September-2020

The Changing Talent Landscape

COVID-19 is driving TA leaders to rethink recruitment strategies.

By Marta Chmielowicz

Just last year, talent shortages and unprecedented competition in the labor market were hot topics in the recruitment space. At the time, there were more than 7 million open requisitions across the U.S. and the national unemployment rate hovered at a low 3.5 percent. But the coronavirus pandemic flipped the job market upside down, driving widespread furloughs, hiring pauses, business closures, economic uncertainty, and an unemployment rate of 11 percent. Faced with this new reality, hiring teams across industries are working to ramp up business operations once more while adapting to an ever-evolving set of challenges.

2020 Baker’s Dozen Customer Satisfaction Ratings: RPO

We rank the top RPO providers based on customer satisfaction surveys.

By The Editors

In today’s increasingly diverse, multigenerational talent marketplace, organizations have to innovate in order to stay ahead of their hiring needs. From adopting AI-enabled technology to leveraging data and analytics, modern recruiting is full of challenges—but an RPO can help. View our ranking of the top RPO service providers and find the right partner for your organization.

Agile, Adaptable, and Innovative

As workplace demands continue to evolve due to COVID-19, HR leaders share best practices for growing employee skills.

By Marta Chmielowicz

There is no arguing that 2020 has been a challenging year for business. From switching to remote work seemingly overnight to making ends meet in an economic downturn, organizations have had to be agile, adaptable, and innovative to stay afloat. And employees are feeling the impact: Workers across industries are being asked to adjust to rapidly changing conditions in an uncertain climate, often facing furloughs, shifting job requirements, and entirely new modes of work.

A Healthy Dose of Innovation

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.

Best of Both Worlds

Four strategies to leverage when transitioning to a hybrid workforce model.

By Alicia Seager

As the COVID-19 pandemic continues, many companies are gravitating toward a hybrid work model—one that provides the flexibility to work from home without completely eliminating the in-person office environment many employers crave. Case in point: 71 percent of employees and managers express a desire to continue working from home at least part time, according to the Work Trend Index from Microsoft.

Mastering the Mix

It’s critical to ensure team unity when managing a hybrid workforce.

By Dr. Penny Pullan

As many workplaces move into a hybrid model, with some employees in the office and others working remotely, it’s important to think carefully about how to get the most out of this new way of working.

Rolling into Open Enrollment

Annual benefits enrollment must undergo a shift to effectively embrace a work-from-home environment.

By Karen Frost and Kristie Marshiano

Annual enrollment is quickly approaching, and with nationwide shutdowns being reinstated and most of the workforce at home, it’s no surprise that this year’s enrollment will look different than usual. COVID-19 has caused a shift in employer plans and priorities, triggering many to reevaluate their approach to ensure it can be executed successfully in a time when most everything requires virtual or socially distanced settings.

Expanded Offerings

New research finds an increase in the desire and delivery of financial well-being benefits.

By Tom Kelly

In this pandemic economy, corporate budgets are being squeezed. But the need to provide both competitive benefit programs and cost-effective solutions is more important than ever. In response to COVID-19, many employers are looking to add benefits that can support emerging employee needs or fill gaps in current offerings.

CEO’s Letter: Perceptions are Realities

By Elliot H. Clark

In this month’s issue, we present the Baker’s Dozen Customer Satisfaction Ratings of more than two dozen recruitment process outsourcing (RPO) providers. Talent acquisition is a complex blend of operational excellence, technological application, sales panache, and marketing. Yes, employment branding is a major part of the conversation. How current and potential employees view a company is a big part of the decision-making about joining or staying, so perception of the company’s policies are paramount in this dialectic.

HRO Today

Editor’s Note: Hybrid How-to

By Debbie Bolla As organizations monitor workforce changes driven by COVID-19 and try to identify the shifts that may end up being permanent, the hybrid work model is one to keep an…
HRO Today
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