ACCESS ON-DEMAND: RPOA Virtual Conference
THE RPO VOICE.png

A Strong Employer Brand Wins the Tech Talent War

By Tim Plamondon Thu, Nov 19,2020 @ AM

As COVID-19 continues to impact the economy and our way of life, companies struggle with the surge of tech problems needing solutions. Some companies are planning tech projects to better prepare and manage for things like this in the future. And other companies are not.

All of this means that there will be a surge in demand, which is already happening, for tech talent. But, the demand for tech talent still outstrips the supply of skilled talent. In other words, the tech talent war is still raging. Companies will need to have a strong employer brand to win the tech talent war.

Topics: Employer Branding, recruiting strategy

 

The Ups and Downs of Virtual Recruiting in Creating a Positive Candidate Experience

By Tim Plamondon Thu, Nov 05,2020 @ AM

The COVID-19 pandemic has made companies turn to virtual recruiting. The Acceptance of HR professionals to the changes is mixed. Pam Verhoff, President of Advanced RPO, pointed out, "Some clients are adapting better than others." While Jennifer Cooper, Senior Vice President at Hueman RPO, reported, "Most clients have quickly adapted to the virtual world."

The question is whether virtual recruiting will create a positive candidate experience. Recruitment Process Outsourcing (RPO) providers are subject matter experts (SMEs) on virtual recruiting as they are some of the early adopters of this approach. In this post, RPO leaders express the positive and negative effects virtual recruiting has on the candidate experience. These leaders also provide strategies to ensure your virtual recruiting program gives candidates the best experience possible.

Topics: Candidate Experience, Virtual Hiring

 

Keeping Your Employer Brand and EVP Relevant in the Age of Remote Work

By Tim Plamondon Wed, Oct 28,2020 @ AM

As we move into the fourth quarter, we see glimmers of hope despite the coronavirus still impacting lives and the economy. The unemployment rate has fallen from 8.4 percent to 7.9 percent. The economy is showing signs of recovery. A sign of this recovery is the ISM Manufacturing index. This index measures purchasing managers' behavior to find out data about the production, shipment levels, and inventories. Based on that data, it creates a monthly numerical rating. A rating of 50 or above shows economic growth. The ISM has been above 50 since June of this year. Dr. Sime Curkovic, professor of management at Western Michigan University's Hawthorne School of Business, said that if this trend continues, the American economy could recover fully in the third quarter of 2021.

Topics: remote hiring

 

8 Absolute Laws of Employer Branding

By Tim Plamondon Thu, Oct 01,2020 @ AM

Like marketing in general, recruitment marketing is brand building. As Al Ries and his daughter Laura Ries point out in their book 22 Immutable Laws of Branding, marketing is not about selling; it's about building brands. The Rieses are talking about building consumer brands, but recruitment marketing is about building employer brands. 

Building an employer brand for an organization can be a daunting task for internal human resources and talent acquisition teams. Bringing outside expertise on employer branding can be a strategic approach to solving this challenge, and recruitment process outsourcing providers (RPOs) are typically a great option. This post explores some of the fundamental laws of employer branding and what you can expect from an RPO partner. 

Topics: Employer Branding

 

Source or Else

By Tim Plamondon Thu, Aug 27,2020 @ AM

The legendary adman David Ogilvy had a saying, "Sell or else." He meant, if your words aren't selling, they're worthless. In talent acquisition, it's "source or else." If your organization isn't sourcing candidates all the time, you won’t be ready to hire rapidly when you need to grow your workforce.

Topics: recruitment process outsourcing

 

The Ups and Downs of Virtual Recruiting in Creating a Positive Candidate Experience

By Tim Plamondon Tue, Aug 11,2020 @ AM

The COVID-19 pandemic has made companies turn to virtual recruiting. The Acceptance of HR professionals to the changes is mixed. Pam Verhoff, President of Advanced RPO, pointed out, "Some clients are adapting better than others." While Jennifer Cooper, Senior Vice President at Hueman RPO, reported, "Most clients have quickly adapted to the virtual world."

Topics: Employer Branding, Candidate Experience

 

Talent pipeline readiness during a recession

By Tim Plamondon Thu, Jul 16,2020 @ AM

Why Building Your Talent Pipeline During an Economic Downturn is Good for Your Business.

Along with a giant cloud of unknowing, the coronavirus-induced recession has created a new work routine for industries and societies. Workers and companies found themselves adjusting to remote work and work-from-home (WFH).

Once the economy starts bouncing back and businesses reopen, companies need to be ready to begin hiring. 

According to a recent WilsonHCG study, 71 percent of surveyed business leaders expect to begin hiring in the 3rd and 4th quarters of this year. Sixty-three percent of HR and TA professionals surveyed said that their teams are getting ready to start hiring. 

Part of the hiring readiness should be a talent pipeline readiness. To that end, a candidate-centric pipeline is what Best-in-Class companies adopt, according to Aberdeen's analyst, Zach Chertok. Aberdeen's data also shows that a recruitment process outsourcing (RPO) partner is best suited to creating a continuously populated pipeline.

Topics: recruitment process outsourcing, talent acquisition, recruiting strategy, recruiting best practices

 

Writing a Great Welcome Email to New Employees

By Tim Plamondon Tue, Jun 26,2018 @ AM

According to the Aberdeen report Welcome to 21st Century, Onboarding!, only 32 percent of companies formally onboard new employees. And Gallup found 88 percent of companies that use an onboarding process don't onboard well. These findings explain why most companies send out welcome aboard letters or emails with instructions about filling out employment forms, and that's all. It explains why most companies don't tell new employees who their immediate manager is or how to contact that person. They also fail to give new employees any idea about their company's culture. 

Topics: recruiting best practices