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.

The Differences Are Clear

New research shows the varying ways salaried and hourly employees are recruited and hired.

By Larry Basinait

Are there differences in which hourly and salaried positions are recruited? According to new research from HRO Today and Cielo, yes—and the differences are actually quite significant.

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Flexible Hiring Solutions for a Dynamic Market

Organizations that leverage a hybrid RPO partnership gain talent acquisition flex and scale for challenging times.

By Tierney McAfee

Depending on the industry, most organizations are looking across their business to understand where they can either cut costs or bolster support for critical operations in response to the COVID-19 pandemic. Built-in scalability or flexibility during times like these helps companies implement any needed changes quickly—and with less disruption to the business. While this applies to any business function, it’s especially impactful for talent acquisition.

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Finding Meaning in Data

A people analytics strategy that draws data from all segments of the business is key to effective workforce planning and management.

By Simon Kent

For such a data-rich function, HR can seem behind the curve when it comes to making the most of the numbers it records about the workforce. But whilst finance and operations may still take the lead on number crunching, it is clear that HR has the potential to tap into its organisational people data to not only to deliver more value, but to demonstrate that value to organisation it serves.

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Breaking Down Workforce Silos

Sevenstep

Total talent is designed, not prescribed.

By Tierney McAfee

 Total talent management has been a trending topic for more than a decade, but in spite of this, adoption remains low. One of the key reasons? Many organizations don’t understand what it means to truly adopt this approach in the first place.

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Elegant Design and Total Talent

Linking the right questions with successful outcomes.

By Tierney McAfee

It’s not unusual for organizations to view total talent management as a simple combination of RPO (Recruitment Process Outsourcing) and MSP (Managed Service Provider) services. But forward-thinking organizations looking to succeed in today’s changing workforce recognize that this makeshift approach is not the answer.

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Building Brand Resonance

Employer Brand

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.

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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.

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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.

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CEO’s Letter: Making the Best of a Bad Process

HRO Today

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?

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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.

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