September-2018

2018 Baker’s Dozen Customer Satisfaction Ratings: RPO

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.

HRO Today Baker's Dozen

Out of the Shadows, Into the Spotlight

What do Facebook, Walmart, CVS Health, and Voya Financial have in common? A strong disability inclusion program.

By Marta Chmielowicz

Twenty-eight years ago, the Americans with Disabilities Act (ADA) was signed into law. Prohibiting discrimination against people with disabilities and calling for reasonable accommodations for all who need them, this piece of legislation was a landmark victory in the fight for civil rights and equal opportunities.

Disability Inclusion

CEO’s Letter: Protecting HR Investments in Services and Technology

By Elliot H. Clark

For many years, HRO Today has provided numerous customer satisfaction based rankings of providers through the HRO Today Baker’s Dozen Customer Satisfaction surveys. We appreciate the notoriety and respect the practitioner community has placed in the methodology of the ranking. However, we only perform this kind of study in up to 10 areas of technology or service. This leaves many categories that are not covered or fall neatly into the Baker’s Dozen program.

HRO Today

Building a Talent Ecosystem

An open source approach for recruiting today’s employees can deliver a competitive advantage.

By Antonis Christidis

Across the globe and across all industries, business leaders are facing the challenge of competing for digital talent to ensure their organizations are ready for the future of work. This is especially the case as artificial intelligence (AI), robotics, and ever-evolving forms of automation shape tomorrow’s business landscape. But in order to attract the right talent to successfully compete in the digital world, organizations must think beyond traditional sourcing approaches.

Open Source Talent

Data in the Driver’s Seat

Analytics have the power to help HR solve their toughest challenges.

By Debbie Bolla

There is definitely strength in numbers when it comes to understanding the workforce. Data has the power to determine the best sources of hire, underlying reasons for attrition, strategies to retain workers, and ways to optimize workforce planning. LinkedIn’s Global Recruiting Trends Report finds that 64 percent of recruiting and hiring managers use data during the decision-making process. With so much workforce data out there, where should HR begin?

Recruitment Data

Here Comes Gen Z

Showcasing purpose, growth, and flexibility is key to crafting an EVP that attracts younger workers.

By Marta Chmielowicz

For a long time, “millennial” has been the buzzword of the business world. HR professionals have been thinking of little else but benefits to attract them, programs to develop them, and strategies to manage and retain them. But with Generation Z about to enter the workforce, all of that will change.

Recruiting Gen Z

Finding the Right Candidates

Two companies share their innovative approaches to interviewing and assessment.

By Marta Chmielowicz

Organizations are facing unique challenges that are increasing the pressure on HR to get the right candidates in the right positions as quickly as possible. Take, for example, Community Health Network and Frontier Communications.

Interviewing

All Over the Map

Best practices for managing a remote workforce.

By Jo Deal

Remote work is no longer just for independent entrepreneurs, distant employees, or gig-economy workers. Smart companies are realizing they need to go where the talent is, even if that means hiring someone away from their offices. Remote work also does not exclusively refer to independent employees based away from a main office. It includes employees and teams who communicate and collaborate across multiple company offices—a reality that global organizations have embraced for a long time. Having this physical distance between teams requires companies to adapt and learn how best to manage and motivate when everyone is not in the same building.

Remote Workforce

D&I in DNA

Strategies to help organizations build a connection between D&I goals and business results.

By Amy Cappellanti-Wolf

“Culture eats strategy for breakfast.” That’s a quote from renowned management guru Peter Drucker—one that vividly illustrates the delicate and important relationship between a company’s culture and its business goals. Many organizations invest a great deal of time and money into building that elusive “winning culture” through in-depth engagement studies and large-scale initiatives that result in multi-year strategies for change. But it can be easy to overlook some of the simple ways to create a place where people feel inspired to reach their potential and help their company do the same.

Diversity and Inclusion

Step by Step

Two talent leaders share strategies that are ensuring success in the candidate-driven market.

By Debbie Bolla

Todays’ talent acquisition leaders have a very clear understanding of how each step in the hiring process can impact the end result. Sourcing strategies are critical in finding the right candidates and then once found, there is great pressure to deliver a positive experience in order to attract that key talent. Here, David Schubert, assistant vice president of HR, talent acquisition, and employee development for Baptist Health South Florida, and Scott R. Sell, vice president of talent selection and executive recruitment for Mercy, share their proactive approaches in today’s tight talent market.

Talent Acquisition
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