With Barry Morris, CEO, CapRelo
HRO Today: In recent blog posts you’ve discussed the importance of Employee Experience (EX). Why now?
Morris: With the battle over talent being more critical, EX is a crucial driver of HR value. Onboarding new employees is expensive while keeping existing employees is more cost effective. I have found that many global mobility groups see EX as a critical indicator of the ability to attract and retain top talent.
With Alex Alaminos, CEO, Madison
Recognition programs have become a gateway to employee productivity, loyalty, engagement and retention. In fact, according to Deloitte, organizations with employee recognition programs have 31 percent less voluntary turnover. As HR considers a first- or second-generation rewards programs, a main consideration for executives should be the financial structure. Here Alex Alaminos, CEO of Madison, explains the key differences between billing on issuance and billing on redemption and the considerations for approach depending on organizational goals.
Tech-enabled, e-interviewing and candidate-care ‘bot creates seamless, effective experience for hiring managers and candidates alike.
With Jeanne MacDonald, President, Global RPO Solutions, Korn Ferry
High-volume recruiting and hiring. In the past, the process was often costly, time consuming and ineffective, as finding the right candidates who would not only take the job – but stay – was difficult.
With Tim Oyer, Vice President of Sales, Advanced RPO
Small and medium-sized businesses (SMBs) with 15,000 employees and less are the engine of the U.S. economy, but in a tight talent market, many are struggling to hire and retain top-performing employees. A recent study from LinkedIn found that the majority of SMBs (84 percent) struggle to find enough people to interview and hire for open positions. Seventy-three percent are challenged by competing with better-known companies for talent, and 75 percent are unsure if candidates will succeed in the role, even after the interview.
In this interview, Tim Oyer, vice president of sales at Advanced RPO, shares some insights that mid-sized organizations can leverage to improve their hiring outcomes in a competitive marketplace.
The bswift Leadership Team takes a closer look at market trends that further underscore the need for this transformative employee experience.
Trend #1: One-stop shop benefits experience
Sanjiv Anand, President and Chief Executive Officer at bswift
With Zain Wadee, Executive General Manager – Operations, Harrier Talent Solutions
What challenges does the future of work present for Australian employers?
The future of work is here. In Australia, significant developments in technology and automation across our largest industries are already creating new demands for talent and a re-think of internal talent development and mobility. As a talent partner, we are doing much more than sourcing external talent for our customers, we’re taking a holistic approach to talent acquisition and employer branding by ensuring that our customers are focused on internal skills development and alignment to future needs. It is critically important that we are creating new opportunities for those people whose roles are at risk of redundancy due to technology and automation. Retrenching employees and hiring in new talent is not a sustainable strategy from a talent attraction or brand perspective and has obvious moral implications.
With Jade Clifford, Executive Director of RPO EMEA, Allegis Global Solutions
From communicating with job seekers to onboarding new hires, technology has changed the entire HR landscape. Talent acquisition leaders are now able to leverage intelligent tools to do tasks such as conduct interviews on mobile phones, answer candidate inquiries via social media platforms, and even eliminate bias in the hiring process. The modern HR team has become a hybrid function where humans and machines work together in a seamless, efficient, and effective relationship. But enabling a corporate culture that welcomes these technological innovations and managing the change management process into the digital era can be challenging. Here, Jade Clifford, Executive Director of RPO EMEA at Allegis Global Solutions, shares her insights.
With Jeanne MacDonald, President of Global RPO Solutions, Korn Ferry
Ultimately, talent acquisition professionals have one clear goal: to get the right talent in the right place at the right time to achieve business needs. Unfortunately, many companies take a “whack-a-mole” approach by working to fill one open position and then jumping right to another, neglecting to see how the hires fit into the company’s long-term strategy.
There is a better way.
Korn Ferry’s President of Global RPO Solutions, Jeanne MacDonald, talks about the three questions talent acquisition professionals must ask themselves to construct a strategy for finding and keeping the right talent.
With Miguel Terrizzano, President of Pierpoint International
The U.S. unemployment rate is currently hovering around a 50-year low. During that half-century, the population has grown by approximately 120 million people. The economy has shifted from a manufacturing economy to a service one, and is headed toward what Miguel Terrizzano, president of Pierpoint International, calls an innovation economy. Organizations have de-constructed corporate hierarchy, employ technologies to embrace non-traditional workers, and are expanding their searches beyond the boarder of their own industries to find talent. What does this all mean? Here, Terrizzano explains how HR and organizations can get ahead in an ever-changing workforce.
With Barry Morris, CEO of CapRelo
Aligning data analytics with organizational goals and objectives are the foundation of a successful global mobility management program. Putting reliable data analytics and reporting processes in place will help organizations use the data to make actionable business decisions. Here, Barry Morris, CEO of CapRelo, shares best practices to leveraging data reporting and the impressive results that come along with it.
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