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.
With Jeff Gelinas, VP of Product and People, Engage2Excel
Retaining top performing employees is critical to an organization’s success. By recognizing employees’ value to the organization and connecting that to business objectives, employees are more engaged and have a better experience throughout the employee lifecycle. Here Jeff Gelinas, VP of product and people at Engage2Excel, shares recent research that uncovers the top factors that drive engagement and how organizations can leverage them as the building blocks of a great career experience.
With Tina Tromiczak, Senior Vice President, National Account Services, RPO at ADP
It’s no secret that today’s top candidates have the power of choice—the choice to seek out new roles, to learn about different companies, or to stay put. This makes it even more challenging for organizations to attract, recruit, and engage top talent. But perhaps the best place to start is at the beginning—providing candidates with a positive experience that focuses on communication and aligns with organizational culture. Here, Tina Tromiczak, senior vice president, national account services for RPO at ADP, offers several strategies that organizations can leverage to improve their candidate experience and ensure they are an employer of choice in today’s competitive marketplace.
With Paul Harty, Chief Solutions Officer, Sevenstep
The average HR team sits on a goldmine of data. From recruitment data to performance reviews, staff satisfaction data, productivity data, and training data, HR leaders measure every aspect of the employee experience throughout the duration of the entire lifecycle of an employee. And now, technology is helping the HR function go even further, integrating disparate systems to create data insights that propel business growth while making employees happier. Paul Harty, Chief Solutions Officer of Sevenstep, offers his perspective on the current and future uses of data and analytics in the HR function.
With Kristin Shulman, Head of Digital Marketing and Brand, Allegis Global Solutions
In today’s global economy, five generations are working side by side for the first time in history—each with its own skillsets, communication preferences, and leadership styles. Faced with this increasingly diverse talent pool, immense technological innovation, and the growing expectation of a consumer-like experience, organisations must adopt a flexible, adaptive approach to recruitment or risk getting left behind. Partnering with an RPO firm that provides a consultative approach could be the secret ingredient to succeeding in the war for talent.
By Jeanne MacDonald, President, Global RPO Solutions, Korn Ferry
It’s a proven fact. Having the right talent in the right roles is the key to an organization’s financial success. All too often however, those in the talent acquisition space are too pressured by deadlines and cost cutting to effectively hire the best people who can grow the business long-term.
And while many HR leaders think they can save money by keeping all recruiting functions in house, it’s a long-term strategy that could ultimately cost companies millions of dollars in terms of lost opportunity, due to less-than-stellar talent decisions.
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