The future of healthcare revolves around the quality of those who provide care to our communities, and top-performing organizations are harnessing the power of their people by acquiring talent that can think critically and adapt quickly.
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Planning in today’s uncertain business environment is no easy task. The key to success in the midst of all of this change is embracing the discipline of innovation (and no, that’s not an oxymoron). Organizations need new insights to achieve growth, and must quickly adapt and respond to new dynamics as the business landscape shifts.
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"Outsourcing" often gets a bad name. But when it comes to your recruitment function, partnering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster.
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Recruitment Process Outsourcing has been widely embraced by organizations looking to increase efficiency, reduce costs, and track metrics. In this research report, RPO 2.0 – Paradigm Shift in RPO Value Proposition, Everest Group identifies these benefits as RPO 1.0, and challenges buyers to consider the value proposition of RPO 2.0 - taking a holistic approach that considers more nuanced and granular aspects of RPO’s cost impact, business impact and strategic impact. RPO 2.0 provides alignment of workforce planning to overall business strategy and creates a competitive edge through talent.
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In this report, we highlight where talent acquisition dollars are being spent, where investments are being made for sourcing and from where new hires are actually coming. This report has been excerpted from The Talent Acquisition Factbook® 2011: Benchmarks and Trends in Spending, Staffing and Key Recruiting Metrics.
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In this report, we share quality-of-hire metrics and approaches for improving quality of hire. This report has been excerpted from The Talent Acquisition Factbook® 2011: Benchmarks and Trends in Spending, Staffing and Key Recruiting Metrics.
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The current uncertain economic climate may be the ideal time to consider the benefits of partnering with an external recruitment provider. According to many studies, Recruitment Process Outsourcing solutions consistently achieve results equal or superior to alternative models. In Get It Right to Get Results: Creating the Business Case for RPO, Pinstripe provides a thought provoking framework beginning with the definition of RPO, moving to sharing the financial and operational benefits, and ending with a helpful guide for spreading the discussion across your organization.
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Take a look at the historic problems with measuring quality, view the challenge through a new lens, and learn to establish a definition of quality for each position, develop standards to measure quality of hire, and investigate and experience with new screening and selection tools to proceed in a more effective way.
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Learn how the candidate landscape is changing, why that makes it an ideal time to evaluate candidates for their potential to fit into and strengthen an organization’s culture, and how assessments can make that happen.
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Learn how HR can heighten its visibility and enhance its role as a business partner within the organization with four concrete and achievable goals.
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Although HR may never become a revenue generator, top-performing HR professionals can increase the value of their departments and enhance their organization by avoiding five big mistakes.
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Transform your hiring function into the competitive edge your management team needs, and you become a more valuable strategic partner – and a proven leader – within your organization.
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Pinstripe presents six practical, tactical actions HR can take right now to move toward getting talent – and getting the right talent – at the speed of now.
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