RPO & Staffing

Metrics That Matter

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.

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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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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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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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2019 Baker’s Dozen Customer Satisfaction Ratings: Total Workforce Solutions

View the top-rated providers of total workforce solutions based on our RPO and MSP 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.

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The Skills to Reskill

Upskill

In a tight labor market, organizations are looking from within to fill talent shortages.

By Marta Chmielowicz

Today’s job market is plagued with skills shortages. According to SHRM’s The Global Skills Shortage study, 83 percent of HR professionals have had trouble recruiting suitable candidates in the past 12 months, and 75 percent of these struggling leaders attribute their difficulties to a lack of available skills. The country is also facing full employment: In December 2018, there were 7 million open jobs in the U.S. but only 6.3 million unemployed people looking for work.

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