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Businesses today always ensure their teams are trained in the use of strategic platforms and apps. However, internal human resources (HR) systems remain poorly attuned to the needs of the employees they serve. This creates a problem, as employees expect the same frictionless, consumer-grade engagement with their employer that they encounter elsewhere. So, what can be done here? Well, read Kunle Lawal’s blog to learn how to overcome this challenge and start laying the foundation for real change in any organization.
What factors help inform a comprehensive approach to HR service transformation? Is it having a digital contact center in place that works, or is it implementing proven automation processes into ways of working to ensure things run smoothly? Perhaps it’s putting the right architecture or support in place? Well, the answer is to achieve a synergy between all of these factors – but how does this work and how can organizations get from A to B? Read on to find out more…
If organizations want to bring digital transformation to their HR relationship challenges they can do this however they want. They can work with their trusted partner on a long-term, managed service basis. They can run their own HR processes, with this partner providing knowledge, support, and advice to agreed levels, or they can ask their partner to provide practical assistance during a particular phase – such as digital transformation. But where do people, processes and technology fit into this picture? Read on to find out more…
These three quick reads from Broadleaf will give you the facts on how a flexible recruitment process outsourcing solution can bring value to your business; offer five strategies for ensuring excellence in the quality of service provided within an MSP program; and provide tips to improve your organization’s culture, enhance employee engagement, and strengthen your employer brand.
Even before COVID-19, healthcare organizations were already facing unprecedented recruitment challenges. According to the Bureau of Labor Statistics and US Census Bureau projections, to meet the needs of a growing aging population and comply with legislated staff ratios, healthcare employers will need to hire an estimated 10,8 million new clinicians by 2028. Korn Ferry looks at three key areas where healthcare organizations should act now if they want to successfully navigate the talent crisis. Read full article
“Why can’t people have the same kind of interaction with their employers that they experience outside work?” Implicit in the answer to this question is the need to remove the roadblocks in business processes and bring more intelligence into the systems that drive them. Read more about how to enhance your employee experience through implementing next-generation, digital HR operations. Read full article
Despite the wide-scale technological advancement and innovation taking place around the world, a digital talent shortage currently exists. According to a study by LinkedIn and CapGemini, 54% of businesses state that the digital talent gap is hampering their digital transformation programs. Moreover, these same businesses claim to have lost a competitive advantage over industry rivals due to a shortage of digital talent.
Find out how your company can benefit from a well-designed RPO solution by downloading our latest E-Book, “A Common Sense Guide to RPO for Digital Talent Acquisition.” Download here.
Warnings can come from unexpected sources and at inconvenient times regardless of where you stand on the “leader ladder.” And leaders who dismiss them do so at their peril, as the saying goes. They might not be brought down by a dagger in a toga, as was the case with Caesar, but the consequences of ignoring warning signs can feel like a stab in the back. And while the soothsayer had to analyze the entrails of a sacrificial animal to see that Caesar’s leadership was in trouble, today’s leaders can avoid organizational daggers far more easily and with less bloodletting, simply by engaging those they share power with. Read full article.
Remote working. Understanding and managing talent expectations. Driving workforce agility. What lessons have you learned from 2020’s challenges? How will you use what you’ve learned to rewrite your talent strategy playbook for 2021? To find out how businesses are adapting as we pivot into a transformed global economy, Randstad Sourceright surveyed 850 human capital leaders in 17 markets around the world. Here are just some of the findings of our sixth annual Talent Trends Report:
- 77% of human capital leaders say their talent strategies are now more focused on workforce agility than ever before. Is your talent strategy agile enough for the uncertainties that still remain in 2021?
- 63% believe the talent experience is now more important in a post-outbreak environment. Has your company been effectively managing its employer brand?
- 50% of permanent employees and 44% of contingent talent are working remotely post-pandemic. How can you leverage a transformed talent supply chain?
Download your copy of the 2021 Talent Trends Report, “Rewrite your talent strategy playbook during extraordinary times,” to get this year’s top 10 human capital trends. Get the insights you need to build your 2021 talent strategy and guide your organization through new challenges in the year ahead.
As the accelerated utilization of clean and renewable energy sources have caused the energy and utilities industry to expand, so too have labor demands within this space. Industry leaders have looked to RPO solutions to address wide-ranging recruiting strategies and augment their bench of in-demand talent.
Find out how your company can benefit from a well-designed RPO solution by downloading the latest E-Book from Broadleaf Results, “A Common Sense Guide to RPO for Energy and Utilities.”
The growing utilization of RPO and its emergence as a practical workforce solution has caught the eye of many healthcare providers. In recent years, the entire industry has devoted additional focus and substantial resources into its recruiting efforts for not only traditional health care roles, but entirely new ones, such as Chief Data Officers.
Find out how your company can benefit from a well-designed RPO solution by downloading the latest E-Book from Broadleaf Results, “A Common Sense Guide to RPO for Healthcare Providers.”
As RPO has become a more widely utilized workforce solution, leaders in the banking and financial services space have taken notice. In hiring for traditional positions – along with recruiting candidates for emerging roles in quantitative analysis and AI – this industry has commonly leveraged RPO to enhance and refine its approach to recruitment.
Find out how your company can benefit from a well-designed RPO solution by downloading the latest e-book from Broadleaf Results
This ebook highlights research from the Integrated Talent Solutions partnership of AMN Healthcare + Randstad, examining current healthcare industry and talent management trends. The findings include:
-Insights into the four high-impact trends affecting healthcare talent management today
-Key challenges facing peer organizations
-The seven-step Talent Management Success Roadmap
Contingent labor in healthcare embraces a wide range of roles other than nurses, physicians and allied professionals, roles occupied by hundreds of thousands of non-clinical personnel. The term now encompasses not only talent placed by staffing agencies, but also any relationship between a worker and employer that has a defined end date. Along with the benefits of using contingent labor, businesses face labor-related challenges, including credentialing and compliance risks.
Download our white paper and learn best practices for the management of contingent workers, insights into how managed services programs can assist with this, along with tips for mitigating risk for the healthcare organization.
Standard human capital approaches are insufficient to manage issues such as how and when to bring back clinicians and staff that have been furloughed or laid off, how to adjust policies to ensure productivity and job satisfaction remain intact for those who work from home, and how to properly support the rise of telehealth as a care alternative.
This white paper explores how performance-based Recruitment Process Outsourcing (RPO) presents healthcare providers with an opportunity to address this complex array of challenges. The paper outlines an integrated model with four critical dimensions.
Hear from ISG experts on the evolving HRO industry, including their market perspectives on how service providers have performed during the COVID-19 crisis; HR outsourcing prevalence and emerging trends; the complex provider landscape; and the future of HR service delivery.
View the webinar from ISG
ERA General Manager, Rene Webster, answers the question: Is there still a market for relocation to Africa amidst a global health crisis with hard-felt economic effects? Read the article
After the economic downturn of the early 1990s, many organisations turned away from workforce planning and dismantled their specialist teams because the planning system failed to predict the extent and nature of workforce change which the recession brought. The claim was that life was now just too uncertain and complex for planning to be of any use. Read the article
One of the interesting aspects of the COVID-19 crisis is the extent to which it has highlighted the limitations of the UK’s health service, its structure, organisation and management culture. Read this blog post
When the same jobs go unfilled month after month, it does more than hurt your bottom line. From a poorly perceived employment brand to impacting your organization’s ability to effectively recruit in the future, a failing recruitment strategy is a difficult trend to reverse. Download this quick read from Yoh to uncover expert recruitment strategies to survive and navigate the ongoing talent shortage that is plaguing U.S. companies. Download the eBook
How are talent leaders making decisions about where AI, automation and other smart HR tech can really make a difference? Which recruitment tasks do they want machines (or people) to handle? How do employers across geographies and industries expect tech adoption to impact both their workers and candidates? Find out in Randstad Sourceright’s Q3 issue of Talent Trends Quarterly.
Sevenstep explains how to bring clarity and simplicity to talent acquisition, particularly when working in partnership with a Recruitment Process Outsourcing (RPO) partner. Read this article.
Most top-tier Recruitment Process Outsourcing (RPO) companies are ‘able’ – but the key to success is finding one that is also ‘willing’ to manage the change that comes with new priorities, challenges and expectations. Read this article
Born between 1965 and 1980, Gen Xers currently represent about a third of the workforce. While they may not be the largest contingent in the workplace, they certainly are one of the most vital. Seasoned, reliable and self-assured, their ability to get the job done whether as managers, team leaders or solo practitioners makes them invaluable contributors across any growing organization.
Sevenstep’s 2018 Global Talent Acquisition Survey reveals that businesses are investing more in talent acquisition. Why? Desire and necessity. They have to invest more in recruitment because skill and talent shortages have increased the time, costs and challenges of making good hires. But are recruiters themselves seeing more investment in their careers and skills? Or is that influx of investment concentrated on programs—the systems, tools and tech that support recruiting? Click here to download the infographic. Read the blog post.
An update was done to HRO Today’s Hiring Metrics Survey and the infographics below highlight some of the key findings from respondents around their talent acquisition efforts:
- Application of Predictive Analytics
- Plans for Implementing Predictive Analytics
- KPIs Used for Recruiting Success
- Factors Preventing Predictive Analytics
- Segmenting Metrics
If you find yourself struggling to compete for talent as a mid-sized organization, there is good news. It is possible to apply a forward-thinking approach without the deep pockets or resources of a global enterprise. Specifically, a total talent approach — the strategy based on integrating all talent, from employee recruitment to management of flexible workers and contingent workforce suppliers — is not only available, but often more quickly accessible to the smaller organization as compared to their larger corporate counterparts. The improvements in speed and agility can be crucial, particularly in evolving organizations with high-growth expectations.
If your organization is like most companies, you likely face significant challenges finding qualified talent with critical skills. An inability to secure talent can delay initiatives, hinder growth, reduce the quality of products and services and create a profound drag on profitability. One key issue is driving these challenges: the way people work is changing. Younger workers have new needs and values. Older workers are retiring in large numbers, but they still want to continue to put their skills to use. As a result, more professionals, both young and old, are embracing flexible work as a matter of choice. They are choosing to work as contractors, contingent workers or freelancers. Meanwhile, companies are changing more quickly with the advance of digitization and new work models. Demand for certain skills is high, supply is limited and the resulting talent scarcity requires a new approach to securing and managing talent.
When it comes to talent, the headlines are true: demand is outstripping supply. That means you have to compete for scarce skills, whether you are a global enterprise with 10,000 workers or a regional business with 500. As a result, companies of all sizes and stages of business evolution are rethinking their approaches to acquiring critical talent — including contingent workers, freelancers, contractors and permanent employees alike. One strategy that is gaining attention among certain companies is a variation of the Managed Services Program (MSP). For organizations that fit certain profiles in size, industry and internal structure, this model provides a dedicated service team, often located onsite, combined with total talent coverage that can help employers better compete in a changing talent landscape.
Contingent Workers, Contractors, and the Contingent Talent Brand: Five Myths that Hold Companies Back
In the context of the contingent and contractor workforce, a more accurate term for the employer brand concept is “contingent talent brand.” Like the employer brand, the contingent talent brand embraces the fundamentals of branding best practices, but it also accounts for the unique needs of the variable workforce.