Keeping costs under control is a key priority for most procurement leaders. When your job is all about acquiring the various resources and assets your company needs to succeed, you have to be sure those acquisitions are happening in a cost-effective manner.
Most managers and business owners already know that employee turnover puts their organizations at a disadvantage. Few of them, however, have taken a close look at the numbers to determine exactly how much high employee turnover costs them.
What makes your recruitment process different? This is a question we often receive from prospective clients. When you're facing a decision on whether to use a dedicated HR company to look after your staffing needs, it's a valid question to ask.
As COVID-19 continues to take a toll on businesses, industries and entire economies, ensuring business continuity remains the top priority for many organizations, especially SMEs. To make it through this difficult time, you need to ensure you have the right talent and the right number of people in your workforce, but also that you're not wasting time and money on inefficient HR processes.
When 2020 arrived, most companies started the year with no idea of how much uncertainty it would bring. All industries felt the impact of COVID-19, but logistics was arguably more affected than most, with businesses having to deal with disruption to global supply chains, combined with increased demand for essential items like cleaning products and groceries.
In times of uncertainty for businesses and their employees, what can leaders do to set the right example for the workforce and ensure employees are happy and productive in their jobs?
71% of Swiss employees believe that a pleasant working atmosphere is an important criterion when choosing an employer according to our 2021 Randstad Employer Brand Research. But how can this promise be guaranteed over the long term?
In uncertain times, HR departments are scrambling to put out one fire after another. A company might be rebalancing overall headcounts today but striving to hire new talent tomorrow. No matter what, to build resilience in an organization, it's more crucial than ever to create a flexible workforce.
Even during today’s tumultuous environment, maintaining your employer brand should still be a critical component of your talent strategy. Whether a company is hiring or perhaps downsizing, efforts to protect an organization’s reputation as an employer should remain a priority. A company’s brand will impact its future ability to attract talent, but there will be a halo effect on its overall business.
In business, few mistakes are more costly than hiring the wrong person. Those costs compound by the day and impact every aspect of company performance, at a time when human innovation is critical to business success. That’s why, despite rising unemployment rates driven by the global COVID-19 pandemic, there has been an increase in pressure on HR departments to hire the right talent.
What are the biggest challenges you face concerning your contingent workforce? What are the implications of this? Identifying the most critical problems you are facing and deciding what you need to do are crucial in developing a tailored solution for your business.
The concept of flexibility has never been as important for the world of work as it is today. Businesses are realizing how much they have to gain from incorporating flexible staffing and contingent talent into their HR strategies, with the benefits ranging from cost efficiencies to quicker access to specialist skills.
Whether your company is challenged by digitalization, unexpected pandemics, or increased global competition, your organization needs to prepare for future unforeseen events. In this article, we examine three key considerations when organizing your teams to meet uncertainty.
A reliable and strongly engaged contingent workforce is a valuable asset for any business. This is particularly true in industries like manufacturing and logistics, where the flexibility to respond to seasonality and fluctuations in client demand can be the key to business success.
Businesses across the globe are feeling the effects of COVID-19 in many ways. The pandemic has created a 'new normal' that organizations must adjust to if they want to not only survive the current situation, but succeed in the future.
Manufacturers traditionally rely on flex workers more than most other industries because of the need for agility and flexibility. So with talent scarcity a concern for many companies, product makers are significantly affected by the rising demand for talent. If you are operating manufacturing facilities, you likely have encountered these difficulties.
Automation is a concept that seems to be growing in importance for businesses and industries with each passing year. The consequences of this trend have been particularly noticeable in the world of work. As KPMG noted in its Rise of the Humans report series, the convergence of artificial intelligence, automation, machine learning and cognitive platforms 'has had a profound impact on the workforce'.
Many businesses around the world are currently focused on dealing with the immediate impact of COVID-19 on their operations. In the HR department, managers are concentrating on the most pressing challenges of the current situation, such as facilitating a safe return to the workplace and plugging gaps in the labor force.
The HR department has a crucial part to play in the success of any business. This has always been true, but the role of HR has become particularly significant this year, with so many organizations working hard to meet their human capital requirements and keep costs under control against the backdrop of COVID-19.
Hiring suitable employees is a crucial activity for an SME. These simple 5 tips will help you find the right talent for your company. In addition, these tips will save you valuable time that you can devote to other tasks.
HR managers are currently faced with a challenge that is unprecedented in modern times: helping organizations and their people return to work amid an ongoing viral pandemic.
During times of crisis, your employer brand becomes your brand. Talent, employees, society, clients and customers will not forget and not forgive your authenticity today. With so many business functions disrupted by the global COVID-19 pandemic crisis, companies everywhere face an unprecedented number of challenges and uncertainties at the same time.
Being a manager in your company is comparable to the job of a captain of a ship: It is your job to get your company and your crew to the desired destination and keep you away from disasters like hitting an iceberg. Just as there are guidelines to help captains navigate their ships effectively, there are also simple practices that can help you, as a leader, to stay on the path to success.
There was a time, years ago, where a great place to look for a job was a newspaper. Thursday was "jobs day" in my hometown newspaper, in fact, it was how I got my first job. The newspaper has stopped "job's day" now.
To meet production demands and remain a top-player in the market, the customer sought a partnership with a staffing company that does more than fill vacancies.
If your organization is like most, using more flexible talent has become business as usual. According to Deloitte, 77 million workers in Europe, India, and the U.S. formally identify themselves as freelancers, and half of employers it surveyed reported a significant number of contractors in their workforce. McKinsey estimate there are 162 million who engage in some sort of gig or freelance work. Staffing Industry Analysts estimated that human cloud revenues rose 65% in 2017.
With the global labor market growing increasingly complex, your workforce is likely undergoing its own transformation. Specifically, the use of flexible talent – whether it’s the human cloud, traditional temp staffing or independent contractors – is becoming a more strategic contributor in getting work done.
I have faced the job-seeking experience from both sides: as a candidate and as a recruiter. In the past, I was the job seeker, completing countless applications and speaking with potential recruiters and employers. Now, as a recruiter myself, I can offer some tips that will hopefully help you overcome the challenges of looking for your dream job.
There has been a lot of speculation about what millennials have to offer the workforce. You have probably heard many of these speculations - "millennials are lazy," "millennials feel a sense of entitlement," and "millennials are technology obsessed." The truth is that while so-called experts think they understand the millennial generations, the facts just don't support these stereotypical opinions.
Human capital leaders are forever seeking ways to increase workforce productivity, so it’s common to see them championing initiatives such as worker upskilling, investing in AI-enabled tools and implementing LEAN processes to raise efficiency. There is, however, one undertaking that companies often overlook that can significantly enhance output without spending a lot of resources or budget.
An effective employee onboarding process is vital for employers that want to get the best out of their labor force, and that goes for contingent workers as well as permanent staff.
Day after day, I talk to exciting people who are looking for a new job or simply want to assess their own value on the job market. I often hear: "I'm only interested in a permanent position with the company as opposed to temporary employment through a recruitment agency." In this blog, I'll explain how temporary work has developed and why there are situations in which temporary employment is the best solution.
Applied for your dream job and been invited to a video interview? Congratulations! The video interview is one of the many tools employers use to get a better sense of who you are. Check out the following tips to ensure everything goes smoothly.
Just because you have a widely respected consumer brand doesn’t mean that your organization is perceived as a great place to work. Discover how your employer brand differs from your consumer brand.
How often do we discuss our jobs or our employers with friends, family, or acquaintances? It happens all the time, right? Whether we wax lyrical about our jobs or complain, we know our employers best and understand what it takes to be able to work for them. In this blog I'll explain why this is exactly the reason your employees are your best recruiters.
Mile-long traffic jams, empty commuter trains and packed outdoor swimming pools – it's clear that the vacation period has reached its peak. From a legal perspective, the topic of vacations results in heated discussions time and again. Below we have listed five misconceptions.
Wage negotiations can be a tough part of the application process or your annual appraisal. We've asked five Randstad recruiters to give us the inside scoop and share their best tips with you.
This question is one I often face. Let’s start off by being open. Like all walks of life there are the good, the bad, and the ugly. I’m going to focus on the main benefits that a good recruitment firm will bring you.
Swiss employees are loyal. Last year, 78% of employees in Switzerland continued working for their current employer. Getting employees to stay for the long term has a positive financial impact on companies. But how can you influence this without knowing what employees value about their roles?
Recently a candidate, a talented young man which I had been working with for a month or so, made me aware he was no longer looking for a job and wasn't interested in hearing about opportunities anymore. From a professional point of view this was disappointing. I could definitely have secured him an improved role. However I was happy for him because he did the right thing. He did what a lot of us don't do when we are unhappy at work. He told his boss, eventually.
Zurich Airport was named Switzerland’s second most attractive employer this year. After coming in fifth place in previous years, Zurich Airport managed to break into the top 3 this year. I spoke with Bruno Zanella, Head of Human Resources at Zurich Airport, about their employer brand.
This year’s Randstad Award for the most attractive employer in Switzerland has gone to Swiss International Air Lines, for the first time in the company’s history. Just last year the company was in fourth place but has now made the leap to the top of the standings. That’s why I interviewed Christoph Ulrich, Head of Human Resources at SWISS.
As an employer, you’ve reviewed countless resumes, and as time goes on, they start to look the same. Finding the gem of a candidate is no small task, but you know the right hire will help you business solves problems better, create and engaging atmosphere, and improve company culture. So how can you attract great talent to your company? Consider these easy tips to get better results.