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: RPO in EMEA and APAC
We rank the top providers of recruitment process outsourcing in EMEA and APAC based on 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 both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
RPO Provider Directory 2020
Finding Clarity in Crisis
An effective, tech-driven data and analytics strategy can help organizations stay ahead in a moment of uncertainty.
By Marta Chmielowicz
The COVID-19 pandemic introduced a period of fear and uncertainty that touched all aspects of daily life, forcing companies to shutter their doors, furlough employees, and implement hiring freezes to stay afloat. Although the world has come a far way from the shelter-in-place orders of March and April, businesses are still recovering, with HR leaders working diligently to adapt to the new normal and do more with less. Many are relying on people data and analytics for insights that can better guide them as they navigate each phase of the crisis.
HR at the Helm
In a newly remote world, HR technology is enabling hiring teams to be more strategic.
By Marta Chmielowicz
In a moment of nationwide uncertainty, HR leaders are stepping up to provide safety and stability in their organizations. From communicating health and safety guidelines in the midst of a government-mandated shutdown to managing a newly-hybrid workforce, they have had to be more agile than ever, responding to unprecedented market conditions with new business models and talent strategies.
The Changing Talent Landscape
COVID-19 is driving TA leaders to rethink recruitment strategies.
By Marta Chmielowicz
Just last year, talent shortages and unprecedented competition in the labor market were hot topics in the recruitment space. At the time, there were more than 7 million open requisitions across the U.S. and the national unemployment rate hovered at a low 3.5 percent. But the coronavirus pandemic flipped the job market upside down, driving widespread furloughs, hiring pauses, business closures, economic uncertainty, and an unemployment rate of 11 percent.
2020 Baker’s Dozen Customer Satisfaction Ratings: RPO
View the results of this year’s RPO Baker’s Dozen ranking.
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.
A Healthy Dose of Innovation
Ways healthcare organizations are pivoting their recruitment and hiring approaches to overcome the global pandemic’s challenges.
By Debbie Bolla
With the Bureau of Labor Statistics already projecting the healthcare market to grow by 8.4 million jobs by 2028, COVID-19 has caused an even more pressing need for the right talent at the right time. Shannon Levesque, vice president of talent acquisition and workforce planning for Boston Children’s Hospital, is no stranger to this pressure. She says that during the pandemic, keeping employees engaged with opportunities for full employment has been a main priority.
Best of Both Worlds
Four strategies to leverage when transitioning to a hybrid workforce model.
By Alicia Seager
As the COVID-19 pandemic continues, many companies are gravitating toward a hybrid work model—one that provides the flexibility to work from home without completely eliminating the in-person office environment many employers crave. Case in point: 71 percent of employees and managers express a desire to continue working from home at least part time, according to the Work Trend Index from Microsoft.
A Diversity Boost
Two organizations share their secrets to building an inclusive hiring process.
By Marta Chmielowicz
In today’s increasingly diverse world, the case for corporate D&I initiatives that deliver real progress is stronger than ever. In fact, McKinsey’s 2020 Diversity Wins report found that in 2019, companies in the top quartile for ethnic diversity outperformed those in the bottom quartile by 36 percent in profitability.
How to Hire the Best Talent
Research shows four key themes organizations can leverage to improve their recruiter training programs.
By Larry Basinait
In the U.S., the July 2020 Employment Situation Summary by the Bureau of Labor Statistics confirmed the tightest labor market in half a century. As companies recover from the impact of COVID-19, many are once again looking for specific skill sets when bringing on new employees. Employers should prepare to be inundated by candidates, many of whom may not have the needed background. Effective recruiter training is key to parsing out the best from the rest.
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