Organizations are increasingly relying on data and analytics to inform critical talent decisions.
By Marta Chmielowicz
Necessity breeds innovation, and as the COVID-19 pandemic disrupted the business world, companies responded with new ways of working. According to Mercer’s Global Talent Trends 2020-2021 report, executives met the challenges of 2020 by doubling down on strategic partnerships (40%), using more variable talent pools (39%), and investing in automation (34%).
Companies looking to develop D&I programs with impact should consider these best practices.
By Marta Chmielowicz
The social justice movements of 2020 and the disproportionate impact of the pandemic on people of color moved the needle on diversity and inclusion (D&I), framing it as a national priority for businesses and employees alike. Research shows that employees will do their best work when part of an inclusive organization. According to Glint, employees with a strong sense of belonging are more than six times as likely to be engaged than those who don’t.
RPO partnerships can deliver a competitive advantage to organizations coping with the volatility of the COVID-19 pandemic.
With Tina Tromiczak, SVP/GM of Recruitment Process Outsourcing at ADP
The challenges of 2020 devastated some talent acquisition teams, heaped new demands on others, and ushered in a period of transformation as companies adapted to hiring in the remote climate. Now, organizations need to prepare for further uncertainty as they redefine the new normal in the post-pandemic workplace. Here, Tina Tromiczak, SVP/GM of ADP Recruitment Process Outsourcing, discusses how RPO partners are evolving their offerings to help companies cope with the challenges ahead.
A total workforce solutions approach delivers numerous benefits in a volatile business climate.
With Jennifer Spicher, Chief Revenue Officer, LevelUP HCS
The COVID-19 pandemic has had a massive impact on hiring strategies across the globe. The shift to remote work has accelerated digital transformation, globalization, and talent mobility, forcing HR leaders to adopt innovative hiring approaches in order to stay ahead in an uncertain business climate. Total workforce solutions (TWS), or the practice of leveraging a single process and technology suite to hire contingent and full-time talent, has emerged as a viable approach for companies coping with ever-shifting talent needs.
With Tom Lakin, Senior Innovation Manager, Resource Solutions
Today’s top candidates are seeking employers that promote a culture of diversity and inclusion. In fact, according to research from Glassdoor, 67% of job seekers consider workplace diversity an important factor when considering employment opportunities. But often, end-to-end recruitment practices present obstacles of unconscious biases along the way, hindering both candidates and organizations alike. Here, Tom Lakin, senior innovation manager for Resource Solutions, shares how an inclusivity audit can produce actionable results to eliminate unconscious bias and deliver meaningful change to an organization’s hiring approach.
By Elliot H. Clark
For a moment, imagine that we are living in the past. You are standing at an HR conference asking a group of HR professionals what creates employee engagement. You get a variety of answers, and the explanations are complex and involve multiple elements -more like a “recipe” than a “thing.” HR knows that employee engagement is the result of several different elements working together. Good survey scores are an expression of good employee engagement, not a “thing” unto themselves.
By Debbie Bolla
What hypothetical button would you push from our cover to describe your levels of employee engagement: disengaged, eh, or engaged? According to Qualtrics’ 2021 Employee Experience Trends Report, you would likely hit the smiley face. The report finds that employee engagement has actually increased since the pandemic began, from 53% in November 2019 to 66% in November 2020.
By Renée Preston
HRO Today’s CHRO Today Executive Network (C-TEN) will soon celebrate its fourth anniversary. It’s been a rewarding journey to develop this unique community that caters to the needs of top HR leaders. The fact that our founding members have renewed their membership year after year and the group has experienced steady growth, even during a global pandemic, confirms that C-TEN is an important resource for senior HR leaders.
