The global crisis related to COVID-19 is forcing businesses worldwide to adjust and adapt. Each organization is taking actions to stay productive while properly responding to the health needs of candidates, employees and customers. With the situation rapidly evolving, we’ve collected input from Cielo client leaders on what they're doing to guide their teams and organizations through this crisis.
View these slides to learn more about:
-Actions you can take today to adapt your recruitment process, as well as keep employees engaged and manage business operations
-Examples from leading talent teams of how they’re approaching operations during COVID-19
-Insights on useful tech solutions and additional external resources to leverage for more information
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
Technology moves quickly. Investing in a flexible, future-forward TA tech infrastructure that allows for easy integrations and scalability is crucial for your organization’s success down the line. Now is the time to reevaluate if your technology is working for you.
View these slides to learn more about:
-Market trends that have changed the status quo
-The current state of tech-enabled TA delivery and the leading models
-Techniques for assessing process & technology gaps to identify the right solutions
-How to build the business case for change and investment
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
Technology moves quickly. Investing in a flexible, future-forward TA tech infrastructure that allows for easy integrations and scalability is crucial for your organization’s success down the line. Now is the time to reevaluate if your technology is working for you.
View these slides to learn more about:
-Market trends that have changed the status quo
-The current state of tech-enabled TA delivery and the leading models
-Techniques for assessing process & technology gaps to identify the right solutions
-How to build the business case for change and investment
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Transform Your Approach To Talent By Leveraging Transparency and Data | Talen...LinkedIn Talent Solutions
Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
#FIRMday London 27th April 2017: Insight in to Video Interviewing, SonruEmma Mirrington
Sonru CEO, Ed Hendrick & Katya Yuldasheva, Talent Director at Bacardi will be sharing some inside information on Video Interviewing and talking through some of the key the findings of their latest research paper, 500,000 insights on the Candidate Experience of Video Interviewing. Sonru will also be joined by a guest speaker who will discuss their organisation’s journey with Video Interviewing and how the technology has impacted their recruitment process”
#FIRMday London 27th April 2017: Making engagement the central focal point of...Emma Mirrington
Enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm.
This session will:
• Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging
• Highlight how leading employers have championed their employer brand to win the best before the rest
• Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement
• Consider how technology can support continuous engagement from attraction through to on-boarding and then reinvented for future recruitment campaigns with new staff.
10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect...LinkedIn Talent Solutions
The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Troubleshooting Recruiting: Rethinking Talent Acquisition: New Data on Innova...Aggregage
Join Ben Eubanks, Speaker, Author, Researcher, and HR Analyst as he shares examples, stories, and data to help illuminate the path in one of the most challenging and complex hiring environments that talent leaders have ever seen.
Return to the Workplace: Planning for RecoveryWorkday, Inc.
In this webinar replay, we discuss how you can plan, execute, and analyze a phased approach to recovery and returning to work amidst COVID-19, while ensuring the safety and well-being of your workforce.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Transform Your Approach To Talent By Leveraging Transparency and Data | Talen...LinkedIn Talent Solutions
Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
#FIRMday London 27th April 2017: Insight in to Video Interviewing, SonruEmma Mirrington
Sonru CEO, Ed Hendrick & Katya Yuldasheva, Talent Director at Bacardi will be sharing some inside information on Video Interviewing and talking through some of the key the findings of their latest research paper, 500,000 insights on the Candidate Experience of Video Interviewing. Sonru will also be joined by a guest speaker who will discuss their organisation’s journey with Video Interviewing and how the technology has impacted their recruitment process”
#FIRMday London 27th April 2017: Making engagement the central focal point of...Emma Mirrington
Enhance your understanding of the importance of great engagement as part of a virtualised recruitment solution. In a landscape where competition to hire the best talent with the scarce skills required for companies to prosper is so intense, engagement has never been so important. Securing the most promising applicants to join your business requires recruiters to increasingly devote time and attention to capture interest early and maintain this continuously; thereby encouraging suitable candidates to want to take up work in your organisation over a rival firm.
This session will:
• Demonstrate how to make it easier for firms to signpost vital contextualised engagement content and messaging
• Highlight how leading employers have championed their employer brand to win the best before the rest
• Discuss the viewpoints of almost 70 global firms who recruit in high volumes on the challenges & opportunities in candidate engagement
• Consider how technology can support continuous engagement from attraction through to on-boarding and then reinvented for future recruitment campaigns with new staff.
10 Tips to Transition from Reactive to Proactive Recruitment | Talent Connect...LinkedIn Talent Solutions
The journey of moving from reactive to proactive recruitment doesn’t happen overnight. Learn from the experts in the talent acquisition industry on how to engage your team and help your company maximize ROI for their LinkedIn investment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Troubleshooting Recruiting: Rethinking Talent Acquisition: New Data on Innova...Aggregage
Join Ben Eubanks, Speaker, Author, Researcher, and HR Analyst as he shares examples, stories, and data to help illuminate the path in one of the most challenging and complex hiring environments that talent leaders have ever seen.
Return to the Workplace: Planning for RecoveryWorkday, Inc.
In this webinar replay, we discuss how you can plan, execute, and analyze a phased approach to recovery and returning to work amidst COVID-19, while ensuring the safety and well-being of your workforce.
An incredibly important piece of implementing a successful risk-based monitoring methodology is change management. TRI has performed a number of RBM projects that have included this very vital piece, and these slides detail our overall approach to RBM change management.
Midsize Organizations and the Changing Business LandscapeWorkday, Inc.
With the impact of COVID-19, midsize organizations are looking to gain insight into their business and workforce to quickly respond and adapt to a shifting business landscape. See how Workday can help midsize organizations navigate the changing world of work and build confidence in the way forward.
Quality Clinic - Lean Six Sigma Fundamentals Training - SampleMark H. Davis
A sample of slides from our Quality Clinic training, which teaches the foundational elements of Lean Six Sigma DMAIC, with a dash of A3 and Constraints Management.
10 Things to Consider When Building a CTMS Business CasePerficient, Inc.
Sponsors and research organizations are often tasked with building a business case for a clinical trial management system (CTMS) before they even evaluate the various solutions in the marketplace.
After multiple successful Oracle Siebel CTMS implementations, Perficient has identified 10 ways you can benefit from a CTMS solution.
In this slideshare we share information that you can leverage as you develop a business case for a CTMS.
We also demonstrate the two most popular CTMS benefits and corresponding features.
Why take a Continuous Delivery approach in your organisatiionNish Mahanty
Two case studies on teams that had adopted Continuous Delivery by pulling from a toolkit of Agile, Kanban, and Lean techniques.
These teams raised customer NPS, improved team engagement, and increased their throughput.
Presented at "Innovating IT Service Conference 2014"
http://itsframeworks.com/
Have you had complex organizational impediments that everyone is aware of and the company tried to resolve for several years but nothing was achieved? At Dun & Bradstreet, we decided to take a fresh look at some of these problems and ask five “why’s” to get to the root cause and once we did, we invented a new Lean IT framework, which we call Lean Pilots.
Learn about the Lean Pilots with Maryia Breyter's presentation at the Lean IT Summit 2017.
Discover more Lean IT stories on www.lean-it-summit.com
Simplifying processes for the customers of BC Clinical and Support Service (BCCSS) team was a focal point of their value proposition. Starting with a foundation of consistent, well-documented Standard Operating Procedures (SOP) and complimenting it with sound process governance the BCCSS team set out on a province-wide service mission to reduce risk, control cost and increase predictability. In the highly regulated healthcare industry, one that is experiencing significant business environment change, the need for efficiently managing and maintaining SOPs and process details is not only mission critical but also helps to drive process improvement and build employee engagement
standard operating procedure -SOP ( a detail discussion )martinshaji
Standard Operating Procedures (SOPs) are an integral part of Good Manufacturing Practices. Without SOPs its really tough to run such big infrastructures of Pharma Manufacturing Units. SOPs are also required as regulatory requirements & every worker must be aware of the SOPs related to his/her job function.
please comment
thank uu
Step-wise implementation of Good laboratory practices(GLP)Mohamed Minas
The implementation of the OECD Principles of Good Laboratory Practice (GLP) represents a significant challenge to novice organizations. The aim of the document is to provide a
sequential framework for GLP implementation. Although there are many ways to achieve
GLP compliance, the steps recommended here are based upon the practical experience of scientists who have already implemented GLP.
Similar to Leading Through COVID-19: HR & TA Resources (20)
How to increase your talent pool using skills-based workforce planningCielo
Whilst most organisations aren’t currently embarking on skills-based workforce planning, many have discovered that it is a future proof answer to talent shortages and are at the start of this journey. Our expert panel of talent acquisition leaders discuss what TA challenges organisations are facing and outline tactical solutions that are being planned for and implemented that will provide practical takeaways to help you as a TA/HR leader to start your own journey.
In this webinar, our TA experts – Sally Hunter, Madeleine Lüdemann and Hannah Bunt – discuss:
* Market trends that have changed the status quo,
* Why skills-based workforce planning can be a future-proof answer to talent shortages,
* How you can embark on designing a skills-based workforce planning strategy.
Watch this webinar replay to hear from these talent acquisition experts and understand how you can ensure your organisation’s TA strategy is achieving your business goals – now and in the future.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The KSA talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for KSA-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the KSA region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Being clear, decisive and resilient are keys to success in today’s executive talent markets. Join us as we talk through steps to strengthen and stabilize your strategies moving forward.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
Managing Your Employer Brand During the PandemicCielo
As the digital landscape evolves in response to COVID-19, it’s important for you to pivot employer brand communications to align with the fast-changing needs of your audience. From social media and advertising to career websites and email, how job seekers engage with content is shifting.
View these slides to learn more about:
-Shifts in job-seeker behavior right now and strategies for employers to connect
-How to update your messaging to be useful, relevant and aligned with your hiring needs
-Examples from talent teams of how they’re adapting employer brand and career websites to reflect the changing market during COVID-19
Talent Leaders & Hiring Managers: How to Win Over Your Most Critical Stakehol...Cielo
As a talent leader, it’s essential for you to form a strong alliance with your hiring managers. Otherwise, the only thing your talent acquisition team will experience is a slow, misaligned process that is bad for your internal stakeholders and worse for your candidates.
Involving hiring managers early in the process can ensure that your most critical stakeholders are also your most effective and enthusiastic recruitment partners.
View these slides to learn more about:
-Understanding the positive business impact of alignment among recruiters and hiring managers
-Learning important steps to implement at each stage in the hiring process
-Building a system for measuring and reporting program improvements
Change Management: Going from Roadblocks to ResultsCielo
Change will come to your team or organization whether you’re ready for it or not. Making sure you are prepared to handle technology implementations for Workday, ATS, or CRMs, changes in process (e.g., how you do assessments), a merger/acquisition, new organizational leadership, or other disruptive situations is essential to keeping everyone moving forward together to reach your goals.
View these slides to learn more about:
-Effective and efficient tools to enable change and make change stay
-Which critical points you need to monitor, and how often
-Strategies of talent acquisition teams who successfully handle change management
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
Get Flexible with Your Healthcare Talent StrategyCielo
The challenges facing today’s healthcare organizations – an aging workforce, increased competition from other industries, and emerging specialties that require candidates with higher education and hard-to-find skillsets – require a fresh approach that gives you flexibility. Total Talent Acquisition is the answer. View these slides to learn more about:
-Total Talent Acquisition
-How TTA creates a competitive advantage in the healthcare industry
-The positive impacts this model can have on healthcare organizations
-Steps to take to drive internal momentum with key stakeholders to review and consider a TTA model
Innovations in Workforce Strategy - A Guide to Total Talent Acquisition in Healthcare: https://www.cielotalent.com/insights/innovations-in-workforce-strategy-a-guide-to-total-talent-acquisition-in-healthcare/
Talent Acquisition 360: Research Insights for Today's Talent Leaders (APAC)Cielo
Cielo talent leaders who live and work in Asia Pacific review key insights from the Talent Acquisition 360 report as well as learnings from events and discussions with TA leaders in the region and around the world, including:
•Everyone considers candidate experience a priority, but candidates aren’t feeling it
•Quality of hire is the gold standard metric
•Implementing World-Class Technology is not a priority for TA
Candidate Experience: Fake News or Silver Bullet? Cielo
Andy Curlewis and Marco Abato are joined by renowned tech advisor Matt Ballantine to explore how to better align candidate experience with business strategies. View these slides to learn more about:
How to align candidate experience with business strategies
Incorporate aspects of consumer-experience programs
Use data to personalize interactions with candidates
Talent Acquisition 360: Research Insights for Today’s Talent LeadersCielo
Gain insight into priorities, strategies and best practices from Cielo's Talent Acquisition 360 report. Key findings include:
•Everyone considers candidate experience a priority, but candidates aren't feeling it
•Quality of hire is the gold standard metric
•Everyone wants Total Talent, but nobody will own it
Prioritizing Diversity and Inclusion: The ROI of D&ICielo
Cielo D&I expert Anne Bucher shares why it is important to prioritize diversity and inclusion, the current trends we’re seeing, and the steps organizations can take to put a winning plan in place to achieve their D&I goals. View these slides to learn more about:
Identifying your D&I gaps
Improving candidate communication
Creating diverse talent pools
How to measure success
We have been hearing for quite a while that artificial intelligence might revolutionize recruiting. But when does all that potential for what AI can do become real? View these slides to learn the potential for AI in recruiting, including improvements in:
Candidate matching
Augmented writing (job descriptions, emails)
Chatbots
And more!
Talent Acquisition Trends: Strategies for Success Cielo
As talent acquisition continues to grow in complexity, there are conflicting views on what a modern talent acquisition function should look like. From technology tools to total talent - it is unclear what proven processes and strategies should be embraced or avoided. Through careful analysis Aptitude Research Partners has identified the most critical components of a high-performing talent acquisition strategy and the coordinated processes needed to support candidates, recruiters and hiring managers.
This deck outlines these key components and provide recommendations on both best practices to adopt and approaches to avoid.
Research shows that careers websites are the most valuable channel for candidates when they are learning about an employer, yet these sites remain notoriously undervalued by companies. This is the candidate’s shop window into your organization – pivotal to that ultimate decision to apply – and only a consumer-grade experience will satisfy candidates’ expectations and differentiate you from competitors.
Cielo recently conducted an audit of the current careers website landscape to see what is out there, along with what works and what doesn’t. This deck will present those findings and share insights and examples you can use to review and refresh your own careers website.
Research shows that career websites are the most valuable channel for candidates when they are learning about an employer, yet these sites remain notoriously undervalued by companies. Cielo, along with partners Phenom People and Clinch, conducted an audit of the current careers website landscape to see what is out there, along with what works and what doesn’t. This deck presents those findings and shares insights and examples you can use to review and refresh your own careers website.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
2. 2
KEEPING OUR EMPLOYEES, YOUR TEAMS HEALTHY!
Prevention
tips and
virus
information
Flexibility
and
technology
to work
remotely
Travel
restrictions
Equipping
offices with
health and
wellness
supplies
Scenario-
based
action plans
8. 8
Plan for the long-term
• The upside? This will
fundamentally change how we
recruit.
• Improve workflows, document
processes, pipeline
• Implement or enhance your
onboarding technology and
process
Review capabilities & tech
• Global tech capabilities being
tested to an extreme
• Pivot your TA processes quickly,
try new things and move on.
• Be kind to your IT teams, thank
them
Be personal and flexible
• Employees: Daily huddles,
connect with your teams to make
sure they’re okay.
• Candidates: Communicate
regularly and honestly.
3 STEPS TO LEAD THROUGH THE NEW NORMAL
1 2 3
Editor's Notes
[ SALLY ]
Prevention tips and virus information – We communicate the latest developments of the virus, symptoms, prevention tips and business continuity plans via email and intranet regularly.
Flexibility and technology to work remotely – Most of our employees are equipped with the equipment and technology they need to do their jobs remotely, and we make arrangements for any who do not. For our employees who are on-site at client office locations, we have instructed them to follow their client’s prevention policies and procedures.
Travel restrictions – We have cancelled any non-essential travel until further notice.
Equipping offices with health and wellness supplies – We’ve ensured that our office locations are stocked with prevention supplies like sanitizer, tissues and water, and we monitor supply levels regularly.
Scenario-based action plans – We’ve equipped our people managers with instructions on how to handle their teams and operations based on employee, office or location situations. For example, those individuals who are in the at-risk groups are encouraged to work from home and seek medical treatment as appropriate.
[ ANNE ]
While some organizations have instituted hiring freezes during the pandemic, many TA functions are still operating, but under unique circumstances. For organizations in healthcare, life sciences or other related fields, for example, staffing needs are even more critical right now. Use virtual technology as much as possible to evaluate job candidates. Continue to focus on a positive hiring manager and candidate experience – but remove or limit close contact.
Career Sites: Your company’s career site is a common place for candidates to visit during their application and hiring process. Add language to it to let candidates know what your company is doing in response to COVID-19. This might include an increase in virtual interviews or new procedures for onsite office visits and cleaning.
In addition, add screening questions prior to an onsite interview to learn if candidates coming to your location have traveled to an impacted area in the last 30 days or are experiencing any of the identified symptoms. Adding this to your career site will give candidates comfort that you are being thoughtful about their safety. Candidates will gain confidence through your transparency and information.
Technology-enabled Assessments: While tech-enabled assessment methods can lead to greater efficiency, these options are especially appealing for TA during a pandemic. To help flatten the curve, you should take every step possible to reduce instances of candidates visiting offices or locations in person. Chatbots or other assessment tech can help make this possible. In addition, you might be able to add assessment questions to your applicant tracking systems and avoid signing new agreements or long-term contracts for additional functionality.
Virtual Open Houses / Career Fairs: Rather than conducting a typical, in-person job fair, consider a virtual open house. These online systems leverage technology to connect your recruiters with candidates virtually. They can also provide an important channel for connecting candidates with your employees. By utilizing the chat function in many of these online tools, you can give candidates access to people in-role, sharing what your culture or the job specifically is like day to day. It adds on important level of human interaction to keep candidates engaged.
Video Interviews: Similar to assessments, interviews should avoid in-person interaction. If video interviewing technology is not currently widely used across your business lines or sites, consider using technology that is both mobile-friendly and web-based. Something easy and already widely accepted like FaceTime, is becoming common place. Avoid using technology that requires users to download anything onto their phone or computer. Provide candidates with video interview tips as part of their interview packet to ensure they are comfortable with how the process will unfold. Do the same with hiring managers who may not be comfortable with or accustomed to video interviewing. If you expect hiring managers to make hiring decisions based on a video interview, ensure you set these expectations clearly and provide interview or competency guides to give them confidence in decision making.
In-person Interviews: If face-to-face interviews are critical for evaluating candidates for a position, take steps to prevent the spread of germs. Medical professionals suggest remaining six feet away from other people. Have the interview room set up to comply with this guideline. The interview room itself should be positioned by an entrance or exit to minimize exposure to the office/site and additional people. Also, provide hand sanitizer for both the interviewer and candidate, and disinfect objects like chairs, tables and door handles between interviewees. Make candidates aware that they do not need to practice social norms like shaking hands.
[ SALLY ]
Examples from Leading Employers:
A Fortune 500 pharmaceutical company is reserving face-to-face interviews for business-critical roles that require in-person interaction to properly evaluate candidates. Ahead of interviews, they provide thorough communication to tell candidates what they can expect from the experience to make them feel comfortable going into the interview; including reassuring candidates that they do not need to follow standard social contracts in greeting such as shaking hands or kissing cheeks.
Some companies have taken the step to conduct interviews outdoors. This keeps candidates outside of the building and easily allows for the interview to accommodate social distancing best-practices.
[ SALLY ]
Create a fair, consistent experience for candidates during the recruitment process. Don’t let some candidates gain a perceived advantage by their ability to attend an in-person interview if other candidates are self-quarantining for their own health or that of their family.
Background Checks: Thoroughly vetting candidates is critical but consider what is absolutely necessary to have completed before that new employee starts. Explore options for completing elements of the background check digitally, without the need for the candidate to come into your office or that of a third-party company. For hiring that is critical to the effort to eradicate the virus, like distributing medical supplies or food, be prepared to abbreviate your requirements for certain positions to what is absolutely required for the position and work with your background vendor to adjust the requirements, if needed. You can also adjust employment contracts and offer letters to reflect the fact that certain checks will be completed post- start date and you have the right to terminate if these aren’t completed or passed.
Drug Screens: Currently, tests for COVID-19 are being administered by health professionals from hospitals and health systems, not by drug-screen vendors. Verify with your own drug-screen vendor, but most often these labs are not the same locations where potential COVID-19 patients are going. Neither Quest nor LabCorp are conducting any COVID-19 testing in the same locations as public drug-screen collection sites. Communicate clearly with your candidates, so they are not concerned about completing their required tests and include this information in onboarding material.
[ ANNE ]
Examples from Leading Employers:
The TA team at a global healthcare company has been working through its background check and identifying which aspects prospects can complete at a later time while still complying with regulations related to clearing new employees. “We have to keep people coming through the door and it takes a coordinated effort between TA, HR, IT and more departments to figure out how to do that smoothly, whether it means shipping things to new hires or taking steps virtually.”
[ ANNE ]
While aspects of the assessment and selection phases lend themselves to virtual solutions somewhat easily, onboarding a new hire in their first weeks can be a bit of a challenge. Your first step should be to make sure that you know what exactly is needed from a legal standpoint before an employee is allowed to start working for your company. Then you can evaluate which aspects can be completed virtually.
Compliance: New hires can complete important forms and documents remotely, either via email or web-based platforms. Consult your legal team or outside counsel to understand what steps needed for a new hire can be done virtually vs. in-person to remain compliant with government regulations. For documents that need to be witnessed in person, such as an I-9 or passport, you have some options. One is to have a family member of the new hire act as a witness. Another is to use a video call to take photos of the identification “in-person.” If the candidate must come to the office, provide sanitized wipes to wipe the identification card off before and after it is provided.
Start Dates: Review start dates for new employees to decide when it makes sense for them to begin employment. Consider plans for starting new employees at different times or dates, to avoid having a large group together for orientation. If you are going to delay start dates for any candidate that has accepted an offer, consult with your leadership to understand any flexibility in payroll to do your best to support your new employee. If your organization has a work from home policy, craft a plan for what the employee needs to get up and running. Consider holding your new employee orientation via a platform like Teams, Zoom or Skype to share both video and presentations.
Provisioning: Work with your IT and other related teams to ensure they ship welcome materials and any technology that employees need to do their job to the new hire’s home before their start date -- confirm the facility you ship from practices safe standards.
Training: For employees starting remotely, try to use the same video technology platform you used for the interview process, which will help with the ease of use and overall comfort level with the technology. This technology can enable individual training sessions or discussion beyond any pre-created content from your Learning & Development team. If any in-person training is absolutely necessary, limit it to 1-on-1 training, and maintain the suggested social distancing and sanitary precautions.
New Hire Engagement: Considering the unique circumstances, take extra care to welcome and engage new hires. Work with the hiring managers to create a plan to help build the relationship virtually between the manager and other team members to help the new employee feel valued and supported from day one.
[ SALLY ]
In response to social distancing (including work from home policies), take steps to engage your workforce. First and foremost, make sure your communications clearly outline expectations for employees. Update your teams on changes to policies or business operations as soon as you can and provide as much guidance and transparency as is realistic. Circumstances continue to change rapidly, so consistent communication from leadership throughout your business is important to ensure employees feel safe and confident. Like the steps in the recruitment process, consider what tasks and functions teams can complete virtually.
Work from Home: If you can move to a work-from-home model for some or all of your workforce, ensure your employees have what they need to be productive and remain collaborative. Your IT team should prepare for an increase in support tickets while employees get used to working from home. Managers should be encouraged to establish a cadence of daily team huddles or similar meetings to help remove isolation and keep teammates connected.
Rotational On-site Workforce: Several companies that must maintain onsite operations have established alternating teams of employees. These smaller groups can rotate work from home vs. in-office to help keep the number of people in the office within recommended guidelines. For business-critical operations such as a warehouse, considering keeping a core team of workers home from work and isolated, ready as backup in case other workers become ill.
Flexibility: Working from home is likely a new experience for many employees. This change can be challenging to adjust to. Coach your managers to remain patient and understanding with their employees around any internet or connection issues or for employees that may have children at home. Provide your employees with the flexibility they need to both remain productive and care for their families. Allow them flexibility to adjust their working hours and/or days so they can establish a routine that works best for their situation.
Paid Time Off & Sick Leave: Employees should understand their options for taking time off to tend to their own health or family matters, regardless of whether working from home is an option. Review your sick-leave policies and add flexibility where possible. Employees should feel supported and cared for.
For non-salaried employees, see what options you have to provide expanded support in the case of illness. Encourage sick employees to stay home and recover. Support and flexibility will empower employees to feel comfortable not coming to work if they don’t feel well, which is critical in stopping the spread and flattening the curve.
Talk with companies that provide your business with contract or temporary employees and encourage them to develop non-punitive leave policies.
Do not require a healthcare provider’s note for employees who are sick with acute respiratory illness to validate their illness or to return to work, as healthcare provider offices and medical facilities may be extremely busy and not able to provide such documentation in a timely way.
Interns: In addition to having a plan that accommodates the needs and situations of your permanent hires, have a plan in place for internships. With the typical end of spring semester for college students, many summer internships are set to start within the next two months, assuming the semester concludes on the typical schedule. Consider whether a limited number of interns may be useful virtually in an adjusted role, and communicate clearly communication with internship candidates, just as you would for permanent hire candidates.
Employee Surveys: It’s important to remain in-tune with the overall sentiments of your workforce. Institute pulse surveys for your entire staff as a way to check in and ensure everybody is okay and engaged. Some survey systems even allow for results to auto-send to managers, allowing them to see a more focused summary of their specific team morale and feedback. These surveys are another opportunity for leaders to continue supporting their people. They also can help multinational organizations capture the nuanced experiences of their employees in different countries.
Communication: Overall, the most important focus for your operations should be clear and consistent communication. Think of questions or concerns employees or candidates may have before they ask them and be ready to provide updates as soon as you make decisions. With the speed that things are changing, employees and candidates look to business leaders to remain calm, inform and above all – lead.
[ ANNE ]
Examples from Leading Employers:
A healthcare provider is staffing up childcare facilities to provide support to nurses and other critical care employees that need to continue to come to even while their kids are off school.
For a global pharmaceutical company, supporting and communicating with employees has been their priority in response to the pandemic. “Make sure that people feel like they can come to work and be healthy. And provide people with the certainty that they can take time off without their compensation being impacted, if they need to be in self-quarantine for example, so they can focus on getting healthier.”
An energy technology firm is working with their Learning & Development team to launch an online training module with best practices for working from home to inform their employees on tips for being effective at home, creating boundaries and maintaining motivation and focus.
[ ANNE ]
Crisis Response Team / Task Force: With how quickly the situation is evolving, assign a group to handle your organization’s response. By creating a committee or task force, you can consider all important factors and options for dealing with the various impacts the ongoing pandemic has on your company, at every level.
Perform Routine Environmental Cleaning: If your offices or sites are remaining open, routinely clean all frequently touched surfaces in the workplace, such as workstations, countertops and doorknobs. Provide disposable wipes so that commonly used surfaces can be wiped down before each use. Also consider creating an area where employees can have open access to cleaning agents, so they can feel confident in the availability of items to clean their own spaces.
Travel Restrictions: Another important and obvious response is to impose travel restrictions. Some organizations have implemented rules dictating which business-critical travel is still allowed and outlined what level of employee can approve the travel. Ensure your policies are up to date with any state or federal mandate travel bans.
Restrict Group Meetings and Visitors: Restrict in-person meetings of more than 10 people, recommending the use of virtual conference technology or phone calls. Consider restricting visitors to your offices or sites unless it is business critical.
If you have employees still working on site, provide the guideline to work as much as possible in their designated area/floor/building, avoid visiting other areas or locations.
Office Dining Areas & Restaurants: The operation of any cafeteria or restaurant should follow instruction of the WHO, CDC or the public health governing body within your country or countries. With some municipalities providing mandates related to in-house dining in restaurants, consider the options for adjusting foodservice to provide to-go service and adjust capacity policies and hours of operation as needed. For healthcare providers especially, one option is to use separate dining and break rooms for employees who work near or with patients and for those who don’t, minimizing interaction and potential spreading between the two groups.
Hiring freezes: We know how important talent is to your organization. To reach your business goals, the idea of pausing your recruitment is a tough pill to swallow. Ultimately, the health of your employees and candidates is the most important priority. Consider instituting hiring freezes for positions that aren’t business-critical, especially if implementing virtual recruiting methods are particularly difficult for one reason or another. Consider how you can build a candidate nurturing strategy to keep critical candidates engaged until business operations return to a new normal.
[ SALLY ]
Examples from Leading Employers:
A clinical laboratory company is keeping its employees informed by distributing easy-to-read documents including safety tips, FAQs, updated policies regarding travel, meetings and working from home.
An engineering and technology company is working to implement temperature checks of all people entering sites at building entrances as soon as feasible.
[ SALLY ]
Be personal and flexible
Employees: Daily huddles, connect with your teams to make sure they’re okay.
Candidates: Communicate regularly and honestly.
Notes: use video for both candidates and employees where possible. Be flexible with work from home and understand productivity will lower for some time while people adjust. Find the humor in the chaos.
Review capabilities & tech
Global tech capabilities being tested to an extreme
Be kind to your IT teams, thank them
Pivot your TA processes quickly, try new things and move on
Notes: Be understanding when networks drop or bandwidth buffers. Offer alternatives to HMs and candidates – use free tech like zoom and google video. Maybe facetime. Help HMs understand how to optimize a video interview and how to put candidates at ease and how to make a hiring decision via video if necessary. Not everything will work. Try things, be agile and move on. If you have capacity, work with your network to loan recruiters to companies that are rapidly hiring in response to this.
Start planning for the long-term
The upside? This will fundamentally change how we recruit.
Use downtime to improve workflows, document processes, pipeline
Implement or enhance your onboarding technology and process
Notes: When we come out of this, and we will, we will have pushed our teams and hiring managers forward years in terms of technology usage and virtual hiring. Tech companies will be pushing new and better virtual tech into the market in the coming years because they have more adoption and user feedback than ever. You can use this time to enhance your TA function and processes. Workflows, templates, language, etc.