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.

How Digital HR Solves Business Challenges

Digital HR

Schneider Electric is transforming its human capital management approaches one tech solution at a time.

By Olivier Blum

Demands on employees have increased—and HR must keep pace or risk falling behind. It’s a daily occurrence that employees attend video conferences, use workplace productivity apps, and receive smartphone notifications. They can’t wait for their HR department to catch up with them via phone calls or letters. Modern workers want the same prompt customer service experience that they receive from online marketers. They also expect to feel empowered by their HR departments, not disenfranchised by them.

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An Alternative to Vendor-Neutral MSP

Vendor-Neutral MSP

Pairing a VMS with a traditional MSP—and its many benefits—is now possible for organizations with lower spend.

By Brandon Vogel

Consider this scenario: An organization and a handful of other vendors are sharing a client with an established budget. Each vendor gets a small piece of the pie—enough for them to stay interested, but not enough to be truly invested.

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CEO’s Letter: To Outsource or Not to Outsource—That is Not the Question

HRO Today

By Elliot H. Clark

When Hamlet contemplates “To be or not to be,” he is actually thinking about suicide, so forgive the title of this column. I am not comparing outsourcing—or not outsourcing—to self-destruction. In fact, I don’t even think outsourcing is a “strategy.” It is a tactical approach to achieve a given set of HR-related tasks or outcomes. That is it. It is not a gut-wrenching test of your philosophical gestalt. It is a big decision to use an external fi rm, but in the modern world of RPO with so many top quality providers, it is an equally big decision to keep recruiting in-house. I have heard of a few big companies that are now working to bring recruiting back in-house. Most of them will fail.

I have seen this movie before. When the unemployment rate drops below the full-employment level, recruiting—and retention, but that is a subject for another day—difficulty rises proportionally. As time to interview and time to fill rise, hiring manager frustrations begin to boil over. The object of their displeasure is the recruiting infrastructure. The talent acquisition leadership and the CHRO come under fire and eventually decide their provider cannot get “the job” done. Then they will make the momentous decision to bring TA back in-house. Welcome to 2005 and 2006! It’s back to the future. The main problem is it largely failed back then. Most of the insourced deals wound up back in the hands of a provider after a few years.

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What’s Your EVP?

Communicating EVP

Strategies to develop and communicate a compelling employee value proposition.

By Michael Switow

In the early 2000s, not long after Kenexa (now part of IBM) launched a development and recruiting centre in an office park in Hyderabad, India, a new building rose quickly nearby. As workers uncrated the sign, the then Kenexa COO Elliot Clark had a shock. One of the world’s largest, most resourceful technology companies was setting up shop.

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Un-Conventional HR

Liz McAuliffe

EVP of HR Liz McAuliffe explains how she carries the Un-carrier culture of T-Mobile through to the talent strategy.

By The Editors

Within one’s career, taking the biggest risk often comes with earning the biggest reward. Just ask Liz McAuliffe. While practicing as the in-house employment attorney at Starbucks, Jim Donald, the then CEO, asked her to take a risk by moving into the coffee company’s HR practice. And from that transition, she has been rewarded with a highly successful second career. McAuliffe is now the executive vice president of HR at T-Mobile, the self-proclaimed Un-carrier that is radically changing its approach to both its customers and employees, adopting a people-first strategy that listens first and acts second. McAuliffe has spearheaded this transformation, introducing a number of initiatives to better support employees in their personal and career growth—and drive business success as a result. Learn more here.

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A Two-Way Street

Temp-to-hire

Temp-to-hire roles are driving better hiring decisions among both employers and employees.

By Marta Chmielowicz

Talent has long been considered a competitive differentiator for organizations as they seek new ways to thrive, but success in the modern business world increasingly hinges on one capability: agility. Organizations need to be flexible, adapting to dynamic market needs while offering candidates and employees a positive experience. Faced with growing innovation and competition, skill sets and expertise—rather than worker type—are the priority.

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Putting the Micro in Microsoft

Micro-Internship

Microsoft’s micro-internship program delivers learning with a practical touch.

By Marta Chmielowicz

The transition from college student to working professional can be challenging for recent graduates. According to McGraw-Hill’s 2018 Future Workforce Survey report, only 41 percent of college students feel well-prepared for their future careers, and 51 percent desire more opportunities for internships and professional experiences.

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Will Unemployment Rates Continue to Fall?

Global Unemployment Report

Organizations are faced with a precarious worldwide economic environment and tight labor market in the first quarter of 2019.

By Larry Basinait

Coming off a strong year in 2018 where unemployment continued to fall in many countries, global growth in the first quarter of 2019 declined. The International Monetary Fund cut its outlook for global growth to 3.3 percent this year, the lowest since the financial crisis of 2009. A range of threats are menacing the global economy, including the possible collapse of negotiations between the U.S. and China to end their trade war and the departure of Britain from the European Union without a transition agreement.

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Increasing Equality

Gender Equality

Progress may be slow, but organisations are finding success with programmes that promote gender inclusion.

By Michael Switow

When Aliza Knox, a tech industry veteran with a track record of growing global brands in Asia-Pacific, applied for a job with the content delivery network Cloudflare, she did her homework. She went to the company’s website and came across a day-long forum it had sponsored. What struck her was that almost every discussion had at least one woman on the panel. There was even a session with two female professionals and no men—a rarity in an industry that is 80 per cent male.

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