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As the world continues to go through unprecedented social, economic and technological shifts, organizations are having rethink their talent acquisition strategies.
I recently had the chance to travel to four countries within the APAC region to visit our teams. I do this about every nine months or so. But each time I travel abroad, I learn and experience new and amazing things about the people, the cultures and the foods.
Onsite, offsite, or both? Here are four things to consider when you are thinking about your RPO location.
Each month the U.S. Bureau of Labor Statistics issues a job report detailing how many jobs were added over the prior month, what the unemployment rate is, and other employment and wage figures.
Time to accept that interns and internship programs are evolving to meet today’s labor market. Think of the movie “Internship” where Vince Vaughn and Owen Wilson work to earn a position at Google.
When I think of innovation in business, I think of Ford Motor Company in the early 1960s. This team gave us the first generation Ford Mustang – and fifty years on, we’re still buying them with zeal!
You’re filling a temporary or permanent role. Easy, right? HR sends you the job description on file—it’s a basic write-up, but it gets the job done—and you send it to your suppliers to recruit.
Now that you’ve decided to work with an RPO partner, what’s next? Keep in mind; the RPO will become an extension of your HR department…
If it makes so much sense, why aren’t more companies doing it? The concept that an organization’s workforce plan should encompass all types of workers – contingent, employed, independent contractors, consultants, freelancers, etc., etc.
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