February 10, 2020 – New Castle, DE – XONEX Relocation, a third-party relocation services company, today announced that Jim Zimmitti has joined the company as Director of Operations. In this capacity, Jim will oversee the company’s relocation operations and supplier partnerships moving forward. He will also work closely with the client services team to ensure that operational and service goals are closely aligned and supportive of corporate strategy.
“XONEX Relocation is pleased to welcome Jim to the team,” said Paige Holden, President, XONEX Relocation. “Jim has had a long and successful career in relocation management, touching several key areas of the business, including procurement, supply chain and operations. With this experience, he brings a wealth of knowledge to the team that will enable us to not only meet our clients’ needs, but also explore new initiatives that will better position XONEX for the future.”
Jim has more than 30 years of experience in the relocation industry, having held multiple positions for a variety of relocation management companies. From relocation mortgage lending and client service relations, to inventory management and procurement, he brings a new perspective and robust skill set to XONEX.
RecruiterCast, hosted by David Webb, chronicles the modern recruiting journey each week with in-depth, industry-expert discussions.
Jacksonville, FL. – January 10, 2019 – BrightMove, Inc., a leader in recruiting software innovation, is excited to announce the launch of RecruiterCast, a weekly podcast designed to examine the recruiting industry, featuring advice and insight from influencers and industry experts.
Born from the need to provide a glimpse into the ever-evolving recruitment landscape, RecruiterCast appeals to several audiences – recruiters, job-seekers and employers, offering insight into how workforce hiring trends affect each.
Philadelphia, PA – December 12, 2019 – SharedXpertise, producers of the HRO Today Association and its CHRO affinity group C-TEN, HRO Today Magazine, and providers of events and research for the most senior levels of HR, is pleased to announce the promotion of Renee Preston to Senior Vice President of Membership Services, as well as Global Executive Director of the HRO Today Association. In this role, she will oversee client offerings, delivery and growth of the HRO Today Association and its executive groups, as well as the success of the Associaition’s annual membership conference.
Preston succeeds Zachary Misko, whose previous work in these positions spanned the past five years. Under this change, Misko will retain the title of Global Executive Director Emeritus, and will preserve his seat on the executive board for the HRO Today Association. He’ll continue frequently consulting with SharedXpertise, LLC sharing his expertise and thought leadership when applicable.
Since joining SharedXpertise in 2017, Renee Preston has brought forth twenty years of Association executive experience in connecting buyers, providers and advisors to SharedXpertise’s networks through the exchange of best practices. As a member of the leadership team in her previous role with IAOP, she successfully shaped the direction of its programs and directly contributed to the association’s growth and member satisfaction. Her proactiveness in relationship management resulted in delighted long-term partnerships.
San Jose, CA – December 10, 2019 – Recruiting experts, Pierpoint International (“Pierpoint”), have unveiled a new, rapid-response recruitment strategy, to accelerate the recruitment timeline. This evolutionary recruitment model is called RRO (Recruitment Resource Outsourcing) and RRO can dramatically impact a company’s hiring timeline and onboarding of talent.
At it’s core, Pierpoint is offering Clients a ready-now, expert recruitment team, prepared with a robust talent pipeline to identify immediate talent needs and begin recruiting on day one. This team commences the planning and roll-out of a sustainable recruitment outsourcing program aimed at long-term growth while simultaneously focusing on filling hard-to-fill positions to get talent in your door as the immediate priority. The ramp-up time is significantly reduced; talent is identified and retained, and onboarding begins an average of 3-6 months sooner than with traditional RPO platforms.
The Pierpoint team has been cultivating this program and offers the following metrics:
The global economy is projected to expand 2.6 percent in 2019, lower than in recent years due to global trade concerns between the U.S. and China, Brexit, and recessions in various European countries.
However, the global labor market remains tight with around half (25 of the 49) countries analyzed in this report showing levels of 5.0 percent or less, which is considered by many economists as at or near full employment, about the same as Q2 2019 findings.
In the United States, stocks finished a volatile quarter up, marking the third straight positive quarter. Both the S&P 500 and the Dow Jones Industrials increased by 1.2 percent within the quarter.
Philadelphia, PA – November 26, 2019 – SharedXpertise Media LLC, publishers of HRO Today, a leading publication in the human resources industry, and providers of events and research for the most senior levels of human resources, and Talent Management Alliance, LLC, a global knowledge-exchange network dedicated to the advancement of strategic talent management and leadership development practices, have announced a new fully integrated partnership. Under the terms of the new agreement, HRO Today will begin managing the assets and delivering the content of Talent Management Alliance’s present and future business ventures.
Since its inception in 2010, Talent Management Alliance (TMA) has been providing training via conferences, online education, and webcasts to help recruit, develop and retain top talent for leading organizations in the industry. The conferences and networking opportunities on specified topical content areas for human resources will be targeted at the director and managerial level and focus on providing guidance on tactical execution of the complex role of human resources in workforce recruitment, engagement and retention.
Below are the list of TMA events HRO Today will manage starting in 2020:
New York, NY – November 25, 2019 – Madison Performance Group, a global leader in Social Recognition, has enhanced its cloud-based SAAS solution, Maestro, with continual and ongoing integrations though MaestroCONNECT. The award-winning Maestro platform uses social employee recognition to strengthen the bond between managers and their teams; and the relationship between employees and their companies. Through a unique Strategic Program Design process, effective communications, comprehensive training and robust business analytics, Maestro delivers a complete solution for an organization’s Rewards & Recognition, Sales Incentives and Service Anniversary programs.
With MaestroCONNECT, Madison is able to provide an answer to customers’ needs by offering a seamless connection from its recognition software into other technology applications used for HR and workforce management. And now the software can connect to over 1,500 applications on the market today. A number that is continually expanding to support customers’ needs.
“We understand the need for creating convenience as part of an overall recognition program,” says Alex Alaminos, Madison CEO. “Many organizations find themselves using multiple programs to accomplish different tasks as it relates to employee data management such as for payroll, timesheets, and personnel data – all of which can be extracted and used as base information for employee recognition and rewards programs.”
In the third quarter of 2019, we see an increase in the Worker Confidence Index of 11.8 points over the second quarter, bringing the index to the highest level since the study’s inception. Three of the four indices that comprise the study reported higher results in the third quarter.
While the Job Security Index decreased by nearly 3 points from the second quarter to 101.5 points, this is still a high level of confidence. Females reported higher levels of confidence in their job security than males again in the third quarter of 2019, continuing the trend.
The cost of having a bad reputation and brand image can have an impact on your overall candidate pool. 87 percent of employed respondents reported that they would leave their current employer to work for a company with a good reputation. This is compared to the 54 percent willing to leave to work for a company with a bad reputation.
Among those who are willing to join a company with a bad reputation, a pay increase of 46 percent is needed as an enticement. Those who join a company with a good reputation can expect around a 37 percent increase in pay.
While gender has a financial impact on the hiring practices of companies with damaged reputations, baby boomers are the least concerned with corporate reputation. More experienced employees are least likely to take a job with a reputationally challenged company.
When job-seekers begin their job search, there are a number of avenues they explore to find that perfect position. According to bls.gov, in 2018, the number one way active job seekers pursued jobs was through sending resumes or filling out applications, followed by 50% who contacted employers directly and 23.8% reaching out to friends and relatives for work leads. Of the 5.4 million individuals seeking employment, about 14.5% sought the help of a public employment agency and 8% worked with a private employment firm. And naturally, those percentage numbers overlap as people used more than one way to find a job. Those seeking work are taking the steps to make themselves available. But yet, companies continue to feel the effects of a talent shortage, particularly in the skills sets they require.
With over 5 million individuals seeking work, it begs the question: is there really a shortage or is there a breakdown in how companies are finding and connecting with, or in other words, recruiting, their next company star?
Perhaps it is a timing issue, and a new way of thinking may be the answer when evaluating the manner in which we search and connect with talent.
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