under the strain of the coronavirus pandemic, but these three best practices can help.
By Marta Chmielowicz
As COVID-19 blazes through hospitals across the world, physicians, nurses, and other healthcare workers are putting their health on the line like never before. This is exacerbating the problem of burnout: not only are healthcare professionals caring for patients sick with a virus they are still learning about, but they are also experiencing staffing shortages that necessitate longer hours with fewer resources.
Top Concerns of CHROs
Six HR leaders share solutions to the issues keeping HR up at night: the impact of COVID-19, workforce planning, business agility, and the skills gap.
By Marta Chmielowicz
2020 has been a whirlwind of a year and HR leaders have found themselves at the frontlines, leading the charge into a new and uncertain reality. Throughout the COVID-19 pandemic, shelter in place orders, and social unrest of the past months, HR leaders have maintained a sense of normalcy while adapting to the changing needs of their businesses and the workplace at large. Now, they must develop a plan to face the unknown obstacles that lie ahead.
A Catalyst for Change
How the global pandemic will shift hiring practices as businesses start to recover.
By Christina Ioannou
2020 has been a year of change, especially for HR teams across the U.S. as they navigate the effects of COVID-19. As a result, HR managers have completely shifted how they evaluate candidates and the overall qualities they view as desirable. Following the initial layoffs and hiring freezes caused by the shock to the economy, now, six months later, some companies are ramping up hiring again as their businesses start to recover.
Stepping Up
RPO partners have helped develop business continuity plans and implement the technology needed to recruit and onboard virtually during COVID-19.
By Nikki Edwards
So much for 20/20 vision! The world at large didn’t understand the potential impact of COVID-19 until it was too late, and many thought it would be over within a matter of months. And while most are glad to see the back of 2020, the reality is that organizations will have to work around COVID-19 for the foreseeable future.
Diversity Driven By Data
Four best practices to consider when implementing more inclusive hiring practices.
By Dr. Christy Petrosso and William T. Rolack, Sr.
Organizations looking to quickly boost employee representation can use predictive data to understand which markets have the largest number of available diverse candidates for specific roles, and focus pipelining efforts in those areas. This hyper-targeted approach delivers a bigger return on diversity hiring investments, especially when working with limited resources, which is the case for many companies today given the ongoing economic uncertainty.
TA Market Report
Recruiting strategies need to be adapted to the post-pandemic business climate.
By Marta Chmielowicz
COVID-19 is transforming how organizations manage and hire people. According to Jobvite’s 2020 Recruiter Nation Survey, 71% of recruiters say their recruiting priorities for the next 12 months are different from those they had in the past year, and many of those shifts are here to stay.
Pre-employment Screening Provider Directory 2020
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