By Kay Cooper, Managing Director, Korn Ferry EMEA RP
Most talent acquisition professionals feel the tension between addressing short-term hiring needs with longterm goals. Despite best efforts to look into the future, the speed of technological advances and changing business priorities makes knowing what’s going to happen next year—or sometimes even next month—extremely difficult.
At Korn Ferry, we understand our clients’ needs to be agile and adaptable as their business evolves. Fortunately, our RPO and Professional Search teams are in a unique position to quickly and effectively meet these changing needs. We have the tools, the teams and the geographic reach to meet our clients where they are and where they need to be.
With Paul Harty, Chief Solutions Officer, Sevenstep
With unprecedented low global unemployment rates, today’s forward-thinking companies are looking inward at their own internal talent pools to fill critical positions while growing employees. Paul Harty, chief solutions officer for Sevenstep says that data will be key to their success. Here, Harty explains what to measure, the best intelligence tools to leverage, and what actions to take in order to gain a competitive advantage.
With Barry Morris, CEO, CapRelo
More than eight in 10 millennial workers in the U.S. are willing to relocate for a job. Faced with such a high demand for mobility from the largest generation in today’s workforce, organizations are faced with new challenges: creating an attractive program, reducing costs, and managing compliance issues.
Here, Barry Morris, CEO of leading global relocation company CapRelo, discusses how HR professionals can overcome these challenges while simultaneously driving broader corporate strategies and cultivating a culture of growth and excellence.
The key? Effective partnerships. By collaborating with a mobility partner, organizations can set themselves up for success in a dynamic global business landscape.
With Karl Zonghi, Executive Vice President of North America, Advantage xPO
Today’s workforce is made up a diverse mix of talent types: full-time employees, contingent workers, consultants, freelancer, SOW, boomerang employees, and more. Karl Zonghi, executive vice president of North America for Advantage xPO, says these pools of individuals have different needs when it comes to the way in which they engage with an employer. A MSP partner plays an important role in both helping organizations find the talent they need and ensuring that the talent has a positive experience—one that encourages the drive to achieve business results and potentially becoming a full time employee. Here, Zonghi explains the keys to a successful MSP partnership.
With Dr. Natalie Baumgartner, Chief Workforce Scientist, Achievers
Employee engagement is an ongoing issue. What can we do to effectively engage employees? Start with recognition and feedback. According to Aptitude Research Partners, companies identified recognition as having the greatest impact on engagement. And it doesn’t stop at recognition. Go the extra mile with employee feedback, pulse data and personalized actions in real-time to immediately address any disengagement. Dr. Natalie Baumgartner, Chief Workforce Scientist for Achievers, shares how to effectively leverage recognition and feedback to boost engagement across your organization.
With Courtney Cook, Vice President of Strategic Development, Korn Ferry Futurestep
Artificial intelligence or AI. It’s the brave new world of just about everything these days, and recruiting is no exception. But just how much will AI impact the recruiting process? Will it make the need for human recruiters obsolete?
From our perspective at Korn Ferry, just the opposite is happening. With the right approach to using AI— starting at the very first stages of an engagement—recruiters can develop laser-focused job specifications, source the best candidates who may not on the surface seem suited for a role, and dramatically decrease time to hire.
With Barry Morris, CEO, CapRelo
Relocation clients and transferees/assignees are on the move, and mobility technology needs to keep up. Whether they’re tracking expenses or communicating information about the new location, today’s global businesses seek solutions that can do all of this and more on convenient and intuitive platforms that make relocation management a breeze. Here, CapRelo CEO Barry Morris shares tips for picking a provider that understands the needs of mobile professionals and uses technology to its advantage.
With Lynne Marie Finn, CEO and President, Broadleaf Results, Inc. (formerly Superior Workforce Solutions, Inc.)
There are many approaches to talent management, but Broadleaf Results, Inc. (Broadleaf)—formerly Superior Workforce Solutions, Inc.—has found that separately managed models for acquiring contingent and direct workers are inefficient and outdated. Today, many recruitment and staffing companies are talking about total talent management (TTM) and total talent acquisition (TTA), but there are still separate conversations and actions taking place, rather than the delivery of truly integrated TTA/M solutions. Below, Broadleaf CEO and President Lynne Marie Finn discusses why Broadleaf is integrating delivery strategies to provide a single, unified service to companies looking to improve the way they engage their most valuable resource—talent.
With Curt Paquette, Chief Operating Officer, GRI
The demand for MSPs is greater than ever, and GRI’s expectations for what their programs will achieve have also risen significantly. Given this climate and the fact that organizations now employ an increasingly diverse mix of internal and external workers, many MSP providers are shifting from traditional MSP offerings to extended workforce solutions. Geometric Results Inc. (GRI) is one such provider. Here Curt Paquette, GRI’s chief operating officer, discusses GRI’s success with extended workforce solutions, how providers can stay relevant in light of these changes to the market, and what the future holds for MSPs.
With Scott McCain, President, Paragon Relocation
Family is the number one reason that employees turn down a corporate relocation, according to Worldwide ERC®. This is contributing to recruiting issues for many companies in what is already a tight labor market. In 2016, nearly 80 percent of HR leaders reported difficulty in recruiting for high-skilled jobs. Finding the right neighborhood and schools for employees and their families has always been a core part of any successful relocation program, but what about caring for aging parents? Roughly 17 percent of today’s workforce is acting as a caregiver, but with 10,000 Baby Boomers retiring each day, this percentage will likely increase. Employees are looking for assistance: 68 percent of working caregivers report making sacrifices in their careers in order to care for aging parents. What can organizations do? Scott McCain, President of Paragon Relocation, says that organizations can increase acceptance rates by offering eldercare services to potential relocating employees.
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