Tag Archives: march-2015

CEO’s Letter: Happily Ever After

Happily Ever After

By Elliot H. Clark

Happily ever after is the way most fairy tales end, but real life has a way of making them, well, fairy tales. I had an old friend who used to say that you could tell the difference between a fairy tale and a war story because fairy tales began with “once upon a time” and war stories started “this s#*t really happened.” When it comes to HR and the selection of HR partners, it typically starts as a fairy tale and ends as a war story.

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Bringing SOW Management to the Next Level

As the temp market continues to grow, it’s time for organizations to put strategy around SOW.

By Bill Hatton

Ask a group of experts about statement of work (SOW) employees, and you’ll get quick agreement that they are on the rise. The reasons vary: the Affordable Care Act, procurement rate cards, and a desire to obtain specialized skills for a fixed rate. There’s also consensus that managing these workers requires special attention, as they can expose a company to considerable risk.

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What’s Your Engagement Strategy

HRO Today Forum speaker Beverly Kaye offers three key strategies that build loyal, productive employees.

By Debbie Bolla

How engaged are my employees? It’s a question that many HR executives face on a daily basis and one that
 has made its way to the C-suite. In fact, according to Deloitte’s 2014 Global Human Capital Trends research, 78 percent of business leaders rate engagement as urgent or important.

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Taking Flight

EVP and CHRO Lisa Buckingham’s role expands outside of HR—and it has given her wings to fly.

By Kim Shanahan

Many HR leaders are tasked with expanding their roles beyond the basics of human resources. Lisa Buckingham, executive vice president and chief HR officer for Lincoln Financial Group, is one of those executives who is doing just that—and doing it well. She is currently responsible for HR, brand and enterprise communications, and corporate social responsibility activities for the financial services company. Headquartered in the Philadelphia region, Lincoln Financial Group is a Fortune 500 company with more than 10,000 employees. With a strong focus on four core business areas—life insurance, annuities, retirement plan services, and group protection—the business is built around supporting, preserving, and enhancing customers’ lifestyles and providing better retirement outcomes.

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Elevating Employer Branding

Organizations are now looking to RPO to effectively communicate their corporate reputation—and it’s working.

By Gary Bragar

Employer branding has become an integral piece to an effective talent strategy since it’s synonymous with a company’s reputation as an employer. It portrays the image of what the company is like to work for. The purpose of properly conveying and clearly communicating an employer’s brand is essential to attract, engage, develop, and retain the best talent for your organization.

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Debunking Discrimination

Three steps to remaining compliant when leveraging video interviewing.

By Chris Young

Digital interviews are being rapidly integrated into HR and recruitment practices. In fact today, video interviewing is quickly becoming the norm in an employer’s interview process with more than two thirds of organizations using live or pre-recorded video technologies, according to an OfficeTeam survey. Many organizations use live video interviews to reduce travel costs and break down the geographical barriers in the latter part of the interview process. Pre-recorded video interviewing allows the sourcing process to become more time efficient. Video offers the ability to provide an authentic look into early-round candidates at the convenience of both the candidate and the recruiter. Despite the cost and time savings benefits that video interviewing offers, with the movement to video comes concerns around Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) compliance.

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A Reflection of Needs

Workforce mobility is starting to take a more custom, consultative approach in order to thrive in today’s competitive landscape.

By Russ Banham

The global transformation of business continues to alter workforce mobility patterns with many organizations revising their approach to long-term overseas assignments and shorter-term commuter arrangements, based on geopolitical, macroeconomic, and even demographic factors. As organizations seek advice and assistance to tackle this evolving paradigm of workforce mobility, it is breeding a range of new services. Chief among them is consulting services, data analytics, and benchmarking. Other trends include more boots on the ground in foreign locales, as well on-site personnel at the client facility as virtual extensions of its HR staff.

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CHRO Challenges

A new survey reveals the top three challenges facing HR. Advice on how to turn them into opportunities.

By Paul Mandell

Chief HR officers (CHROs) of today’s global businesses have more on their plates than ever before. From new laws and regulations that differ by jurisdiction to an evolving international labor supply, the challenges of
HR management seem to multiply and become more complex with each passing day. Consero Group’s Chief HR Officer Data Survey set to gain the perspective of senior corporate executives with the goal of identifying their most significant challenges. The survey results point to three top concerns—but with proper planning and advice, they can be overcome.

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Hidden Talent Patterns

A new book shares 14 benefits you can gain from analyzing social recognition data.

By Eric Mosley and Derek Irvine

We are in the early stages of a pervasive technological movement grouped under the umbrella term big data. Huge sets of data are examined by powerful analytic tools at unimaginable speeds to generate insights about the past and present, and even to predict the future (a practice called predictive analytics). You already see the effects of this nascent movement: Weather forecasts
 are more accurate. Marketers detect trends before they are obvious and create products to serve those trends. Retailers stock shelves with just enough products to meet demand. Web pages contain eerily personal advertising.

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