￼Today’s candidate platforms have evolved from workflow systems to decision-making machines.
By Debbie Bolla
For William Marzullo, vice president of talent acquisition for 2020 Companies, not having a true applicant tracking system (ATS) in place was no longer cutting it. The organization, which develops sales, marketing, and training programs for clients, hires up to 10,000 people a year. Its “hodgepodge of technology” lacked the control, consistency, and compliance needed for an efficient hiring process. Marzullo went to market seeking a comprehensive solution that would boost candidate flow, candidate quality, and recruiter performance. iCIMS’s talent acquisition suite fit the bill, and a mere two months after going live, 2020 is already seeing a big difference.
In today’s landscape, management can no longer afford to supervise every employee in the same way. Advice on how to better service your organization.
￼￼￼By Steve Wolfe
Today’s workplace primarily comprises three generations: Baby boomers, Generation X, and Millennials. Each age group has varying viewpoints that have been shaped by differing life events, market circumstances, and economic priorities. Generational gaps and differences need to be addressed by organizations and managers in order to retain top talent and ensure team collaboration.
Linking wellness programs with recognition and incentives can boost employee engagement as well as drive benefits costs down.
By Cord Himelstein
As companies increase their focus on employee health and wellness programs as a way to help minimize healthcare costs and boost employee engagement, wellness initiatives are being closely tied to workplace recognition programs. Linking wellness initiatives to an achievement-based employee recognition platform helps build employees’ personal motivation, increase employee engagement, and drive health and wellness program participation.
There can be expensive fees for unpaid off-the-clock activities under the Fair Labor Standards Act. Knowing what qualifies is the tricky part.
￼￼By Erin Daruszka
Employers are increasingly facing class action lawsuits about what is a compensable work-related activity.
Following the proper steps can help ensure FCRA compliance during the hiring process.
By Audrey Roth
Organizations leverage background screening when hiring new employees in order to protect themselves from making a costly mistake. But candidates are also protected by federal laws, like the Fair Credit Reporting Act (FCRA) that help regulate background reports by promoting accuracy and privacy of information in the files of consumer reporting agencies (CRA), according to the Federal Trade Commission. There are several kinds of CRAs that distribute information about credit history, check writing, and motor vehicle records, among others.
Research finds five key differentiators to increasing employee satisfaction and productivity.
By Bob Nelson, Ph.D.
Hiring the best talent is of little value to your organization if you don’t take the proper steps to
engage those recruited employees. Research from Quantum Workplace, a company that tracks employee engagement scores of more than 1.5 million employees within 5,000 companies nationwide, compared employers with high engagement scores with those whose scores had dropped in recent years. The study revealed five key differentiators:
We rank the top providers of talent management platforms based on customer satisfaction surveys.
By The Editors
Talent management technology providers offer a wide range of solutions to encourage an efficient and seamless hiring process: applicant tracking, onboarding, screening, reference checking, and video interviewing, among others. The organizations in our survey offer some or all of these services.
Managing contingent workers on a global scale requires special attention. Technology can help.
By Debbie Bolla
As you know, more and more organizations are continuing to leverage contingent workers as part of their overall talent strategy, so much so that contingent talent on a global level is taking off. Recent research from Ardent Partners shows that by the end of 2017, 45 to 50 percent of the total global workforce will be considered non-traditional or non-employee.
Happy New Year! The turn of the year is literally the act of marking time. Not much changes from the last day of December until the first few days of January other than a calendar digit. But the New Year is the time for introspection about what is to be accomplished and to also contemplate the future.
I have spent the last year visiting with many of the HR leaders and the HRO services and technology providers. Many of these providers have “development paths” and “innovation” groups or executives. The internal HR functions have three- year plans to drive the business forward. I am reasonably convinced that much of this is window dressing and am likely to irritate many of you in the reading audience as some of my opinions are a little controversial.
It seems so fitting that we kick off the first issue of the New Year with our Baker’s Dozen for Talent Management Technology. Managing talent is arguably the most important piece of the HR puzzle. Not a day goes by that there isn’t new research about talent: statistics circling the importance of attracting, engaging, and retaining the workforce. It has become a C-Suite issue. In fact, 60 percent of CEOs surveyed by PwC in 2014 say they’re concerned about not having enough talent. But technology is stepping in to help.
Talent acquisition platforms have come a long way since the early days when applicant tracking systems (ATSs) were born out of necessity to replace printed resumes. In our cover story, Powerful Talent Engines, I had the opportunity to dive deep into the changing nature of these ever- important candidate management tools. Dwaine Maltais, executive vice president of Technomedia, sums it up nicely: “An ATS provides companies with a means of managing open positions and building a repository of talent for current and future hiring needs.”
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