Few things matter more to business success than human
capital. The right mix of people, skills, and culture can create
competitive advantage for companies, reshape industries,
and drive prosperity across regions. As a new generation
joins the labor market and employment options evolve in
an increasingly global and knowledge-based economy,
effective workforce management is a strategic imperative.
Opportunities abound in this new environment, for both
employers and employees—but so do risks.
By now, it’s well-accepted that a comprehensive, up-to-date compensation plan is a must for successful business. A tight talent market means organizations are focusing more than ever on strategies to retain and hire top employees, compensation being a big one. Unfortunately, putting together a strong compensation plan is no easy task. It requires in-depth thought, cross-team collaboration and real effort
Leading a successful business means knowing the market, understanding
product trends, hiring the right people, enabling those people, staying on top
of expenses, making the right investments and countless other responsibilities.
One area you may or may not have on your mind is compensation. In today’s
tight talent market and ever-increasing competition spurred by technology,
the web and globalization, getting compensation right is more important than
ever. It impacts recruiting and retention, sure, but it also affects company
culture and even your bottom line. It has legal implications, too.
With the changing demographics (and expectations) of the current workforce, plus
automation opportunities today’s software provides, it’s time to modernize your
organization’s compensation. In this guide, we’ll share in detail the reasons you
should make modernizing your comp a priority, the value and ROI of implementing
modern compensation software and specifically how PayScale’s modern comp
Published By: Aon Hewitt
Published Date: May 25, 2016
Today in the United States, employer-sponsored health benefits are the source of coverage for more than 149 million individuals.1 Fueled by many factors, including rising costs, legislative changes, new provider models, and evolving market forces, the health care industry is undergoing a transformation. And as health care evolves, so must the employer’s role in it. What has not changed, however, is employers’ belief that health benefits are a key differentiator for talent. In fact, most large employers plan to continue offering coverage in spite of the uncertainties in the health care market. To keep pace with the changing environment, employers must rethink their role in health coverage: how they sponsor, structure, and deliver health benefits, and how they manage costs while keeping employees healthy, productive, and satisfied.
Published By: Polycom
Published Date: Jul 24, 2014
Manufacturing is on the move. Leading companies are relocating near supply and demand, as well as the best talent. They’re digitizing operations to automate critical processes and enable crowdsharing. Manufacturers are building innovation hubs to accelerate R&D. They’re wooing – and retaining – talent with continuous knowledge sharing and professional development opportunities. And they’re using an array of technologies to capture and leverage the insights and skills of their best thinkers: industry visionaries, emerging technology experts, and process reengineers. Manufacturers are doing this quietly and consistently. To take aim at the target of market leadership, it pays to draw closer – and then closer still. Are you ready?
Published By: Polycom
Published Date: Jul 24, 2014
Build or buy? When manufacturers have sought new leaders, they have typically done both: grooming talent in-house and paying market rates for the best thinkers and managers.
With the growing STEM (science, technology, engineering, and mathematics) shortage, companies will be harder-pressed to buy – and keep – top technical talent. Emerging and established leaders will command premium prices and field continual offers, increasing the likelihood they’ll make frequent job changes, taking their industry and institutional knowledge with them. As a consequence, manufacturers will need to build their talent pipeline, empower knowledge workers with the tools and intelligence they need to succeed, and provide professional development opportunities that exceed what competitors offer.
This will be a marathon, not a sprint. What’s key to making the race for talent successful: virtual training environments that accelerate learning and innovation.
Our 2016 Salary Guide takes an in-depth look at salaries for traditional legal occupations, as well as the most sought-after positions in growing areas such as Information Governance and eDiscovery. Accurate national and local salary data combined with up-to-date job descriptions provide you with the knowledge you need to engage, hire and retain premier legal professionals.
Virtual classrooms are an effective and widely used learning delivery mechanism—one that today’s economically and geographically challenged talent development functions have embraced enthusiastically. ATD’s Virtual Classrooms Now: Using Technology to Reach Today’s Workforces whitepaper identifies practices that are gaining positive returns for companies achieving strong market performance and high levels of learning effectiveness. Download this whitepaper to learn what’s working in virtual classrooms today.
Published By: Jobvite
Published Date: Aug 25, 2016
The talent acquisition market has changed dramatically. It is no longer just about placing ads on different sites and waiting for the resumes to roll in. Rather, it’s ferreting out those passive candidates and convincing them that your company is where they can shine and grow in their profession. Today’s recruiters must proactively search, find, and nurture candidates in this tough job market, and they need good tools to do this. In Forrester’s 45 criteria evaluation of talent acquisition vendors, we identified the 12 most significant software providers — ADP, Cornerstone OnDemand, Findly, IBM Kenexa, iCIMS, Jobvite, Lumesse, Oracle, PageUp People, PeopleFluent, SuccessFactors, and Technomedia — in the talent acquisition category that provide both applicant tracking system (ATS) and various levels of talent relationship management (TRM) functionality in their recruiting offering. This report details our findings about how well each vendor fulfills our criteria and where they stand in r
Published By: Jobvite
Published Date: Mar 31, 2015
It’s been a long road to recovery, but the economy is finally bouncing back after the Great Recession. Businesses are growing, companies are hiring and quality talent is in high demand. For the skilled worker, the job market has shifted in their favor, and professionals everywhere are taking advantage. The findings of the fifth annual Job Seeker Nation Study explore the progression of the job market, the modern job seeker’s approach to job hunting, and what this means for the workforce in 2015. Read this study to learn more.
Your recruiting strategy should be an integrated partnership
between strategy and tools. There is no secret sauce. However,
if you broaden your approach and your definition of recruiting,
attraction and connection, the goal of finding the right talent
becomes increasingly attainable. Try creating a multi-faceted
approach to talent attraction using target audiences and ads.
Create a robust strategy to connect with talent in your lead
management tool, social network, and career site or
recruitment technology system. Be willing to change and try
new tactics, even if it means starting small. There are countless
ways to approach a truly social strategy for recruitment – when
done right; they yield great results that can actually prove ROI.
Embrace that recruiting is marketing and change how your team finds, attracts and connects with the next great employee
for your company.
A recent Human Capital Institute report found that 69% of respondents are having difficulty filling critical positions and only 20% agree that they have a strong talent pipeline for critical roles. Competition is fierce and the power has clearly shifted from employers to the candidate. Today’s job candidates expect to be treated like consumers, and the most successful marketing teams know that consumers are increasingly suspicious of brands. These marketing teams implement strategies to foster trust and loyalty among their target audience.
Just like marketers, recruiters must have the ability to not only attract but engage candidates as well, and they are tasked with fostering that same trust and loyalty among the candidates they hire as well as the ones they don’t. It’s not enough to just leverage the latest tools and implement trend-setting processes in the recruiting department. Recruiters must also live the employer brand every day.
Living the brand encompasses demonstrating the EV
To succeed today, organizations need to take advantage of
information technology in every area of their business. Talent
acquisition is no exception. Robust, reliable technology can
help recruiters more effectively engage with candidates.
According to Aberdeen Group, the user experience is key.
It is more important than ever to have friendly and interactive
platforms. In terms of talent acquisition, companies that
prioritize the candidate experience are more than twice as
likely to improve their cost per hire on a year–by-year basis.1
In addition, social capabilities can enable recruiting
professionals to use the Internet for job applications, social
referrals and video interviewing. Mobile integration also
enables users to connect with information where and when
they need it.
With better tools and insight into people and data,
organizations can much more quickly identify talent,
match capabilities to market needs, retain the best talent
and improve recruiting outcomes.
Simply put, rec
Ever wondered what an ideal candidate experience looks like?
Candidates today shop for a job like they shop for a bike – based on brand, buzz and blogs. Recruiters must respond accordingly by engaging early and often; promoting the brand; and selling company culture. Tune into this 3:52 video to experience Recruitment is Marketing through the eyes of a candidate.
You conducted hours of talent acquisition software research, sat through countless sales demos, made multiple vendor comparisons and you finally found the best recruitment software for your company. You’re ready to sign the dotted line so you can measure your recruitment marketing ROI, automate candidate communications, eliminate paper resumes and more.
But first, the tough part: selling the C-Suite on the value. Use this guide as your roadmap to get your leadership team bought in and excited for the recruiting year ahead.
Published By: Skyword
Published Date: Nov 14, 2014
What good is content strategy without the creative talent to execute it? Don’t be fooled into thinking pieces will fall into place in content strategy; in order for you to see the results you want, you must invest in high-quality talent to help move your storytelling forward. This eBook will focus on finding the right content creators to help power your content marketing machine. Broken into three sections, you’ll learn how we recruited contributors for The Content Standard, defined two types of writers you can partner with, and how to on-board that team for a shared mission. Learn how to effectively recruit subject matter experts and influencers to drive digital content creation.
Published By: Brainshark
Published Date: Oct 16, 2013
With the time investment required to develop high quality marketing content, marketers aim to maximize the use, value and impact of the content for their varied audiences. To accomplish this, they need talent, technology and processes that help them “do more with less.” Inside this E-book, you'll hear from marketers that have found a way to easily combine the power of video, mobile and social media with their existing efforts to engage their audiences and drive demand generation.
In a recent survey of CEOs by the consulting firm PWC, over half of the executives surveyed said, “lack of talent meant they either cancelled/delayed a strategic initiative, were unable to pursue a market opportunity, or could not innovate effectively.” A talent audit can help your organization avoid those issues and ensure that you have the right talents in the right places at the right times. Today and tomorrow.
Use our Salary Guide to adapt as fast as the talent you’re after.
Your company will only go as far as your creative and marketing minds take it. They build your unique brand and convince consumers to buy your products and services. But to acquire the best of them, you have to do some convincing of your own—and it starts with salaries.
Even with the justified chatter about career paths, culture and work-life balance, salary is still the one. In fact, two thirds of respondents to the recent Workforce 2020 study conducted by Oxford Economics and SAP SE, agree—they all said money matters most.
Our Creative & Marketing Salary Guide is the single most important hiring and retention tool for your company. It’ll help you confidently discuss and offer convincing salaries that help you land new talent and keep old talent.
To hire and retain top talent in today’s ultra competitive job market, you need accurate salary data.
As the economy recovers and the unemployment rate declines, job seekers can be more selective—which often means waiting for the right salary.
Although benefits, career paths, cultural fit, vacation time and work-life balance still matter, salary remains the most important factor to job seekers. In fact, two thirds of the respondents in Workforce 2020, an Oxford Economics and SAP SE study, said compensation matters most.
Our Salary Guide helps you have more informed salary discussions and put together competitive compensation packages—the key to hiring and retaining the best talent.
Published By: DocuSign
Published Date: Apr 12, 2017
Staffing companies play a critical role in recruiting and onboarding talent to ensure that operations don’t skip a beat. In today’s competitive recruiting market, staffing companies need to invest in digital tools to hire and onboard the best professionals faster and more efficiently.
Download this brief to learn how DocuSign can help you:
• Attract and secure talent faster
• Improve security and compliance for everyone
• Reduce costs for the workplace
Email marketing should be considered a key component of a company’s overall marketing strategy. In the past many companies treated email marketing as an afterthought, failing to devote the talent and resources needed to affect an appreciable return on investment. To get the most out of an ongoing email marketing campaign, a quality team of knowledgeable professionals must be assembled.
If you’re a marketer who is not targeting content to visitors in a personalized way, you're falling behind your competitors. Organizations need to invest budget, resources, and talent to improve user experiences across channels to succeed in 2013. See how your company measures up to the more than 1,800 digital marketers that participated in the survey.
DatacenterDynamics is a brand of DCD Group, a global B2B media and publishing company that develops products to help senior professionals in the world's most ICT dependent organizations make risk-based infrastructure and capacity decisions.
Our portfolio of live events, online and print publishing, business intelligence and professional development brands are centred on the complexities of technology convergence. Operating in 42 different countries, we have developed a unique global knowledge and networking platform, which is trusted by over 30,000 ICT, engineering and technology professionals.
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