Four key differentiators map a blueprint that helps encourage employee productivity and loyalty.
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?
Recruitment marketing platforms are helping organizations get in front of today’s top talent.
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.
New research outlines the top five drivers of managed service programs.
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:
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.
A look at international unemployment rates can provide insight into talent markets.
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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