Tag Archives: May-2017

Engagement Equation

Four key differentiators map a blueprint that helps encourage employee productivity and loyalty.

By Dr. Bob Nelson

According to the Harvard Business Review, organizations spend over $720 million each year on employee engagement—which is projected to rise to over $1.5 billion per year—yet, employee engagement is at a record low. Just 30 percent of employees are currently considered engaged, according to Gallup—roughly the same percentage as when the fi rm first started measuring the topic about 20 years ago.What’s wrong with this picture? Why is increasing employee engagement so difficult?

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Courting Candidates

Recruitment marketing platforms are helping organizations get in front of today’s top talent.

By Madeline Laurano

Quality is not always easy to find. In fact, research from McKinsey & Company found that 40 percent of companies that plan to hire next year have had unfilled vacancies for six months or longer because they cannot find qualified applicants. In order for talent acquisition to be effective, recruitment needs to begin long before a candidate applies for a job. It needs to begin before that individual even knows they want a new job.This shift from a reactive to a proactive model can only happen when talent acquisition professionals stop thinking like recruiters and start to think like marketers. In consumer marketing, companies engage customers and educate them on their brands and products before they purchase a car or computer or take a vacation. This courtship between the individual and the brand gives buyers confidence in their decisions and establishes a sense of loyalty. Top-performing companies are beginning to realize that they need to take the same approach to recruiting talent.

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As the Market Matures

New research outlines the top five drivers of managed service programs.

By Nikki Edwards

There is no denying that the field of talent acquisition is more exciting today than ever before, with organizations facing a series of complex challenges and needs. Organizations have many considerations when it comes to their talent acquisition processes, including:

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Association Evolution

HRO Today Zachary Misko
From member to director, D. Zachary Misko shares the things that have changed and the others that have stayed the same.
By D. Zachary Misko
Some interesting facts about the number 10: The Korean alphabet has 10 vowels; Virginia is the 10th state to enter the Union; and the metric system is based on the number 10. The modern gift for the 10th anniversary is diamonds. Speaking of anniversaries, this year marks the 10th anniversary of SharedXpertise’s managing ownership of HRO Today.Ten years ago in 2007, I was on the other side of the coin: Instead of being global vice president and executive director of SharedXpertise, I was an active member of the then Human Resource Outsourcing Association (HROA) and a customer of HRO Today. I was involved with the board and co-chaired a special interest group (SIG), focused on research and publications for the association. I attended and spoke at the HRO World Forum and RPO Summits and would occasionally have an article or advertisement in the magazine. So how has the association evolved?

Today, the board of advisors has grown to a global team of 40 HR executives who are appointed to provide leadership and direction and to help drive growth and member engagement within the association, now aptly named the HRO Today Services and Technology Association to align with our magazine.

While we no longer have SIGs, we now have committees that meet monthly to discuss membership, standards and practices, professional development, and programming. Although 10 years ago, we might have hosted a handful of webinars for our members each year, we now provide more than 40 webinars annually. Referred to as thought leadership councils (TLCs), these are the perfect platform for learning and development opportunities for our members. Plus, today’s technology allows members to decide if they want to dial-in on a specific date and at a specific time, because all TLCs are recorded and available on demand.

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Then and Now

CEO Elliot Clark examines his first column in HRO Today: what was predicted correctly, what was a little off track, and what is to come.

By Elliot H. Clark
From May 2007: Showing Our Outsourcing FaceHaving survived my first month as the CEO of Outsourcing Today, I’ve had an opportunity to see up close how our operations work, and I want to let our loyal readers, customers, and prospects to discuss some of the exciting things that are changing at HRO Today. I also wanted to write about what is not changing.

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A Snapshot Across the Globe

A look at international unemployment rates can provide insight into talent markets.

By The Editors
Much insight can be derived from international unemployment rates. To explore international labor markets, PeopleScout has partnered with HRO Today to produce ongoing reports that compile current international labor market figures, including measures such as national gross domestic product (GDP) and unemployment rates over time, from countries across the globe

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Editor’s Note: Remaining Strong

We have big reasons to celebrate here at HRO Today. This issue marks the 10th anniversary of SharedXpertise overseeing the design and development of HRO Today. So it was only appropriate to take a walk down memory lane to see how much the industry—and our magazine—has changed over the years.
A trip to the archive was in order. The 10-year timeline aptly named “A Decade in the Making “(see page 12) is the result of thumbing through nearly 100 issues. I seriously felt like I was combing through microfiche at the library. To continue to date myself, I have been here nine years and I was truly geeking out when taking on this project.It’s incredible to see our evolution:

• Long gone are the days of multi-year, multi-million-dollar, multi-process HRO contracts. As renewals came to the market in 2008 and 2009, more sophisticated buyers sought best-of-breed solutions.

• Social media was recognized as a possible recruitment strategy in 2008. I’m sure today, recruiters can’t imagine life without it.

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HRO Today Services and Technology Association Update: The (Near) Future of Talent Acquisition

HRO Today Zachary Misko
This month at our annual HRO Today Forum North America we introduced our Talent Acquisition Leader Executive Network Team (TALENT). This is HRO Today’s way of helping companies and talent acquisition leaders become more successful in a collaborative executive network. This group will be dedicated to advancing the profession and industry with essential, knowledge-based, data-driven thought leadership, collaboration, and transformation. This is your opportunity, as a talent acquisition executive, to engage with other leaders, share past successes and failures, and learn about standards and practices to reduce waste and improve customer service, candidate experience, and employer brand. Ultimately, members of this network will gain a competitive edge in the world of recruitment. Activities already planned for this team include community access, quarterly calls, an annual retreat, and the chance to develop standards and practices for the industry. We will also be compiling and publishing a talent acqusition “playbook” as a testament to what is working in talent acquisition, industry trends, metrics, forecasts, and predictions.

For more information on joining this group, please contact me at Zachary.Misko@SharedXpertise.com. In the words of the Terminator’s John Conner, “There is no fate but what we make for ourselves.” Regardless, buckle up, because it’s going to be an exciting ride.

The HRO Today Services & Technology Association is also responding to the needs of members and enabling technology to help us better manage social media, online networking, on-demand learning and virtual opportunities to engage. The association brings its members great content each month via our Thought Leadership Councils’ (TLCs) webinars, which explore and discuss topics within talent acquisition, talent management, employee relations and services, and outsourcing. The monthly newsletter and our website feature breaking news, trends, and best practices from our global HR members. Our monthly committee empowers members to drive how the association responds to industry needs, sets standards and practices, and enhances our user experience. In June, we will be launching TLC Talks: 10-minute podcasts for quick learning that will showcase research and best and next practices in the world of HR services, technology, and practices.

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