LiveHire and Tundra Technical Solutions Join Forces

Indeed | August 18, 2020

Employers can now host virtual hiring events on Indeed, the company announced July 30.The feature builds off Indeed's hiring event product that it released earlier this year. Events include the ability to pre-screen candidates and manage RSVPs automatically. The virtual format "builds an extra layer of safety and flexibility" for employers and candidates, Indeed said, combining virtual interviewing tech via video conferencing with a virtual "lobby" or "waiting room" that mimics an in-person interview experience.Indeed's virtual hiring events do not require downloads or licensing software, and employers can use their own video conferencing tools with "waiting room" capabilities instead, the company said.

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HR STRATEGY

Kelly | March 11, 2022

On March 9th, premier talent platform, Kelly announced the acquisition of Recruitment Process Outsourcing (RPO) and outsourced talent provider RocketPower. The acquisition will further strengthen Kelly’s RPO practice and expand RocketPower’s ability to serve fast-growing U.S. tech firms. RocketPower is headquartered in Silicon Valley, CA. The company will operate under its brand name as well as staff and current leadership. "We are excited to welcome RocketPower to Kelly; it's a compelling proof point of the strategy behind the APAC transactions we announced last month to unlock capital and redeploy it to add high-margin, high-growth assets to our core businesses. With our acquisition of RocketPower, we've done just that by adding a business to KellyOCG whose strategy and emphasis on RPO and high-tech talent aligns with our growth priorities." -Peter Quigley, president and chief executive officer of Kelly "The pandemic coupled with fluctuating talent acquisition trends are driving tremendous growth in the RPO market now more than ever. This acquisition significantly expands KellyOCG's RPO solution and delivery offering across the globe and enhances our specialty RPO strategy and expertise and provides us with another entry point into the high-tech industry. We're thrilled about the possibilities that will come from this partnership with RocketPower and elevating our position to become one of the top RPO providers in the market." -Tammy Browning, president of KellyOCG "RocketPower is excited to join the Kelly team and take the next step to build upon our solid foundation for growth. Together, RocketPower and Kelly will be a force to reckon with in the RPO market. Kelly's long-standing commitment to leadership in the RPO industry, its aggressive growth strategy, ongoing tech investments, and its deep expertise – combined with RocketPower's unique delivery model and strong talent acquisition experience – will empower our collective team to unlock tremendous growth opportunities and continue delivering considerable value to our clients and to our team." -Mathew Caldwell, founder and chief executive officer of RocketPower,

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HR ANALYTICS

shrm | May 26, 2021

Companies are expected to invest in technology applications that will transform HR and employee processes, which in turn will reshape how work is done. Gartner predicts companies worldwide will spend $4.1 trillion this year on information technology, which is an 8.4 percent increase from 2020. some of that investment will likely be to accommodate the growing number of remote workers and employees in hybrid work arrangements (those who spend two or three days at work and the other days at home). It's not surprising that the highest growth in spending will occur in devices (14 percent) and enterprise software (10.8 percent) as organizations provide technology that is easy to use, innovative, and helps employees' productivity. According to Gartner, companies have an increased focus on employee experience and well-being, which is accelerating technology investments in areas such as social software, collaboration platforms, and human capital management software. However, while company executives see technology investments as a mechanism to enhance the employee experience and lift their productivity, workers are thinking differently, consistent with a PwC-commissioned survey of 32,517 respondents worldwide. Among the findings, 60 percent are worried that automation is putting many jobs at risk. Forty-eight percent believe traditional employment won't be around in the future; instead, skills will be sold on a short-term basis to companies that need them. Thirty-nine percent believe their jobs will be obsolete within five years. Their fears are not unfounded. Over the last 30 years, technology applications have replaced manual processes and created greater efficiency in recruiting, hiring, onboarding, training, benefits management, and payroll processing, said Robert Stokes, faculty member and founder of the master's degree program in HR analytics and management at American University in Washington, D.C. But not all technology investment is a means to replace workers. in the remote-work environment, Stokes said, we can expect employers to have a sharper focus on applications that will enhance employee engagement, like software that will drive communications, collaboration, and wellness initiatives. "Investing in more technology means that employees are getting more HR support through employee portals for self-service applications," he said. Some experts foresee problems in performance management and reviews for remote workers. "Moving to full-time work-from-home due to the pandemic has created challenges for collaborating and evaluating employees who are not on the premises five days a week," said José Barrero, assistant professor of finance at the Instituto Tecnológico Autónomo de México business school, and a co-author of the report Why working from Home will Stick, from the University of Chicago's Becker Friedman Institute for Economics. Employers should invest in technology that facilitates employees' feedback about performance, rather than monitoring technology that scrutinizes what employees do during the day, he said. Stokes noted that remote work is going to add a whole new dimension of responsibilities to the HR role, like making decisions about what jobs might be better suited for remote work and which jobs aren't. "Furthermore, HR managers will also have to develop guidelines or agreements for working from home that appears at everything from the security of employees' computers to sharing business information or data," Stokes said. "The benefits of remote work for employers include more potential recruiting of candidates where relocation was a problem and offering greater work-life balance opportunities."

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