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A global study of HR leaders in nine countries sought to understand what they are prioritizing to meet employee expectations and invest in their success, what obstacles they expect to face, and how COVID impacted their company strategy. The impact of pandemic-induced changes also highlighted the importance of the employee experience in an organization's sustainable growth and success. For example, ineffective systems and work processes  were exacerbated by the pandemic and were a primary driver of employee burnout. About three-quarters (74%) of HR leaders said their teams are more involved in their company’s strategic planning now than they were before COVID, and a similar percentage (72%) say their company’s senior executives are now more focused on the employee experience than prior to the pandemic. The COVID pandemic forced leaders to quickly shift their businesses operations to engage with employees and customers in different ways, including a nearly overnight move to remote work for office-based employees, and increasing focus on e-commerce and digital services for their customers. However, while these changes met the immediate needs of businesses, they were not always suited to be long-term solutions. The majority of HR leaders (87%) say it’s very or extremely important for their organizations to improve their ability to adapt to unexpected events. A previous study of IT leaders  saw similar results, highlighting an opportunity for senior leaders to prepare a cohesive, company-wide plan for adapting to increasingly rapid change into the future. “The disruption of the past few years drove home how critical HR and People leaders are for keeping a business running. They provide stability and support that employees need in times of uncertainty,” said Cecelia Herbert, Principal Catalyst and Dr of Organizational Psychology at XM Institute. “In 2023, HR leaders and organizational executives appear to have a renewed focus on strategic employee experience management, in an effort to adapt to rapid change and realize the value that comes from becoming a more human-centric enterprise.” The study results showed that efforts to measure employee sentiment are evolving. Engagement has long been a key metric for understanding employee experiences, but a larger share of leaders now say they track well-being (66% do so), inclusion (55%) and whether employees’ experience meets their expectations (55%) rather than simple engagement (47%). This research also reveals some common pitfalls in employee experience. Insights gleaned from employee listening must be met with action . The majority of HR leaders believe that the frequency of employee listening will increase over the next few years, but when asked about the effectiveness of those efforts, there’s a gap between executives and employees. While 83% of HR leaders say their organization effectively uses insights from employee feedback to improve experiences, less than half (49%) of employees say they have seen positive changes as a result of employee surveys. Change is a constant  as companies adapt to shifting macro conditions, and even though the majority of leaders say their organizations need to improve their ability to adapt, only 25% of them list change management as a focus area for their organization. It is the least common priority for leaders in 2023. Managers aren’t getting the support they need  to lead their teams as well as continue their own development. Managers play a key role in keeping employees engaged and focused, but just 35% of HR leaders say manager enablement is a priority this year. Additionally, managers may be missing important feedback on their leadership skills as 360 development is the least common tool for employee feedback. Employee-focused priorities without processes to accomplish them can create experience gaps.  Training and development is a top focus area for HR leaders, which aligns with previous research showing that growth and development is a key driver of employee engagement 1 . Talent attraction and hiring is another top priority, but only 41% of HR leaders cite employee onboarding as a priority, which could lead new employees to have worse experiences. This study was conducted in December 2022 and January 2023 from more than 900 HR leaders across nine countries including Chief HR Officer, Chief People Officer, or senior leaders within the HR function such as directors, from companies with at least 1,000 employees. Read more from XM Institute:
Following the hiring frenzy of the pandemic, leaders are focused on total value creation by empowering their teams to learn, grow and be ready for any contingency. Randstad Enterprise  today launched its  2023 Talent Trends Report , which surveyed over 900 C-suite and HR leaders in 18 markets on their talent and career development priorities for the year ahead. Now in its 8th year, this year's report finds that despite an uncertain economic environment, business leaders are focused on driving long-term value and business impact by increasing talent engagement, satisfaction, productivity, and retention, following the hiring frenzy of the last two years. Focus returns to value creation vs. cost savings This year, nearly twice as many talent leaders (77%) say their talent acquisition strategies are more about total value creation for the company than achieving cost savings – compared to 45% of respondents in the 2022 edition of the Talent Trends Report. "With the tumult of the pandemic behind us, employers are returning to focus on the opportunity to transform how they retain their people and attract new talent through a more people-focused, mission-driven work experience," said Mike Smith, Chief Executive of Randstad Enterprise. Moreover, 80% of leaders say the goal of their company's talent strategy is to have a measurable impact on business performance, the highest level since before the pandemic, representing a shift in thinking to business value. This year, 77% of organizational leaders also recognize the importance of workforce agility, an increase of 11 points over 2022. Growing concerns over the increasing talent shortage Acquiring the right talent is still challenging. Nearly half of all respondents (42%) say talent scarcity remains one of their biggest pain points or is having a negative impact on their business – the highest number in the history of the Talent Trends Report. Given ongoing talent shortages, especially for those with high-demand skills, many companies seek to re-train existing resources to move into those crucial roles. More than three-quarters (76%) of leaders are increasing their focus on skilling and career engagement, while 56% plan to increase spending on internal talent mobility platforms. HR's return on investment All of these factors point to another key trend: the need for businesses to differentiate by delivering an outstanding talent experience, spanning initial attraction and engagement, hiring, development, internal mobility, career transition and retirement. Overall, 81% say their organizations are more focused on the talent experience and are investing in several areas to improve how they attract and retain talent. These include making diversity, equity, and inclusion (DEI) a central part of their talent strategy as cited by 74% of respondents, using technology to improve engagement (72%), creating talent communities and content plans to engage and nurture future talent (71%) or conducting internal audits to map the candidate experience (69%). "Many leaders are taking a more people-centric approach, focusing on the talent experience to ensure their teams have the support and resources to grow professionally, while evolving their organizations to be well equipped to address any business fluctuations or other obstacles. Their ultimate goal is to be a more agile organization where people are empowered to reach their full potential, in turn delivering a better return for the business due to a greater alignment between workforce strategies and business priorities," said Smith. Tech: a boost, but not the boss In today's rapidly evolving business landscape, technology plays a crucial role in enhancing the employee experience. However, the report shows technology is a recognized enabler, not the primary focus. Companies that prioritize their employees above all else are experiencing the greatest success in large HR tech initiatives. According to industry expert Josh Bersin, the employee experience has taken center stage as the core of human capital systems, recognizing its significance in the enterprise talent strategy. Bersin states, "Every company should have the talent experience at the forefront of their talent strategy. This is the most impactful way to differentiate themselves in the highly competitive market for specialized skills." Randstad Enterprise 2023 Talent Trends Report Key Findings More C-suite and HR leaders believe their talent strategies are becoming more aligned with business strategies through enhanced value creation, impact, and agility. 80% say the purpose of their talent strategy is to make a measurable impact on the business. 77% agree that talent acquisition is more about value creation than cost savings, an increase of 32 points since 2022. 77% say their strategy is more focused on agility, 11 points higher than last year. The challenge of finding critical talent hasn't gone away, with 42% of respondents – the highest percentage ever in a Talent Trends Report — saying talent scarcity remains one of their biggest pain points. To help overcome talent scarcity, 76% of respondents plan to focus more on skilling and career development, while 56% plan to increase their spending on internal talent mobility platforms. 82% report talent acquisition is changing, and they're now expected to think about mobility, development, career pathways, and skilling in addition to recruitment. Recognizing the importance of a highly positive talent journey in attracting and retaining talent, the vast majority of leaders (81%) continue to be more focused on the talent experience than other competing priorities.
Looking for remote work in human resources or TA? We got you... Talent Acquisition Specialist  | Equiniti LinkedIn The Talent Acquisition Specialist performs coordination and support activities for the Talent Acquisition department within the US Responsibilities \ Support the national recruiting team within the US in line with priorities as set by the senior TA -Manage job postings by utilizing job boards, updating our internal job postings, and managing our external branding and postings -Partner with our Recruiters on moving candidates through the interview and hiring process to ensure a positive candidate experience - this will include Coordinating prospective employee background check process, including fingerprinting. Retrieves on-line confirmation for completion of background check. Informs respective Recruiter of background check results. Working closely with HR administrator who supports proxy pre onboarding -Logs and tracks fingerprint submissions to FINRA and processes check requests to accompany fingerprint cards sent for FINRA processing. -Communicating new hire information to HR Operations for onboarding and Marketing for weekly new faces announcements. -Maintain the Applicant Tracking System (WORKDAY) to ensure candidate records are complete and that the recruitment process is accurately tracked Partner with Recruiters and additional internal support teams such as Training and Development, Operations, IT and Human  APPLY - Equiniti HR Business Partner  | New Relic LinkedIn At New Relic, we are looking for an experienced HR professional that enjoys working in a fast-paced environment with a hard-working Global HR Business Partner team. We are looking for a trusted advisor and a strategic problem solver who naturally excels at building strong relationships with positive challenge, influence, and negotiation skills. The HRBP should demonstrate a passion to strategically partner with the global HRBP team, People Team, Finance, and Tech Leaders to drive a growth mindset and innovative culture! As a Human Resources Business Partner, you will provide support to the Finance organization. The role will provide support in a manner that is consistent with local laws and best practices and will help shape the future of work through strong partnerships, data analysis, and trending issues. This role will balance business unit goals and HR deliverables while thoughtfully balancing the global strategy, delivery of business outcomes, and a positive employee experience! APPLY - New Relic Recruiter and HR Generalist | Bobit LinkedIn Businesses run faster, smarter, and better with essential information and services Bobit provides. We bring buyers and sellers together through our media and events. We help advance the markets we serve and their critical business decisions are made with the information, data, and technology we deliver. Bobit helps business move forward. Bobit is a national B2B media company providing business information and solutions via print and digital magazines, digital media, live events and specialized marketing tools.  APPLY - Bobit HR Director | Lighthouse Lab Services LinkedIn The HR Director creates a consistent and rewarding company atmosphere for all our people, at all levels of the company and in multiple locations and worksites. The incumbent solicits feedback from employees and supervisors, identifies pain points within the employee experience, and together with the HR Team and other managerial team members, works on implementing solutions that help improve employee relations, effectiveness, and productivity. APPLY - Lighthouse Lab Services HR Compliance Specialist  | Farmer's Insurance LinkedIn We are… more than just your favorite commercials. We are a passionate, award winning, equal opportunity employer, committed to the strength of a diverse workforce. We are dedicated to supporting the well-being of our people through our extensive suite of benefits, as well as the well-being of the communities we serve through employee volunteer programs and nonprofit partnerships. Helping others in their time of need isn’t just our business – it’s our culture! We are Farmers! APPLY - Farmer's Insurance
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