Talent Acquisition

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.

Case Study: Streamlining HR Risk Management

How the world’s largest privately owned fitness chain increased recruiting effectiveness while significantly reducing costs and liability.

by Tonia Walsh

In 1983, 24 Hour Fitness opened for business and has since grown to more than 320 clubs in 14 states serving 2.7 million members. Amid rapid growth, coupled with processing more than 1,000 new hires per month, Bill Prescott, senior director corporate & field human resources, and I decided to restructure our background screening initiative into a streamlined, risk-management program.

Continue reading →

Case Study: Protecting America’s Children with Improved Screening Services

Boys & Girls Clubs of America Affiliates Take Background Checks to the Next Level

by Sonya D. Van Norden

For Boys & Girls Clubs of America (BGCA), the nation’s fastest-growing youth service organization serving more than 4.4 million children, background checks are a critical component in creating a safe haven for its members and providing peace of mind for their parents. Unfortunately, criminal records research is notoriously limited, expensive, and sluggish.

Continue reading →

The Baker’s Dozen–Workplace Screening

The top 13 providers of full-service workplace screening.

by Denise Doig

About 83 percent of HRO Today readers are currently outsourcing or considering outsourcing screening and workplace security; it goes to show you just how far screening has come. As more companies recognize the importance of workplace screening, even the smallest businesses are offering basic screening services involving drug testing and employee identification—verifying the candidate, reference checks, education history, work history, credit checks, criminal history, motor vehicle checks, or court record searches. Full-service screening providers offer the entire package—background checks, credit checks, reference checks, physical security, drug testing, technology services, consulting, data and network security, security monitoring, and security training and staffing. The 2005 Baker’s Dozen feature highlights the top 13 full-service workplace screening service providers.

Continue reading →

Case Study: Outsourcing Critical HR Functions Limits Company Liability

Employee screening takes the heat off real-estate enterprise.

by Terry LaMotte

As a large commercial and residential real estate company, we have to be interested in limiting our liability wherever possible. Since our property management employees access resident’s homes as porters, maintenance and management staff, we need to ensure that we hire individuals with backgrounds that won’t be harmful to our residents, or otherwise jeopardize our business.

Continue reading →

Workscape Announces Record-Breaking Third Quarter as Company’s List of New Customer Wins and Relationship Expansions Continue

MARLBOROUGH, Mass. (October 17, 2005)  ¾ Workscape, Inc., a proven provider of outsourced benefits and workforce management solutions, today revealed details of its record-breaking third quarter. Year-over-year sales were up 136%, and set a company record for single-quarter production. The company cited its evolving award-winning product line which continues to attract new clients to the company, as well as a number of expanding customer relationships across a range of industries among its blue-chip, global clients, as the reasons for its achievement.

In the third quarter of 2005, joining Workscape’s growing client roster was one of the largest grocery store chains in the nation. The grocery store chain will deploy Workscape’s Employee Self-Service and Manager Self-Service workflow applications. This noteworthy addition comes only one month after Workscape announced another list of significant new customer wins and relationship expansions that included industry leaders such as Perot Systems, Alltel, AmSouth Bank, Texas Health Resources, and other major organizations such as a large travel industry company and a division of a global electronics company.

Tim Clifford, President and CEO of Workscape, said, “Our third quarter success further propels Workscape to the forefront of the market, validating our workforce’s capabilities, the relevancy of our product offerings and our commitment to exemplary customer support.”

Continue reading →

Pinstripe New Corporate Offices

Pinstripe Moves to Larger Corporate Headquarters to Accommodate Accelerated Growth in Both Client Base and New Service Offerings; Expansion Reflects Financial Services Industry’s Growing Appetite for Innovative Recruitment Process Outsourcing Services

BROOKFIELD, Wisc.–(BUSINESS WIRE)–Oct. 10, 2005–Pinstripe, a leading human resources outsourcing (HRO) and recruitment process outsourcing (RPO) services provider focused on talent acquisition and management for the global financial services industry, announced today that it has completed the move of its corporate headquarters to a new, advanced facility in Brookfield, Wisconsin, a suburb of Milwaukee

Continue reading →

Resource Guide: Recruiting, Staffing & Search Case Study

Comerica, a national financial services company, gets onboard with RES.


In a climate of acquisitions and mergers, combined with an increasing difficulty and cost to find quality hourly candidates, Comerica Incorporated recognized the need to centralize its non-exempt recruiting process. The centralization effort would require a significant investment in technology as well as a commitment to transforming its entire recruitment process. Without such an effort, they would struggle to meet their strategic objectives of attracting, developing, and retaining a high volume of qualified employees.

Continue reading →


Projectix Applicant Tracking and Talent Management Expands HR Service Offering

ST. PETERSBURG, Fla., Sept. 29, 2005

First Advantage Corporation (NASDAQ: FADV), a global risk mitigation and business solutions provider, today announced that the company has acquired Recruiternet Inc

Continue reading →

HRO in Times of Terror

European and American HRO differ in attitudes towards security and safety.

by Jay Whitehead

July 7, 2005, London, England. It is morning rush hour in the most public transit-dependent city on Earth. Every day, nearly three million people use the London Undergrounds 274 stations.


At 9:13 a.m., a “code amber alert” shut down the system, station by station. Three bombs had exploded within 50 seconds: two on the Circle Line, one on the Picadilly Line. Around 10 a.m., a suicide bomber blew up a double-decker bus near Tavistock Square. Altogether, 56 people died and 700 were injured. Nearly all, except the bombers, were employees commuting to work.


Within minutes of the “amber alert” notification, Scotland Yard ordered surveillance videos from all public transit locations to be analyzed. Just one year before, a project to install 500,000 video systems had been completed. The suicide attacks would test the reliability of the in-station cameras. Within 24 hours of the attacks, police released blurry photos of the now-dead bombers, which were published worldwide.


Fourteen days later, four young terrorist wannabes carried explosives made from the same type of acetone and other household products–a copycat plan that had different results. None of the bombs exploded, and all four clueless suspects were caught on camera as they ran for the exits. Within seven days, they were all in police custody. None succeeded in becoming “one-unders,” the relatively genteel British version of a much more indelicate New York term for a subway suicide: “track pizza.”


The Underground itself only has about 4,000 dedicated employees. The railroad is really run by two outsourcers, known as Public-Private Partnership (PPP) companies, Metronet (a consortium of Balfour Beatty, WS Atkins, Bombardier, EDF Energy, and RWE Thames Water) and Tube Lines. The firms have more than 50,000 employees between them. Many of the video cameras that caught the bombers were PPP-run. Outsourcing European-style has always been more security-aware than the American flavor.

HRO providers in North America and Europe are learning from the London example.


To date in America, workforce security has been focused less on terrorism and more on gunplay from disgruntled workers or family members. Both HRO providers and American employers with whom I talk are rethinking this position in light of both 9/11 and the London attacks.


Terrorism in the American workplace has been essentially ignored in favor of far-too-frequent acts of workplace violence. Truth is, American workers often “go postal” (a crude reference to several recent cases of U.S. Postal Service employees shooting up a post office). It is the workplace equivalent of “road rage.” The reason behind these grisly temper tantrums: the broad availability of guns. The American Society of Safety Engineers reports that on-the-job shootings are the third-leading cause of on-the-job fatalities. In the nine months following the September 11, 2001, terrorist attack, www.workplaceviolence911.com reported that 34 people died from workplace gunplay. Three quarters of the acts were committed by current or former employees, and one quarter were domestic violence that spilled onto the job.


Ironically, the fact that Americans fear being shot at work much more than they fear terrorists goes back to citizens’ legal right to bear arms–a holdover from the frontier days when we had to fight off thieves, animals, or the British. Today, our cops control crooks, we have domesticated all the animals, and the British are our allies. That is why it seems overwhelmingly stupid that 44 million Americans own 192 million firearms, 65 million of which are handguns.


For employers, electronic background checks seem to be today’s weapon of choice against violent employees. But they give precious little insight into who will “go postal.” Video surveillance gets closer to the heart of protecting employees–from both a rogue rifleman and acts of mass terror. And it brings the $59 billion HRO market closer in alliance with the $95 billion worldwide private security industry. It seems to me that these two industries need to get to know each other better. Oh yeah, and Americans need to start getting rid of their guns.

Continue reading →