For healthcare providers, employees are their biggest asset, but can also be their biggest liability. The ability to provide quality healthcare begins with the ability to quickly and confidently identify and hire the most qualified employees. It’s a challenge within the healthcare provider field that gets even more difficult when complying with complex industry regulations regarding hiring and retention.
Topic Overview It’s no secret that one of the biggest expenses and assets for an organization are employees. From recruiting and hiring to training and retaining, managing human resources is a huge cost. If done well, it can also be the biggest asset. According to a recent study (August 2012) the Boston Consulting Group found […]
Thomas Anderson Vice President, Staffing & RecruitingChicago Bridge & Iron Company About the Presenter Position Thomas R. Anderson is Vice President, Staffing and Recruiting. He was named to this position in October 2008. He is responsible for global staffing and recruiting activities and expatriate services, as well as P&L responsibilities for the Lutech Resources group […]
A New Take on Old Talent – Strategic Perspectives on Talent Aquisition of Mid-/Mature Career Employees
In an aging global workforce, most organizations remain focused on building bench strength through talent acquisition processes and programs targeting College Graduates or candidates with limited experience.
For nineteen years, we’ve studied the most prevalent reasons for executive hiring failure and determined many of these could have been predicted and therefore avoided. A key to avoiding many of these costly mistakes is doing the necessary work up front, carefully determining the critical success factors and objectively assessing the best candidates available against those criteria.
Case Study: The Short story Behind Case-Mate Ground Floor Growth, New Media Technology and Award Winning Talent Attraction
In November 2011 Case-Mate found themselves with 60+ openings, which in reality was 60 jobs titles printed on an excel spreadsheet. No talent acquisition department, no ATS, no careers page or online prescence. 11 months later they were accepting an award for Candidate Experience in Chicago along with several Fortune 500 companies.
Despite all efforts to create a workplace culture that exceeds a high standard of excellence, these efforts are only as effective as the employees a company recruits and hires to fit that culture. Often, not enough attention is placed on finding the key candidate with personal values and hard-wired DNA that fit a company’s vision of Service Excellence.
Thomas Anderson Vice President Staffing & Recruiting Chicago Bridge & Iron Company The default position for most recruiters and business leaders facing skill or capacity gaps is to hire. However, sometimes the best answer isn’t to hire, it’s to build the capabilities of your existing team or to rent capability through consultants or contractor support—or […]
Case Study: Strategies for Reaching Passive Candidates More Effectively and Building True Talent pipelines at CH2M
With global labor shortages, an aging workforce and fiercely competitive recruitment of scarce resources, the ability to not only identify passive candidates, but also to foster sustainable relationships with them is critical to any recruiting team’s ability to fulfill the talent pipelines.
To meet the need for people to replace those due to retire during the “big crew change,” energy companies must attract, retain, and promote a more gender diverse workforce than they have in the past. To make energy jobs more appealing to women, a cultural change is required in our industry.