A new tech tool uncovers ways organizations can eliminate bias during the hiring process.
By Judd B. Kessler and Corinne Low
A growing body of evidence suggests that hiring managers and recruiters display bias against underrepresented minorities. These findings have come from a research method called a “resume audit.” The idea is simple.
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 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.
Talent market transitions are pushing RPO engagements to encompass new services, technologies, and recruitment models.
By Michael Switow
Recruitment process outsourcing (RPO) is undergoing a transition in the Asia-Pacific region. Automation, corporate restructuring, and changes in the nature of the workforce are pressuring RPO partners to evolve in order to compete and remain relevant for their clients.
Looking to improve the overall experience during the hiring process? New research offers six strategies to help.
By Debbie Bolla
Current unemployment numbers aren’t working in the favor of HR. The Bureau of Labor Statistics reports an unemployed population of 6.1 million and 7.3 million open positions. This means that HR and TA teams need to use every strategy in their wheelhouse to ensure they are attracting the right talent into their organizations. A key piece of this puzzle is the candidate experience.
Companies can advance their recruiting strategies by communicating their culture and brand through online tools.
By Marta Chmielowicz
An employer’s reputation and brand are key factors that draw in top talent—and in today’s digital world, it is more important than ever that companies leverage online tools to communicate what makes them unique and attractive.
New research examines the benefits and challenges of this new approach to the workforce.
By Larry Basinait
Today’s workforce continues to evolve and look much different than it did not too long ago. With the onset of remote work, the gig economy, and the demands of the millennial generation, it’s rare to find a company comprised of only a traditional, permanent workforce. According to the U.S. Bureau of Labor Statistics, the domestic contingent workforce is a staggering 6 million workers. Organizations are using contingent workers for a number of reasons, but the most essential are to fill needed skill sets, increase flexibility, and save costs. So how do organizations manage these workers?
New research shows the drivers of RPO are changing as the market matures.
By Nikki Edwards
Fact: The world of work is changing, and so is the world of recruitment. The accelerating pace of technological advancement and the global shortage of talent are probably the two most significant factors driving that change. So too are preferences for a more consumerized and personalized experience and having a social media presence. Alongside are the complexities of working with a multigenerational workforce, an aging workforce, economic and political uncertainty, and the emergence of next-generation industries and jobs.
Organizations need to focus on flexibility, growth opportunities, and company values in order to attract young talent.
By Jenn Labin
A decent, competitive salary and a basic health package was once enough to entice workers to join an organization, but today’s new generation of job seekers is demanding different, less tangible, benefits from prospective employers. Flexible schedules, wellness programs, professional development opportunities, mentoring programs, and meaningful societal impact are what the young workforce is seeking. And with a job market that demands organizations work to attract top talent, these workforce benefits have attained non-negotiable status when it comes time to make an offer.
Background screening remains a critical step in the hiring process.
By Larry Basinait
Today, improving candidate experience is a major driving force in the hiring process—and a solid background screening approach is a critical step to ensuring that job seekers are satisfied. Candidates are looking for a process that is transparent and offers real-time updates on a mobile platform. While new research from HRO Today finds that 75 percent of job seekers ranked overall performance as “good” or “excellent,” there is room for background screening partners to improve the perception of how well they deliver their services. Where can improvements be made?
Concern over the U.S.-China trade war has worldwide economies on edge.
By Larry Basinait
Deploying a global workforce and ensuring access to the best talent is a crucial component of success for all multinational enterprises. Global labor market intelligence is an invaluable tool for HR departments and can be used to inform critical decisions around the best countries and regions in which to grow. With that in mind, HRO Today and Orion Novotus, an Orion Talent company, partner to explain global unemployment rates by quarter.
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