View the results of this year’s RPO Baker’s Dozen ranking.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.
Ways healthcare organizations are pivoting their recruitment and hiring approaches to overcome the global pandemic’s challenges.
By Debbie Bolla
With the Bureau of Labor Statistics already projecting the healthcare market to grow by 8.4 million jobs by 2028, COVID-19 has caused an even more pressing need for the right talent at the right time. Shannon Levesque, vice president of talent acquisition and workforce planning for Boston Children’s Hospital, is no stranger to this pressure. She says that during the pandemic, keeping employees engaged with opportunities for full employment has been a main priority.
Research shows four key themes organizations can leverage to improve their recruiter training programs.
By Larry Basinait
In the U.S., the July 2020 Employment Situation Summary by the Bureau of Labor Statistics confirmed the tightest labor market in half a century. As companies recover from the impact of COVID-19, many are once again looking for specific skill sets when bringing on new employees. Employers should prepare to be inundated by candidates, many of whom may not have the needed background. Effective recruiter training is key to parsing out the best from the rest.
Five talent acquisition metrics will be critical to developing an effective hiring strategy post-COVID-19.
By Debbie Bolla
The global health crisis has caused organizations to shift many of their business approaches very quickly. One critical function that has been highly impacted by COVID-19 is hiring. From furloughs and hiring freezes to ramping up forces of essential workers, talent acquisition (TA) and HR teams have had to respond efficiently and effectively in a challenging landscape. And it’s time to pivot once again as workplaces reopen and leaders enter a new phase: recovery.
Organizations that leverage a hybrid RPO partnership gain talent acquisition flex and scale for challenging times.
By Tierney McAfee
Depending on the industry, most organizations are looking across their business to understand where they can either cut costs or bolster support for critical operations in response to the COVID-19 pandemic. Built-in scalability or flexibility during times like these helps companies implement any needed changes quickly—and with less disruption to the business. While this applies to any business function, it’s especially impactful for talent acquisition.
Tech-enabled, e-interviewing and candidate-care ‘bot creates seamless, effective experience for hiring managers and candidates alike.
With Jeanne MacDonald, President, Global RPO Solutions, Korn Ferry
High-volume recruiting and hiring. In the past, the process was often costly, time consuming and ineffective, as finding the right candidates who would not only take the job – but stay – was difficult.
A Revolutionary New Idea: Recruitment Resource Outsourcing
featuring Miguel Terrizzano, CEO, Founder, Pierpoint
When it comes to your recruitment strategy, one size does not fit all.
Today, recruitment teams must be able to engage all facets of the industry – but what factors must be considered before recruiting hourly versus salaried workers? And how can new employee views affect this?
Join us in examining the differences – and what this could mean for you – in our latest HRO Today Flash Report.
With the extremely low unemployment rate and a growing skills and talent gap, U.S. companies are struggling more than ever to find, retain, and compete for the right talent to help their business grow and become a competitive player in their industry.
But as the recruiting environment grows more complex and fast-paced, RPOs must go the extra mile to deliver value-added services and speedy solutions. This whitepaper, presented by Pierpoint, delves into how the next stage of RPO – Recruitment Resources Outsourcing (“RRO“) – is beneficial for companies to implement.
Here’s what you’ll learn:
With Zain Wadee, Executive General Manager – Operations, Harrier Talent Solutions
What challenges does the future of work present for Australian employers?
The future of work is here. In Australia, significant developments in technology and automation across our largest industries are already creating new demands for talent and a re-think of internal talent development and mobility. As a talent partner, we are doing much more than sourcing external talent for our customers, we’re taking a holistic approach to talent acquisition and employer branding by ensuring that our customers are focused on internal skills development and alignment to future needs. It is critically important that we are creating new opportunities for those people whose roles are at risk of redundancy due to technology and automation. Retrenching employees and hiring in new talent is not a sustainable strategy from a talent attraction or brand perspective and has obvious moral implications.
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