TROY, Mich. (March 19, 2018) – KellyOCG(R), the outsourcing and consulting group of Kelly Services,(R) is pleased to announce its Talent Acceleration Series, a collection of global insights that explore practical actions and directives to assist companies in driving talent acquisition change within their organizations.
Why is talent acquisition change important?
Of the more than 600 million people working in the developed world today, one-third do not work in a traditional employment arrangement. Free agents, independent contractors, freelancers, hybrid workers, and temporary employees move in and out of the workplace, forcing talent managers to think, recruit and work differently.
In addition, individuals are using more and different means to connect with organizations, from social media to ratings and review sites to talent communities. As a result, talent acquisition leaders have to consider how candidates prefer to interact in order to present their opportunities to their target audience.
“The intersection between the new world of work and the new world of technology requires a more agile and progressive approach to talent acquisition,” said John Healy, vice president and managing director of KellyOCG. “The influx of digital capabilities, self-aggregating talent communities and generational preferences, particularly with the entrance of Gen Z, redefines how talent across all categories must be engaged to win the talent war.”
To kick-off the content series, KellyOCG recently sponsored a Harvard Business Review Analytic Services’ pulse survey to research how the evolving workforce and the adoption of innovative technologies are impacting talent acquisition today. In a newly published white paper, The Future of Talent Acquisition, KellyOCG shares the results of the survey addressing the future of talent acquisition and how talent acquisition change must be accelerated within an organization.
The content series continues with a focus on five key recommendations, which emerged as central themes from both the white paper and through KellyOCG-conducted interviews with HR leaders, that organizations can consider as part of their talent acquisition plan. These recommendations include:
1. Stepping-up to change leadership and being the “bridge”
2. Knowing the supply-side market inside and out
3. Designing candidate experiences that inspire and authenticate matchmaking
4. Modernizing the talent acquisition team’s core competencies
5. Redefining the inner circle to create integrated solutions
KellyOCG’s Talent Acceleration Series will use the combined insight of more than 500 talent professionals around the world, as well as unique perspectives from those who are already leading our industry, to provide fresh insights on familiar challenges, helping businesses turn what they know into the change they need.
KellyOCG is a leading global advisor of talent supply chain strategies that enable companies to achieve their business goals by aligning talent strategy to business strategy across all internal and external worker categories. Core solutions include Advisory Services, RPO, CWO, Business and Professional Services, and Career Transition. Please visit www.kellyocg.com.