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.
How You Can Get Ahead of the Curve
By Sanjiv Anand, President and Chief Executive Officer at bswift, a CVS Health Company
As 2021 approaches and operating virtually becomes increasingly prevalent, there are several trends that have been accelerated by the COVID-19 pandemic which we expect to continue to reshape the HR, benefits and consumer experience spaces over the next year. Here are a few we recommend employers and HR professionals consider when developing their benefits strategy to enhance the employee experience.
Blending technology and access to experts provides the ideal transferee experience.
with Anthony Horton, CEO of CRI
Relocation remains an important part of the talent ecosystem, allowing top performers to grow skills while providing organizations the opportunity to seamlessly fill important roles. But as workforce preferences have evolved, driven by demographic and technological advances, expectations of transferees have changed as well. Here, Anthony Horton, CEO of Corporate Relocation International (CRI) details how organizations can experience the best of both worlds through a hybrid approach that blends technology with a human touch.
Recognition is a key component of a remote talent management strategy.
With Theresa Harkins-Schulz, Senior Vice President of Customer Experience, Inspirus
The switch to a remote working environment has introduced many new challenges for HR leaders. Maintaining a connected culture and managing employee performance are among the most critical to business success—and with the help of an effective recognition strategy, organizations can tackle both head-on. In this Q&A, Theresa Harkins-Schulz, senior vice president of customer experience at Inspirus, shares how recognition can motivate employees while reinforcing goals and shaping positive behaviors across the workforce.
Analyzing talent acquisition data can build visibility and accountability into D&I initiatives.
With Paul Harty, Chief Solutions Officer, Sevenstep
Organizations of all sizes and across all industries struggle to maintain a diverse and inclusive workplace—but talent acquisition data can help them drive a more strategic approach. From identifying moments of bias to making a case for needed technologies, hiring data can give HR leaders the insights needed to overcome the obstacles that hold them back from true diversity. Here, Paul Harty, chief solutions officer at Sevenstep, shares some best practices for HR leaders looking to enhance their D&I approach with data.
COVID-19 has forced organizations to adapt to a new normal in record time, unlocking even greater potential.
With Tina Tromiczak, Senior Vice President of National Account Services for RPO, ADP
2020 has introduced many new obstacles for business leaders. From transitioning to a remote workforce seemingly overnight to adopting technologies that enable hiring in the new virtual reality, HR leaders have had to transform their businesses in record time. But while the path was fraught with challenges, companies have emerged stronger, more agile, and more resilient than ever. In this Q&A, Tina Tromiczak, senior vice president of national account services for RPO at ADP, shares how recent events have opened the door to even greater potential.
With Diana Faison, Managing Director, Leadership Acceleration, BPI group
Research shows that diverse and inclusive cultures are more successful than others. Bringing varied backgrounds and viewpoints to the table results in better decision-making and higher business impact. Yet organizations continue to struggle to create more diverse, equitable and inclusive cultures–and it starts with the leadership pipeline. Here Diana Faison, Managing Director, Leadership Acceleration, BPI group, shares some best practices for investing in diverse leaders and creating a plan for a more diverse pipeline.
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.
© 2009 - 2021 Copyright SharedXpertise Media, LLC.
All SharedXpertise Media logos and marks as well as all other proprietary materials depicted herein are the property of SharedXpertise Media. All rights reserved.
SharedXpertise Media, LLC, 123 South Broad Street, Philadelphia, PA 19123