Author: Greg Karr
Healthcare is one of the most competitive sectors for acquiring and retaining talent.
With demand for healthcare employees far exceeding supply, healthcare organisations must get creative in rising to meet expectations. But with the intense focus on healthcare reform and regulatory compliance, shifting patient care priorities, and a hot mergers and acquisitions climate, transforming the entire talent acquisition (TA) function may not be top priority. This is where many organisations turn to recruitment process outsourcing (RPO) as a way to gain fast access to highly specialised recruiting specialists, amp up agility, and free up key resources to provide the best patient care experience.... read more
As technology and business advance, the world feels like a smaller place. Today’s recruiters need to be global agents in sourcing, assessing, and securing top talent from multiple countries and regions. Macro and micro shifts in recruiting require talent acquisition (TA) professionals to expand their expertise, thinking and working in new ways. The following are five emerging trends in global recruiting that require our attention and action.... read more
The average employee tenure across industries is a bit over four years, but among certain high-demand job profiles, it’s 18 to 36 months. While this was once a sign of an unstable employee and had detrimental career implications, today, it’s the new norm. How should companies respond to this job hopping phenomena? What are the implications and what needs to change in order to harness the power of a transitory workforce?
Talent is investing only one-and-a-half to three years at your company before moving on. Let’s dissect this a bit. Why are they moving on? In most cases, they are offered more enticing opportunities, better pay, and a chance for a better work-life fit. The idea of leaving to get a raise has morphed into a focus in improving your income, job responsibilities, and overall career trajectory. People don’t climb the ladder in the same company anymore, they use multiple companies to build their career momentum. ... read more
Looking for a recruitment process outsourcing (RPO) provider? Not sure how to start evaluating which firm is right for your organization? This post will give you a quick rundown of the top five things to look at when assessing RPO providers.
You can use it as a foundation for preliminary discussions with management on whether or not RPO is right for you or to formulate your request for proposal (RFP) questions. Keep in mind that RPO should solve key business problems or empower you to take your business to the next level. So, build out your business case first, and then look for RPO firms that are able to prove that they can solve your problems or transform your business.... read more
So, you’re considering hiring a recruitment process outsource (RPO) firm, and naturally weighing up the pros and cons of leveraging a RPO solution.
As you consider your options, it’s important to recognise how the offering has changed in the last five years. The provider community, the service itself, and the core benefits have all shifted, in some cases quite dramatically, to keep pace with micro and macro changes in hiring. I’d like to highlight three changes offering dramatic benefits to you as a buyer.... read more