RPO & Staffing

From the Ground Up

Leigh McCluskey

With a focus on infrastructure and branding, Leigh McCluskey developed Advisor Group’s best-in-class talent acquisition function.

By Marta Chmielowicz

Imagine joining a billion-dollar organization left without a talent acquisition department after being sold off from its parent company—with only five months to get one established. That was the predicament that Leigh McCluskey found herself in on her first day as vice president of talent acquisition at Advisor Group.

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A Strong Dose of Strategy

Greg Pardo

Four key principles guide talent acquisition at Fresenius Medical Care North America.

By Marta Chmielowicz

When Greg Pardo joined Fresenius Medical Care North America as its vice president of talent acquisition, the TA function was unfocused and overworked. Although the department was rolling out three to five major programs and hiring 17,000 associates a year, there was little focus on impact or alignment with broader business goals.

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Social Status

Social Media Brand

New research provides key insight into social media’s effectiveness in building employer brand.

By Larry Basinait

An employer brand represents who an organization is and what it stands for. It sets the stage for interactions and expectations that current and future employees will have with the organization regarding what it’s like to work there. It provides a look into a company’s culture and values, and reinforces those ideals through the behavior of current employees. For many companies, social media is a key element in building the employer brand. In fact, a new study from HRO Today and Allegis Global Solutions finds that 96 percent of study respondents feel it is important. But is the approach effective? Only about one-half (54 percent) say yes. Many factors can impact the effectiveness of an organization’s social media branding efforts, including staff expertise, time devoted to its execution, budget, and corporate reputation.

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Millennial Mindset

Millennial Employees

Factors that make a difference when creating an attraction strategy for this generation.

By Brenda Leadley

By 2020, millennials will make up more than one third of the world’s working population. Allianz Global Corporate & Specialty’s new report, Trend Compass 2019, found that the influx of millennial employees will be a significant challenge for businesses over the next five years. Offering a creative and flexible corporate culture, introducing transparent and fast communication and decision-making structures, and embracing a mission with a social impact are some ways to engage this important segment of the workforce. In the global war for talent, companies need a clear millennial strategy.

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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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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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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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