The value of RPO continues to grow with game-changing momentum among midsize deals.
By Debbie Bolla
For Greg Hanno, engaging in a midsize recruitment process outsourcing (RPO) deal for his new firm Summit Truck Group was a near no-brainer. The senior vice president of human resources had partnered with talent acquisition solutions provider Novotus in a previous role and knew similar benefits could be achieved. At the time when Hanno joined the organization 18 months ago, Summit Truck Group was embarking on an acquisition and growth strategy—one that called for up to 240 hires per year, including highly skilled diesel service technicians who are key part of the company’s revenue stream.
We rank the top providers based on customer satisfaction surveys.
By The Editors
Incorporate hashtags to reach a broader network of job seekers.
By Michelle Stedman
Recruitment is so much more than finding workers to fill available positions. It’s about finding the right people who can make a valuable contribution to the company. Social media makes it easier than ever to show off corporate culture, goals, and facilities to those who could be the right fit. But how can organizations make sure the right people find their posts?
Why Al Pacino understands RPO better than many buyers.
In the steroid-pumping NFL film, Any Given Sunday, Al Pacino plays a top NFL coach who gives a stirring speech to his locker room of alpha-male football players saying, “On any given Sunday, you’re going to win or you’re going to lose.” He goes on to tie success into personal resolve and “manhood”. Feminist complaints aside, that speech should be given by every CEO in the HRO Today RPO Baker’s Dozen Customer Satisfaction Survey Enterprise List to their teams. But
the truth is that practitioners need to embrace its message more than providers. There is a bizarre and unexplainable fascination with the top five!
We don’t understand it at HRO Today. There are 13 companies on the list and on any given Sunday, any of them could beat any other provider for a particular deal. We give HR and procurement a lot of data to match the size and scope of the needs of their deal and to help them pick to whom they should submit RFPs. Yet the buy side insists that any of the companies at the top of the list can perform any deal regardless of size and industry. Let’s step aside from top five for a moment and just look at one through 10. Number 10 is the venerable IBM Kenexa Recruitment Services-one of the pioneers of the RPO service offering (full disclosure: they’re my alma mater). Does being below number five mean that they are not big enough to do your deal? After all, they are just part of a company nicknamed ” ___ BLUE”. Can you fill in the blank?
Four strategies organizations can leverage to better align global mobility with talent management.
By Christa Elliott
In today’s competitive business environment, mobility is more than just relocating employees to new markets. It means creating a global business plan around the drivers and goals for annual relocations—and seeing beyond the bottom line in terms of measuring the efficacy of mobility programs.
A new study examines the impact engagement has on driving business outcomes.
By Dr. Scott Mondore
Does engagement cause business outcomes or do other elements of the work environment play a bigger role in driving outcomes? This is what SMD set to find out using advanced cause-effect analytical methods. Unfortunately the phrase, “Everyone knows that engagement drives business outcomes,” has been uttered countless times by hopeful human resources professionals over the past 20 years. Why? It seems plausible and certainly makes a connection between HR work and the bottom line. But often, it is not based on facts, data, and research. Academic research (Work & Stress, Journal of Applied Psychology, and Journal of Vocational Behavior) has demonstrated, at best, mixed results in connecting engagement to outcomes.
Learn about McKesson’s data-driven approach that informs and drives HR strategy.
By Jorge Figueredo
Organizations today are leveraging data analytics in several different ways, from determining what product developments to prioritize to deciding which customers to target. But fewer companies employ a data-driven strategy throughout their entire organization. Evidence-based decision-making is equally as important for internally-focused departments—like HR—as it is for externally-focused departments.
See how 2016 iTalent competition winner The Muse is revolutionizing online job search.
By Marta Chmielowicz
Searching for a job online can be a frustrating and unrewarding process. Hours are spent perusing hundreds of dry, banal listings that provide no real insight into company brand or culture. Over time, the listings begin to blur together, leaving job seekers confused and discouraged about ever finding a good fit. When most career platforms are geared toward offering quantity over quality, it can be difficult to determine which companies are uniquely qualified to fill each candidate’s specific needs.
The 2016 HRO Today Forum EMEA heads to Edinburgh – a preview of must-see events.
By Christa Elliott
What falls out of the Talent Cloud in EMEA? Get ready to find out: This question will be answered at this year’s HRO Today Forum EMEA. This annual industry event offers attendees the opportunity to network with more than 250 leading HR thinkers and practitioners as well as gain insight into the ever-changing industry. The 2016 forum will take place in Edinburgh on November 8-10.
SaaS-based compensation solutions offer layers of valuable data that go way beyond just pay.
By Aaron Hurst and Jayson Saba
When all else fails, trust payroll data. The reality is that in most companies, there is no single source of truth for people-related data. Often, companies either have multiple HR systems or rely on spreadsheets to make sure they are reconciling all of the different data sources. In these cases, payroll data becomes the most trusted source. It is hard for a company to mess that up. Plain and simple, if they do, they will either hear it from employees or from the IRS. While the holy grail is a single application for HR, payroll, workforce management, time and attendance, and talent management, most companies aren’t quite there yet. In fact, research from Sierra-Cedar’s annual HR Systems Survey report shows that 98 percent of companies still rely on Microsoft Excel for reporting and analytics, and less than half (43 percent) have embedded analytics in the HR management system (HRMS) of record. Nonetheless, the same research shows that 99 percent of companies have a payroll system in place.
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