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Finding Stability in Uncertainty

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.

The Outlook for Total Talent

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.

Uncovering Unconscious Bias Through Inclusivity Auditing

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.

2021 HR and Benefits Trends

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…

A Hybrid Approach to Relocation

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.

Boost Employee Performance Virtually

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…

Data and Diversity

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.

The Power of Possibility

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.

Developing a Diverse Leadership Pipeline

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.

Technology and the Employee Experience

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.

Recognition: Understanding the Financial Models

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.

Achieving High Success in High-Volume Recruiting

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. Increasingly, hiring managers are turning to experienced RPO leaders, such as Korn Ferry, to drive, streamline and modernize the process.

Reimagining Talent Acquisition for SMBs

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.

Transforming Employee Engagement in 2020 and Beyond

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

Think about your favorite online shopping experience. What do you value most about it? For many, the answer may be efficiency. In fact, online sales are predicted to top $4.8 trillion by 2021 – about a 70 percent jump in just three years. Shopping for benefits shouldn’t be much different from shopping for your favorite household items online. However, today’s fragmented health care system often bounces them around to different providers and websites, resulting in a frustrating and confusing health care experience.

Expert Insight: Australian Talent Trends

With Zain Wadee, Executive General Manager – Operations, Harrier Talent Solutions

What challenges does the future of work present to 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.

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