Recruitment process outsourcing (RPO) WilsonHCG has been recognized by Glassdoor’s 2015 Employees’ Choice Awards, honoring the top 50 Best Places to Work in the United States with fewer than 1,000 employees.
Glassdoor’s Employees’ Choice Awards is now in its seventh year and is based entirely on employee feedback regarding their jobs, work environments and companies via Glassdoor’s anonymous online company reviews. The review survey includes both quantitative and qualitative questions designed to capture a genuine and authentic inside look at what it’s like to work at particular jobs or companies. The survey asks employees to rate their satisfaction with the company overall and key workplace factors like career opportunities, compensation and benefits, work-life balance, senior management and culture and values. In addition, employees are encouraged to describe the best reasons to work at their companies as well as any downsides.
“We are extremely honored and humbled by this recognition,” CEO John Wilson said. “Our people are at the core of everything that we do, and this acknowledgement solidifies our position as a top employer and industry leaders.”
A roundup of the hottest HR technology platforms and solutions.
By Ward Christman
New HR technology comes out to play each October at the annual HR Technology Conference and Expo, and any HR advisor would be remiss if they didn’t get excited at the prospect of finding the next big thing. The majority of new HR technology offerings center around talent: measuring employer brand, improving social recruiting, and leveraging big data.
Southwire Company shares the keys to executing a collaborative culture that empowers— and retains—employees.
By Debbie Bolla
Editor’s note: At the 2014 COMMIT!Forum in New York, I had the rare opportunity to interview the CEO and executive vice president of human resources for leading electrical and wire provider Southwire Company. To have both Stu Thorn and Kathleen Edge on stage at the same time allowed HRO Today to capture their incredible story of how HR and the C-Suite work together to build a sustainable workforce.
About Talent, a workforce solutions company, and ShiftWise, a web-based healthcare and hospital workforce management software company, have formed a strategic partnership to deliver comprehensive solutions to healthcare organizations nationwide.
Healthcare organizations rely on an integrated workforce comprised of full-time employees, temporary workers, 1099 contractors, consultants, freelancers and more—all working together to achieve business excellence. About Talent builds solutions that incorporate delivery of all workforce categories through one integrated solution delivered on-site.
Powered by Shiftwise’s vendor management system (VMS), About Talent’s workforce solutions will include fully automated process and supplier management, reporting and invoicing via Shiftwise’s leading healthcare technology platform.
WilsonHCG, a top global recruitment process outsourcing (RPO) and human capital consulting firm, has released the 2014’s Fortune 500 Top 100 Employment Brands report. This report is the first of its kind that evaluates the employment brands of all Fortune 500 companies.
“The economic impact of employment branding can’t be ignored, and especially as the global talent shortage increases, organizations must have an employment branding strategy in place to attract and retain top talent,” CEO John Wilson says. “It’s no surprise that the top 10 companies ranked on this employment brand report are among the top-performing organizations in the world.”
The report analyzes employment branding data collected and names both organizations and industries leading the employment branding movement. The top 100 Fortune 500 companies were ranked based on a point system that evaluates categories including career page, job boards, employee reviews and candidate experience, corporate social responsibility, accolades and recruitment marketing. In addition to ranking the Fortune 500 companies with the best employment brands, the report provides insight into what organizations can do to improve their employment brand and become a best-in-class employer.
Graebel Companies, Inc. Chairman of the Board David W. Graebel and William H. Graebel SGMS chief executive officer and president of the global relocation firm, together with Robert and Vasilia Peterson have made a joint announcement that they have entered into a formal agreement regarding the sale and acquisition of Graebel Van Lines, Inc., and the U.S. moving and storage operations of Graebel Movers, Inc. In this landmark announcement, it was also conveyed that the two business units will be acquired under the Petersons’ newly formed holding company Graebel Vanlines, LLC. This comes as the Petersons, founders of All My Sons Moving & Storage, will independently own and separately operate the interstate carrier and coast to coast moving and storage entities from their other holdings. Terms of this agreement will not be disclosed. Interviews will be scheduled with the Graebels and the Petersons after the transaction has closed.
David Graebel sold household goods moving services and with one truck entirely handled each of his customers’ relocations throughout Wisconsin starting in 1950. Today, Graebel Van Lines, Inc., and Graebel Movers, Inc, the largest wholly-owned carrier and moving and storage network in North America, perform household goods and commercial office relocation services for the Fortune 500 and Global 100.
Described as the Right Move for Everyone™ this bold move by Graebel represents the latest in its seven decades of ongoing transformations for the benefit of its customers’ evolving relocation programs. A comprehensive transition plan is in place for the seamless delivery of high-quality moving services for Graebel clients and a textbook changeover for the 1800 employee and contract drivers that will report to the Petersons’ team.
CHRO Kawel LauBach took a chance, and it paid off for Mohegan Sun’s employees.
By The Editors
Kawel LauBach understands the high risk—and high reward—of taking a big gamble. The chief human resources officer of the Mohegan Tribal Gaming Authority rolled the dice by going from a managerial role at UPS to a services role at Southwest Airlines—a career restart that required LauBach to use his brawn to load and unload planes. It was a gamble that paid off: He was promoted five short months later, and it was at Southwest where LauBach discovered the business philosophy that drives his strategic decision-making today.
A director of HRIT shares his journey to unlocking the power of HR technology.
By Ward Christman
Joe DeMaio, director of human resources information technology and HR shared services at Thomas Jefferson University and Hospitals, has moved full speed ahead in the last year and half since he joined the organization, transforming its approach to HR technology. Bogging down the process was paper-based onboarding and basic under use of technology.
Global talent acquisition and management provider Cielo has formed a talent acquisition partnership with Standard Insurance Company (“The Standard”), a leading provider of financial products and services. Based on the success of an initial pilot program, during which Cielo was engaged to source, screen, and schedule interviews with candidates, The Standard has expanded the partnership with Cielo to a multi-year, company-wide recruitment process outsourcing (RPO) solution. This includes Bridge services where Cielo becomes a concierge for new hires to guide them through the pre-employment process.
“Talent is re-defining today’s business landscape, requiring companies to have a talent strategy that will enable their corporate vision and future success,” says Angela Hills, executive vice president and managing director, North America, at Cielo. “The Standard recognizes this imperative. Through our continued partnership, we will work with their internal team to solve The Standard’s complex talent needs.”
Cielo’s Bridge teams are expert at background verification, reference checking, drug screening and onboarding. Through the use of multiple drug vendors, reference systems and background vendors, the Bridge team provides a high-touch candidate experience while ensuring compliance and mitigating risk. It is also a consultative resource for changes in laws and regulations affecting client industries.
Survey: Digital job application technology and processes frustrate applicants
The job application process is not always a walk in the park, and a new survey from Jibe has the numbers to prove it. Recruitment technology company Jibe recently announced the results to a study which reveals the challenges faced by job seekers and how that can affect a company’s ability to attract and hire top talent. The 2014 Jibe Talent Acquisition Survey, conducted by independent research firm Kelton Global, polled more than 1,000 job seekers and more than 300 HR professionals
The survey finds that many job seekers have poor user experiences with outdated technology and inefficient processes for job applications, which may even deter some from continuing their applications. A majority of job seekers describe their search as time-consuming (80 percent), stressful (78 percent), discouraging (71 percent), and even painful (60 percent). Three in five job seekers feel that job applications are more challenging to fill out than other common types of applications, including those required to apply for a mortgage (48 percent), get health insurance (46 percent), or a student loan (32 percent) and 19 percent of respondents said they would rather spend a day in line at the DMV than go through the pain of applying for a job online, while 12 percent would rather get a root canal or go skydiving without training.
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