Strategies to maintain and grow employer brand equity through uncertain times.
By Yasmeen Coning
What does it mean to be an employer of choice? In the simplest of terms, it translates to offering amazing work benefits, opportunities for growth and success, and, most importantly, a cohesive and meaningful culture that inspires people to reach for their personal best. However, achieving and sustaining that premium status in a somewhat unstable market is no small feat. There are bound to be ups and downs over time. Just because a company is experiencing layoffs or may not be actively recruiting does not mean employer branding is put aside. Employer brand strategy must be steadfast and always-on to survive.
By communicating and acting on company values during times of crisis and uncertainty, organisations will bolster their reputation among employees and candidates.
By Michael Switow
At a time when hiring and recruitment have slowed for many companies, Asia-Pacific businesses are redeploying staff and resources to the community.
Are you doing enough to tackle racial inequality in your workplace?
In recent weeks, protestors took to the streets in response to the murder of George Floyd at a scale not seen since the assassination of Dr. Martin Luther King Jr. in 1968. As the U.S. grappled with rage, grief, and massive civic unrest amplified by the effects of a global pandemic, one organization after another responded with statements condemning racial injustice and police brutality.
The results of a Clutch survey show that 76 percent of U.S. workers think racism and discrimination is a problem at U.S. workplaces, and 64 percent of African Americans experience it in their own workplace. Further, 55 percent of employees think their company should address the death of George Floyd and the resulting protests, and 29 percent think their company could do more.
Five talent acquisition metrics will be critical to developing an effective hiring strategy post-COVID-19.
By Debbie Bolla
The global health crisis has caused organizations to shift many of their business approaches very quickly. One critical function that has been highly impacted by COVID-19 is hiring. From furloughs and hiring freezes to ramping up forces of essential workers, talent acquisition (TA) and HR teams have had to respond efficiently and effectively in a challenging landscape. And it’s time to pivot once again as workplaces reopen and leaders enter a new phase: recovery.
From opening the doors to remote talent to introducing new technology, the coronavirus crisis will have a major impact on talent acquisition practices.
By Debbie Bolla
The numbers don’t lie: The COVID-19 health crisis caused dramatic shifts in hiring practices. Anne Bucher, senior vice president of global customer experience at Cielo, the world’s leading strategic recruitment process outsourcing (RPO) partner, shares how some organizations had to pivot:
Whilst digital technologies are greatly enabling recruitment in a time of pandemic, onboarding is also a critical piece of the puzzle.
By Simon Kent
It has been a long time since the recruitment process was done entirely in person. The emergence and abundance of online tools, from job sites to video interviews, means it is possible to get a clear understanding of a candidate’s potential and their successful employment without being in the same room as that individual. In the age of the pandemic, this ability is not only nice to have—it’s a must-have. In fact, a recent Gartner poll found that 86 per cent of organisations are incorporating new virtual technology to interview candidates.
While COVID-19 poses some challenges to screening new hires, these strategies help companies conduct due diligence now and in the new normal.
By Debbie Bolla
For the last few months, organizations have been forced to think on their feet and devise human capital strategies in response to COVID-19. While some organizations have had to put a freeze on hiring, plenty of companies, including Kroger, Healthfirst, and Instacart, are on the opposite end of the spectrum, ramping up pools of essential workers. During this time of social distancing and state closure mandates, HR has had to enlist a bevy of approaches to get new workers on board. On that list: background screening. Verifying the many facets of a candidate’s background is imperative to mitigating risk and ensuring a positive hire no matter the climate.
We rank the top providers 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.
Two organizations share insights into their successful tech-driven hiring processes that improve the candidate experience.
By Marta Chmielowicz
The outbreak of COVID-19 has forced much of the business world to make rapid changes to the way they operate, and organizations will to have continue to adapt as all industries enter a new normal post-pandemic. With the Federal Reserve anticipating an unemployment rate of 32 percent, continued restrictions around social distancing, and widespread economic instability, the hiring landscape for both businesses and job seekers will change dramatically.
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