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.Building Brand Resonance
For recruitment and retention, communicating a brand proposition that engages all talent populations is the key to success.
By Marta Chmielowicz
Today’s job seekers care as much about the way a company conducts its business as they do about the business it’s in. With Mercer’s 2019 Global Talent Trends report indicating that two in five employees plan to leave their organizations in the next 12 months and 97 percent of C-suite executives predict an increase in competition for talent, it is more important than ever for companies to create and communicate an employer value proposition (EVP) that resonates with top talent.
Small But Mighty
Small businesses face four major challenges when hiring in a competitive talent market.
By Marta Chmielowicz
For any business, hiring the right people is critical. But for smaller businesses that have to compete with enterprise companies, it can be particularly challenging to attract top talent from a limited talent pool.
Turning Insights Into Action
Surveying candidates during the hiring process can make marked improvements to the candidate experience.
By Bruce Baumgarten
The hiring process for both employers and candidates is often nerve-racking. Both parties yearn for that perfect fit to maximize their own growth and success, yet many still have trouble finding it. With unemployment rates at an all-time low, it’s not just the candidates competing for the same jobs—employers must compete against other companies to attract top candidates as well.
CEO’s Letter: Making the Best of a Bad Process
By Elliot H. Clark
Imagine flying across the country to sit in a room full of strangers and justify every business decision you have ever made. It sounds as much fun as root canal—or more accurately, far less fun than root canal—because in a root canal, only the dentist gets to be judgmental. Imagine that after you have gone through this uncomfortable discussion, you have to await feedback that will either buoy or adversely impact your self-esteem.
I just described the part of the hiring process that will always be unpleasant and can never be fixed: interviewing. So my question to the HR community is why do we make the rest of the process unpleasant as well?
Hiring in the Face of Uncertainty
Hong Kong’s unstable economy is creating significant concern in the job market—but not every sector is impacted.
By Michael Switow
More than six months after millions of Hong Kongers first took to the streets in opposition to an extradition bill that would have blurred the lines of the political and legal system that has defined the city since its return to China 22 years ago, the protests continue and repercussions ripple through the territory.
New Hiring Mindset
Filling critical gaps, building talent pools, and increasing worker tenure are some of the benefits organizations can experience from a total workforce solution.
By Debbie Bolla
Where is top talent within the organization?
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.
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