Tag Archives: HRO Today Forum Europe

Digging Deep into HR’s Data

How to get the right numbers to raise HR’s strategic profile
 
By Julia Mench
 
Chief people officers and HR directors have historically played a critical role in organizations’ recruiting and internal HR efforts. Despite this role, they rarely found themselves
at the corporate strategy table, especially during extensive, data-driven innovation conversations

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WilsonHCG Expands Global Footprint – 4/29

The recruitment process outsourcing provider mergers with UK-based CPH.

With the growth of global enterprise comes the need for companies to have a global RPO partner with a central point of governance for streamlined multi-country delivery models. The merger accomplishes this and expands WilsonHCG and CPH’s global footprint across North and South America, EMEA and APAC. The combined organization has approximately 300 employees.

“Since 2012 we’ve been seeking a global partner that met our high expectations of quality and performance. Not only did CPH meet that criteria, but they are a natural culture fit for WilsonHCG. The decision to merge has been solidified during the last 18 months, as we learned more about each other’s values and ambitions,” said John Wilson, Founder and CEO of WilsonHCG and CEO of the combined organization. “Not only is the market dictating a need for global capabilities from a single vendor model, but our clients expressed a need for further on-site and in-market support around the world. Top talent is what powers companies across the globe, and our comprehensive human capital services and consultative recruitment delivery approach will provide an unparalleled talent acquisition solution for these organizations. Together, we will redefine human capital solutions by delivering high-touch, transformative recruitment services to our clients.”

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“Un”Trusted Brand

CEO’s Letter
 
 “Un”Trusted Brand
 
We all live in a world populated by brands. Your company is worried about your consumer or customer brand, your social responsibility brand, HR, specifically your “employer brand.” Would you bet your job and career on your provider’s brand? Whether you want to or not, you will

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Editor’s Note: Leading the Leaders

Leading the Leaders

Earlier this month, I had the opportunity to steal some minutes of three veritable industry leaders who will be speaking at our HRO Today Forum in May. I posed the same questions to the trio around the main challenges HR faces today, and discovered a common thread in their answers: leading the leaders.
 
When I asked Joe Cabral, senior vice president and CHRO for North Shore-LIJ Health System, about what is driving his talent management strategy, he said investing in leadership: “We are working on helping leaders become better leaders

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Best in Class

The finalists for our first annual CHRO of the Year awards.

By The Editors

For our first annual CHRO of the Year awards, HRO Today is recognizing those CHROs with the capabilities to adapt to a competitive business environment in order to deliver the insight needed for HR transformation. We understand the importance of CHROs who drive workforce initiatives through innovation with measurable excellence in employee engagement and retention to prove it.

We have a roundup of incredible finalists. These CHROs are responsible for providing leadership to ensure talent acquisition and retention, business growth, and a culture that can lead in a global workforce.

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Betting on Tech

Betting on Tech
 
Our annual TekTonic awards recognize innovation in human capital management. Here are the finalists.
 
By The Editors
 
More and more heads of HR are betting on technology to elevate their people management processes. Our annual TekTonic awards recognize the platforms with incredible impact. We have finalists in all facets of HR: talent management/recruiting, learning/performance management, workforce management/compensation, HRMS suites, and screening. The winners will be announced live at the HRO Today Forum in Philadelphia, May 5 through 7.
 
 
CATEGORY: TALENT MANAGEMENT/RECRUITING
Company: iCIMS
Technology: iCIMS Video Cover Letter
The Buzz: iCIMS Video Cover Letter provides a means for candidates to submit a short video clip explaining why they are the best fit for the position. The Video Cover Letter reduces expensive travel and time costs, and even integrates with Skype if real-time video interviews are desired.
 
Company: RiseSmart
Technology: RiseSmart Transition

The Buzz: RiseSmart Transition is an outplacement solution that leverages intelligent search technology, social media, and online tools to help put laid-off employees back to work faster. It also offers displaced employees career coaches to help find opportunities, offer advice, and provide cover letter and resume assistance.
 
Company: Pinstripe & Ochre House

Technology: Talent Intelligence

The Buzz: Talent Intelligence is a portal that utilizes detailed data compiled by the Bureau of Labor Statistics (BLS), U.S. Census, and Office of Employment Statistics (OES), along with proprietary resume databases, to create statistically reliable and accessible projections of labor supply in a specific geography for the use of recruiters. The tool leverages components such as natural language processing, machine learning, and proprietary algorithms to foster data-driven, consultative discussions around the availability of hard-to-find talent with hiring leaders and HR team members.
 
Company: PeopleScout

Technology: MyPeopleScout

The Buzz: MyPeopleScout is a proprietary applicant tracking system (ATS) that offers the ability to be able to track, manage, and securely store candidate information even for employers with high talent acquisition needs. MyPeopleScout can provide business intelligence through its reporting system which tracks key performance metrics and service level agreements.
 
Company: Montage

Technology: Question Configuration

The Buzz: Question Configuration allows the hiring manager to have options of how each individual question is asked and answered with on-demand video interviewing. Adjustments can be made for question delivery (video, audio, or text), response submission (video, audio, or text), and recording options (no re-recording allowed which uncovers quick thinking skills or unlimited re-recording allowed which allows for more thoughtful candidate responses).
 
Company: HRsmart

Technology: HRsmart

The Buzz: HRsmart offers an unified talent management system that provides users with a single point of access for all applications, including applicant tracking, performance management, learning management, career development, and succession planning.
 
Company: HireMojo
Technology: HireMojo

The Buzz: HireMojo’s comprehensive approach incorporates big data, collective intelligence, and crowd sourcing to ensure finding top talent to fill jobs at a quick pace. It offers personal portals to both candidates and hiring managers. Candidates are aware of each step of the process, and hiring managers can rank, rate, comment, view social details, and ultimately make decisions about each candidate.
 
Company: ShiftWise, a company
 of AMN Healthcare
Technology: ShiftWise Connect

The Buzz: ShiftWise Connect offers a unique approach to helping clients hire contingent staff via a SaaS web-based order sending and self-scheduling system. The platform connects healthcare systems directly to their pool of flexible, temporary, and contract labor.
 
Company: Ceridian

Technology: Dayforce HCM Recruiting

The Buzz: The Dayforce HCM Recruiting enables recruiters and hiring managers to identify staffing needs, create job requisitions, and hire best-fit talent from pools of internal and external job candidates. For candidates, it offers a streamlined application process through LinkedIn and embedded job portals, ensuring a fast time-to-hire and seamless conversion from candidate to employee.
 
 
CATEGORY: LEARNING/PERFORMANCE MANAGEMENT
Company: Onboardia

Technology: Onboardia

The Buzz: Onboardia’s platform creates a virtual training “boot camp” for new hires, interns, temps, or contract workers to get them up to speed with company policies and values, ensure compliance, and expedite production. The software is customizable, easily edited and maintained, and provides a more extensive education of a company’s human resource content than other onboarding programs.
 
Company: Kudos

Technology: Kudos

The Buzz: Kudos is an employee recognition program and corporate social network that allows its users to give praise and feedback to other users to encourage employee engagement. Recognition begins when employees fill out a profile and add users, and from there the goals of engagement driving performance can be reached.
 
Company: Zapoint

Technology: SkillsMapper

The Buzz: SkillsMapper helps employers and employees alike by analyzing and reporting critical data, such as identifying gaps. The results can then provide guidance for engagement of employees in the career management and development process.
 
Company: Chronus Corporation
Technology: Chronus Mentor

The Buzz: Chronus Mentor helps its clients create successful online mentoring programs to engage employees and learn from existing resources. Chronus Mentor saves administrative time and cost while simultaneously promoting learning and addressing key talent and career development initiatives.
 
CATEGORY: WORKFORCE MANAGEMENT/COMPENSATION
COMPANY: EMPYREAN
Technology: SAFEHARBOR
The Buzz: SAFEHARBOR is a cloud-based SaaS solution to help alleviate the
complexity of the ACA requirements and prevent companies from facing
penalties from failing to comply. SAFEHARBOR is designed to meet the
ACA requirements as well as to integrate with other third-party systems such as those used for payroll, HRIS, and benefit administration.
 
Website: www.goempyrean.com
Empyrean Benefit Solutions is one of the fastest-growing providers of technology and services for managing health and benefits programs. Empyrean provides enrollment, eligibility management, ACA services and compliance, as well as a range of other plan administration services to three distinct markets: employers, insurance brokers, and healthcare exchanges. Empyrean brings together the industry’s most advanced benefits technology platform with a market leading domain expertise.
 
 
Company: Thomsons Online Benefits

Technology: Darwin

The Buzz: Darwin is a cloud-based global benefits management and employee engagement software that securely integrates with benefits providers, HR systems, and payroll as a single source. It enables organizations to manage their benefits globally, while also acting locally by offering benefits and communications relevant to each individual market in which they are operating.
 
COMPANY: PAYCHEX, INC.
Technology: Paychex Online Services
The Buzz: The comprehensive, cloud-based offering delivers users all of Paychex services—payroll, time and attendance, HR, benefits, training, and performance management—on a single cloud-based platform. Paired with Paychex Mobile for smartphones and Paychex Online for tablets, the new platform offers the flexibility to work across devices.

Website: www.paychex.com
Paychex is a leading provider of payroll, HR, retirement, and insurance services for small and medium-sized businesses. By combining our leading software-as-a-service technology and mobility platform with dedicated, personal service, Paychex offers solutions to meet the needs of businesses today and in the future. Paychex’s ever-growing suite of products and services free business owners to do what they do best—run and grow their businesses.
 
CATEGORY: HRMS SUITES
Company: Electronic Commerce, Inc. (ECI)

Technology: Empower

The Buzz: With single sign-on access and a variety of customizable features, ECI Empower® delivers the ability to streamline communication, automate workflows, and simplify the user experience across a full scope of employee administration requirements. Cloud-based Empower allows its users to have access to a system with the capability to manage the entire employment life cycle.
 
Company: cFactor Works Inc.

Technology: Vibe HCM

The Buzz: Vibe HCM is an alternative to traditional HR technology with a system of engagement focused on the employee, rather than a system of record focused on data and systems. The comprehensive HRIS system is customizable.
  
CATEGORY: SCREENING
Company: Tracker Corp

Technology: Tracker I-9 Complete and I-9 Resolve

The Buzz: The Tracker electronic I-9 & E-Verify products auto-audit legacy I-9 records and auto-correct up to 74 percent errors, using manager self-service to easily correct the rest. This technology prevents fines caused by error, and is especially beneficial in high volume industries.

COMPANY: SecurTest
Technology: iReviewNow
The Buzz: iReviewNow allows employees to view the information produced by a background check at the same time as the potential employer views it. This allows the candidates to ensure the report’s accuracy, dispute inaccuracies, and explain previous convictions and rehabilitations. iReviewNow mitigates risk for employers during the hiring process, as there is possibility of expensive and time-consuming litigation when using information provided by background checks.
Website: www.securtest.com
SecurTest, Inc. – The iReviewNow Company with its exclusive patented solutions ensures background screening accuracy and legal compliance with the latest FCRA, EEOC and state mandates. We help protect the U.S. Government and public and private employers through our patented iReviewNow and TerrorAlert systems. Unique to iReviewNow is our dual patented system, which allows the subject or consumer to see his or her report instantly to authenticate or identify inaccuracies before erroneous reports negatively impact hiring or security clearance decisions.
  

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Compensation Comparison


A new report reveals now is the time to leverage pay to attract and retain the right talent.
 
By Tim Low
 
PayScale’s annual survey of compensation best practices reveals more encouraging economic signs than seen in recent years as companies are growing in size and offering raises to current employees. Yet this increased optimism comes along with a good dose of caution as most companies lack sufficient business insight to know what to pay to effectively attract and retain the right people. Competition for key talent is also heating up. Growth and hiring surges are causing big concerns about retention as employees leave for greener pastures. With the more competitive economy of 2014, companies will be challenged to balance growth with smart decisions about how to compensate talent.
 
Organizations are cautiously optimistic about 2014, with 72 percent expecting their financial situation to improve (up from 66 percent in 2013), and only 5 percent expecting it to weaken (down from 7 percent in 2013).
 
Small companies are the most optimistic about their future financial performance (75 percent of respondents) beating out both large and medium companies, where
66 percent and 72 percent expect improvement in 2014. The information, media, and telecommunications industry is planning to fly the highest in 2014, with 84 percent of companies in this industry anticipating improved financial performance.
 
Hiring is also up over recent years with 54 percent of companies reporting plans to continue expanding in 2014. Raises returned in 2012 and that trend continued with 83 percent awarding salary increases in 2013, and 88 percent planning to give raises in 2014, with the average raise expected to be 4.5 percent. The most common reason for raises was performance-based pay increases (54 percent). Bonuses were also a popular option. In 2013, 75 percent of respondents awarded bonuses, up from 71 percent in 2012. The most common type of bonuses given were individual incentive bonuses (50 percent).
 

 
Factors and Considerations
Talent retention. Competition is heating up and it’s becoming increasingly challenging to strike the balance between paying enough to retain top talent and adhering to the compensation budget. Talent retention continues
to be the primary concern among businesses. In 2009,
only 28 percent of companies listed retention as their top concern, but by 2013 that number more than doubled, increasing to nearly 60 percent. That number jumps to 70 percent in the information, media, and telecommunications industry and 65 percent in professional, scientific, and tech services industry—two industries where tech jobs are highly represented.
 
Skilled talent. The skills gap also continues to be a top concern for most businesses. Half of companies surveyed cited they are struggling to fill skilled job positions with nearly two-thirds of companies in the information, media, and telecommunications industry and manufacturing companies reporting concerns.
 
Data accuracy. Few companies are confident in their data. Even though getting pay right is a crucial component to retention, only 26 percent of companies reported being very satisfied with the salary data they use to set compensation.
 
Organizational growth. Of the 52 percent of organizations that reported increasing the size of their workforce, 46 percent reported grew up to 10 percent. Medium companies are growing fastest. Medium-sized companies were the most likely to increase workforce in 2013 (58 percent), with large companies close behind (55 percent), and small companies less likely (47 percent). Information, media, and telecommunications industry leads the way with 63 percent of organizations increasing their workforce. Previous work experience is the leading factor that impacts hiring decisions (40 percent), with skill set not far behind (31 percent).
 
Turnover.
The top two reasons for people leaving an organization in 2013 were the same as 2012 and 2011: personal reasons and seeking higher pay elsewhere (21 percent).
 
Relocation, retirement, and cultural fit remained stable as additional reasons for leaving an organization in 2013. Relocation remained at 5 percent, retirement likewise remained at 7 percent, and culture fit rose from 9 percent to 10 percent. For small companies, poor performance was the most important reason for someone leaving an organization (23 percent), and 56 percent of small companies said it was one of the top three reasons. For medium and large companies, seeking higher pay and advancement opportunities elsewhere were the two most common reasons.
 
 
 
 
 
 
 
 
Compensation Data
While companies are striving to secure talent, they lack sufficient insight about effective compensation to attract and retain the right people. In our 2013 survey, a whopping 75 percent of respondents reported some degree of dissatisfaction with the compensation data and insights available to them. This underscores a huge need for access to better compensation data reflecting real-time market trends.
 
Since 2009, the majority of respondents report the CEO as the individual responsible for setting compensation (see Figure 1). The least popular choice in all years was outside compensation consultant, with 2 percent in 2013, and 3 percent or less of the responses in 2012 and 2011. The same pattern appeared across most industries and company
sizes, except large companies, where the head of HR (48 percent) is usually responsible for setting compensation budgets, while CEOs and CFOs are second (38 percent and 39 percent respectively). Across all industries, the main reason why companies adjusted compensation was performance- based pay increases (54 percent) and second was cost of living adjustments (20 percent). The most important compensation objective guiding the respondents’ 2013 decisions was retaining top employees, which was chosen
by 66 percent of respondents (identical to 2012). This was true across all company sizes and industries.
 
The second most common response was attracting new talent with 11 percent of respondents choosing it as their primary objective, and 39 percent choosing it as the second most important objective.

Salary ranges per job group are common, but varying
the target market percentile per job group is not. The majority of companies (79 percent in 2013 and 82 percent in 2012) use salary ranges to structure compensation programs, while in 2012 and 2013 only 6 percent use broad banding (very wide salary ranges covering a progression of similar jobs).
 
Bonuses were a popular option for employers in 2013, with 75 percent of respondents saying they gave variable pay incentives. In 2012, 71 percent gave bonuses and 70 percent of respondents gave bonuses in 2011. Among those giving bonuses, the two most likely recipients were directors and managers (72 percent) and executives (67 percent). In 2013, as in 2010, 2011, and 2012, individual incentive bonuses were the most common type given, with about half of all respondents reporting they awarded them. Respondents favored spot bonuses or other discretionary bonus programs more in small and medium-sized companies (37 percent and 41 percent respectively) than in large-sized companies (35 percent).
 
 

Ensuing Optimism
Companies are optimistic about 2014, with 72 percent expecting their financial situation to improve (66 percent in 2013), and only 5 percent expecting it to weaken
(7 percent in 2013). That being said, 57 percent of companies feel employee retention is a high concern or their top concern in 2014. Organizations are focusing on offering merit-based pay and learning and development opportunities to attract and retain quality employees in 2014 (See Figure 2).
 
Tim Low is vice president of marketing at PayScale. The Compensation Best Practices survey was conducted in November and December of 2013 and there were 4,738 respondents among small, mid-sized, and large companies.
 

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What’s Working in Gamification

An industry CEO offers an overview— and lessons learned from the front lines.
 
By Siddhesh Bhobe
 
Interest in gamification has accelerated in the past six months. While enterprise-wide large-scale deployments are still hard to come by, gamified applications increasingly are being seriously evaluated for their ability to engage and get more productivity out of employees, replacing traditional notions of employee appraisals, rewards and recognition, knowledge sharing, and learning

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Can Demand Keep Up With Supply

Doctor shortages add hiring pressure, create new opportunities.
 
By Ralph Henderson
 
It may be surprising, but a growing number of healthcare professionals are hired, not by hospitals and large health systems, but nontraditional retail clinics, such as the one in the supermarket down the block or the pharmacy across the street. They’re the professionals necessary to staff these clinics, sometimes referred to as convenient care clinics, which provide a limited range of basic preventive and primary care services to walk-in patients

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Unlocking Key Issues

New research from The Hackett Group examines HR’s top priorities.
 
By Natalie Bression, Harry Osle, and Lynne Schneider
 
The pressure is mounting on HR to change the balance of the services it offers while keeping costs and headcount in check. The Hackett Group’s 2014 Key Issues Study reflects how HR organizations are attempting to successfully shift their service mix and the required enabling capabilities

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