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.
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.
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