Economic and social factors are transforming the way in which organizations define today’s workforce. The confluence of a growing millennial workforce that values flexibility, the rise of automation, and the increasing prevalence of telework challenges organizations to recognize that a workforce is comprised of more than full-time, 9-to-5, career-track employees.
This altered definition of work will ultimately force companies to adjust their recruitment strategies in favor of what candidates are looking for from employers and how such a wide and increasingly remote talent pool will be managed.
To understand the ways in which today’s workforce is evolving and the reasons why recruiters must find ways to adapt to this changing definition of talent, it’s valuable to look at an overview of today’s workforce…This report does just that.
Published By: PayScale
Published Date: May 22, 2018
In a tight talent market where employees have choices about where they commit their time and talent, variable pay is frequently used as a retention, recruitment, and motivation tool. PayScale’s 2018 Compensation Best Practices Report (CBPR) reveals that nearly three-quarters of organizations give some type of variable pay.
Analyzing hiring costs checklist
Are you planning to hire new employeeS? Or trying to be more strategic in your recruitment process? This HR Audit checklist is here to help! Download today to start analyzing your hiring costs.
HR audit checklist is here to help. Download today and start analyzing your hiring costs.
To get the best performers and strongest leaders, proper performance evaluation processes and training opportunities need to be available. Organizations who utilize performance reviews and eLearning are more likely to experience:
• Higher engagement and productivity
• Increased career mobility
• Increased ability to manage compliance training
• More millennial recruitment
Interested in learning how to attain such benefits? Download How to Maximize Workforce Growth with integrated Performance Management and eLearning.
This webinar discusses the importance of tracking metrics, as well as explains which metrics you should measure to improve your recruitment effectiveness. You will also learn how the iCIMS Talent Platform can help you report key performance indicators with ease, to drive business success.
In order to maximize productivity, every company wants to ensure that it recruits and retains the best and the brightest talent. To compete and remain on the cutting edge of their respective industries, companies must ensure not only that they have enough people but the right people. Obviously, the goal is to get the biggest “bang” for the buck. However, it is no secret that recruiting talented employees can be difficult.
With a reviving economy, businesses will soon reach the point where recruitment, hiring, and expansion cannot be pushed off any longer. Therefore, the time to start the assessment and planning process is now.
Published By: PayScale
Published Date: Jun 28, 2017
Some believe that the salary history question runs the risk of perpetuating lower pay for those
who have traditionally been paid lower, such as women, contributing to ongoing pay inequity
or a pay gap. The thinking goes that if people have been routinely discriminated against
because of gender, race or some other factor, their pay may be lower than the market value
for the position. So, asking people their pay history as a means of determining a fair future pay
offer may not actually be fair at all.
As a result, a number of cities and states have developed or are developing legislation around
the salary history question, taking it off the approved list of questions during the recruitment
process. While employees are jumping for joy (and money), some companies are less
enthusiastic about the prohibition of the question. But just how prevalent is the salary history
question? And what is the impact, to individuals and organizations, of asking about prior pay?
At PayScale, we believe ther
Published By: Silkroad
Published Date: May 12, 2016
The Definitive Report on Talent Acquisition Strategies
The Top Sources of Hire Report is back for 2016 and is more comprehensive than ever—covering more than 13 million applications, 600,000 interviews, and 300,000 hires. It examines the top sources of hire and how they compare, including internal vs. external sources, online vs. offline sources, social recruiting, mobile recruiting and more!
The job market is back—and so is increased competition for top candidates.
Download this report to develop smart recruitment strategies for your organization.
Hiring the best candidate for a job should not be like finding a needle in a haystack. In order to ensure you successfully fill positions with game-changing talent, it is essential to specifically target your recruitment efforts with job seeker behavior in mind. In this webinar, iCIMS Product Specialist Michael Center will explain how you can leverage the iCIMS Talent Platform to make your organization a hiring force in the industry, while measuring the effectiveness of your recruitment process.
Published By: HireVue
Published Date: May 16, 2018
Unilever is a global player in the fast-moving consumer goods (FMCG) sector, with nearly a third of the world’s population using its products every day. The company has more than 169,000 employees working around the world, and its leaders estimate that within three years, as many as 60 percent of those employees will be Millennials. Critical to Unilever’s ongoing success will be its ability to attract these recent college graduates.
For its signature Future Leaders Programme, the company wanted its recruitment efforts to get ahead of the curve. The existing process was rooted in paper-based applications, phone interviews with recruiters, and manual assessment tests. It took four to six months to sift through 250,000 applications and ultimately hire 800 individuals. The company sought to radically transform this process using online gamification, digitally recorded interviews, and science-based assessment tests and data analysis.
In this case study, we:
• Explain the chal
Published By: Codility
Published Date: Dec 08, 2017
When you’re hiring, you need your screening process to provide reliable insights—and spotlight the best candidates in your pipeline—so you can make informed recruiting decisions. Ideally, you’re able to gather this crucial information quickly and efficiently, at scale, while simultaneously creating a great candidate experience.
The benefits of running a truly social business are many - driving shorter sales cycles, improving customer care, innovating your talent recruitment strategies, and improving how you coordinate your organization from top to bottom in pursuing unified goals.
Published By: Skillsoft
Published Date: Apr 23, 2015
In this paper, Judith Leary-Joyce explains why it is important to always be on the lookout for new talent, while also building existing employees’ CVs. From recruitment to development to retention and succession planning, Judith explains just how important learning is to every stage of the talent management lifecycle. So get reading quickly because the talent pipeline never stops moving.
"Outsourcing" often gets a bad name. But when it comes to your recruitment function, partmering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster.
A few years ago, during one of the toughest economic periods in recent memory, companies were looking for the lowest-cost option for handling recruitment. “Recruitment Process Outsourcing (RPO) was an attractive solution, and cost was often the main driver when contracts were signed,” says Angela Hills, Executive Vice President at Cielo, Inc.
Talent acquisition has changed, and it grows more complex by the day. As the world of employment evolves, so do the tools, tactics and strategies to locate the best talent. To master it all and find the right people for your organization, you need the help of dedicated talent acquisition professionals.