SSON talked to the Head of HR Services Germany at Merck KGaA and the EMEA Talent Acquisition Manager UK & Northern Europe at LinkedIn about strategies to ensure added value for the business, social recruiting, expectations of "digital" talents, how digitization and disruption affects HR processes, and much more! Read the full German language interview here for free: http://bit.ly/SSOW-HRSSC-Interviews
As many people know, the UK has voted to leave the European Union effective of Friday, 29 March 2019, with a 21-month transition period. There has been a provisional agreement over three issues, most notably budget commitments and EU citizens’ rights, and talks have now moved to agreeing on the future relationship between the UK and EU.
There was a time, not so long ago, when work was more of a place we went as opposed to a thing we did. Until recently, work-life balance wasn’t an aspiration, but instead, something most workers could more or less take for granted.
There existed an unspoken, unseen and ubiquitous wall separating the personal and the professional, with a distinct divide existing between our work lives and our home lives. Work began – and ended – at the factory floor or the office doors.
Welcome to this new column. Every couple of months I’ll be getting on the proverbial soapbox and sharing my observations and opinions on all things ‘talent’ and how ‘work’ works. Please feel free to agree, disagree and add to the subjects via the comments sections below.
In this episode of the Sourcing Industry Landscape, Dawn Tiura interviews Dan Khublall. Dan Khublall is a Senior Director – Global Head External Workforce Management Strategy and Program Director Management for Thomson Reuters. In this role, Dan directs the strategic procurement strategy for the non-employee workforce of Thomson Reuters.
Wherever you look and whoever you talk to, we’re all being told the same thing – we’re facing a major talent shortage. This isn’t helped by an ever-increasing skills gap meaning, from an employer point-of-view, the graduate market is as competitive as it has ever been.
With all of the advances in Vendor Management Technology (VMS), some companies are evaluating the idea of managing their cadre of non-employees internally. Much of the value brought to bear by a Managed Service Provider (MSP) is typically in the form of process efficiency and consistency. A mature contingent workforce program can bring those same benefits - so does it still make sense to have this third party manage it for you and charge a transaction fee to your staffing suppliers?
Recruitment is a serious matter for businesses of all sizes. It is a pricey process, both in terms of time and money. As such, we all enter into recruitment hoping to land an incredible employee who will add value to your organisation for years to come. Unfortunately, things don’t always turn out that way. Sometimes, despite our high hopes for a given candidate, we are let down and have to let them go.
Readers of last week's Outsource Monthly email were treated to a unique gift when they opened their mail: a free copy of a report produced by Sourcing Industry Group (SIG) with the support of Jay Lash entitled 'A Business Case for Outsourcing the Management of Your Contingent Workforce'.