Before you take off for the three day weekend...check out our photos from last week's SAPPHIRE 09 on our Flickr page. We took some great shots of our customer event at Epcot and Bill presenting the findings of our Workforce Trends Study. And if you didn't get a chance to stop by our booth--not a problem--we got it covered. Enjoy!
Everyone have a happy and safe Memorial Day Weekend!
Podcast: Anthony Bosco on the changing workforce
As promised, here is the continuation of my conversation with Day & Zimmermann's Anthony Bosco. I was fortunate enough to chat with Anthony at SAP SAPPHIRE 09 last week about his thoughts of the show, and also picked his brain for some of his ideas on the ever-changing workforce.
In this podcast, Anthony discusses the fundamental shift in the way companies will do business and the importance of collaboration. He also explains why it will be necessary for companies to re-evaluate all aspects their workforce in preparation for when the demand for talent will once again usurp the supply.
Thanks, Anthony for your insight and experience. We look forward to hearing more of your thoughts on The Seamless Workforce!
In this podcast, Anthony discusses the fundamental shift in the way companies will do business and the importance of collaboration. He also explains why it will be necessary for companies to re-evaluate all aspects their workforce in preparation for when the demand for talent will once again usurp the supply.
Thanks, Anthony for your insight and experience. We look forward to hearing more of your thoughts on The Seamless Workforce!
And the winner is...
And now, for the moment you've all been waiting for...
Today, we randomly selected one name, and the lucky winner of the first ever giveaway on The Seamless Workforce...the proud new owner of an Amazon Kindle, is...
(Drum roll, please.)
... Dave Mason, from Weyerhaeuser in Federal Way, Washington. Congratulations, Dave!
Thanks to everyone who's been joining us on The Seamless Workforce. We hope you'll continue to visit and join in our discussions about workforce issues, trends and leaders. As always, if there's any topic you want to hear more about, just let us know.
Today, we randomly selected one name, and the lucky winner of the first ever giveaway on The Seamless Workforce...the proud new owner of an Amazon Kindle, is...
(Drum roll, please.)
...
Thanks to everyone who's been joining us on The Seamless Workforce. We hope you'll continue to visit and join in our discussions about workforce issues, trends and leaders. As always, if there's any topic you want to hear more about, just let us know.
Podcast: SAPPHIRE 09 musings with Anthony Bosco
It's certainly been a busy week here at SAPPHIRE 09. Luckily though, I was able to get time with Day & Zimmermann's Anthony Bosco yesterday for some of his thoughts on how this year's show was shaping up.
As next year's Vice-Chairman of ASUG, Anthony acknowledges that SAP and ASUG are at a major turning point, and he shared with me the challenges he expects to face, and how to overcome them.
We also chatted about attendance at this year's event -- both on-site and through the virtual event -- and he shared some of his top SAPPHIRE moments. To hear all of Anthony's thoughts on SAPPHIRE, check out the full interview.
And next week on The Seamless Workforce, we'll talk with Anthony again about the "new reality" of the workforce and how it's being addressed by businesses.
As next year's Vice-Chairman of ASUG, Anthony acknowledges that SAP and ASUG are at a major turning point, and he shared with me the challenges he expects to face, and how to overcome them.
We also chatted about attendance at this year's event -- both on-site and through the virtual event -- and he shared some of his top SAPPHIRE moments. To hear all of Anthony's thoughts on SAPPHIRE, check out the full interview.
And next week on The Seamless Workforce, we'll talk with Anthony again about the "new reality" of the workforce and how it's being addressed by businesses.
Workforce Trends Study: Results show alarming lack of management in workforce control
Welcome to SAPPHIRE 09. I arrived in Orlando earlier this week, and spent Tuesday night with our customers, colleagues, and partners at our event at Epcot (pictures of the event coming soon). Despite the rain, we had an amazing night and still got to enjoy the spectacular fireworks display.
I also took some time to prepare for the release of our Workforce Trends Study results. In the first quarter of 2009, we commissioned a study targeting more than 1,000 organizations to determine their strategies in creating a responsive and productive workforce, including flexible workers. The findings were startling, revealing a lack of control in the workforce, especially segments outside the full-time employee base.
This afternoon, at 1:15 p.m., I presented the findings in "Trends in the Workforce -- Decentralization Prohibits Agile Decision Making." And here are the results.
The most significant finding was that about 70 percent of executives surveyed reported their company has a strategic workforce plan in place, but only 25 percent of them have the ability to calculate spend and ROI outside their full-time employee base.
In addition, results show that the fragmentation of the workforces and lack of centralized control over employment segments outside the full-time workforce may not be optimized to support necessary cost efficiency gains required during the current economic downturn.
What do these findings mean for you?
They emphasize the importance of evaluating your entire workforce in order to be successful in the long term. We found a clear disconnect between the amount of control companies believe they have and the amount they actually have.
Companies need to consider the impact that professional temporary workers, consultants, and independent contractors have on their overall business. Reevaluating the workforce can not only create organizational efficiencies, but can also result in significant cost savings that are more important than ever in today's economy.
Stay tuned to The Seamless Workforce for more opportunities after SAPPHIRE 09 to see these results presented via webcast.
I also took some time to prepare for the release of our Workforce Trends Study results. In the first quarter of 2009, we commissioned a study targeting more than 1,000 organizations to determine their strategies in creating a responsive and productive workforce, including flexible workers. The findings were startling, revealing a lack of control in the workforce, especially segments outside the full-time employee base.
This afternoon, at 1:15 p.m., I presented the findings in "Trends in the Workforce -- Decentralization Prohibits Agile Decision Making." And here are the results.
The most significant finding was that about 70 percent of executives surveyed reported their company has a strategic workforce plan in place, but only 25 percent of them have the ability to calculate spend and ROI outside their full-time employee base.
In addition, results show that the fragmentation of the workforces and lack of centralized control over employment segments outside the full-time workforce may not be optimized to support necessary cost efficiency gains required during the current economic downturn.
What do these findings mean for you?
They emphasize the importance of evaluating your entire workforce in order to be successful in the long term. We found a clear disconnect between the amount of control companies believe they have and the amount they actually have.
Companies need to consider the impact that professional temporary workers, consultants, and independent contractors have on their overall business. Reevaluating the workforce can not only create organizational efficiencies, but can also result in significant cost savings that are more important than ever in today's economy.
Stay tuned to The Seamless Workforce for more opportunities after SAPPHIRE 09 to see these results presented via webcast.
Hard decisions of recruitment infrastructure
I mentioned yesterday on my Twitter feed that while SAPPHIRE '09 is a little more lightly attended, the overriding theme seems to be "do more with what you have." In other words, the discussion has -- understandably -- shifted away from investigating what is commonly referred to as the "white space" of a firm's enabling technology footprint and towards a more frank discussion on core processes that flow through these technologies.
Judging by the ASUG events, industry sessions, and general buzz on the show floor, there is a general movement underway to open up these processes and search for any area of efficiency that will drive cost out of the organization. Interestingly, this is being done, of course, within the context of the current economic climate, but also with a hopeful mind towards the future.
Consider one such example from a discussion I had with the Global Lead of IBM's HCM Practice. The conversation was confirming the nature of the contraction that we have seen across the varying segments of the workforce. In particular, many firms, in addition to broad reductions in force, have also eliminated a majority of their recruiting infrastructure. The reality of a prolonged recession far outweighed the need to maintain a large recruiting staff poised to jump into action when recovery is imminent.
It was agreed that this reality has several implications.
First -- and not as widely reported -- a decision to eliminate a professional or contracted member of the recruiting staff is a clear indication of corporate expectations for the recession. This is because any sizable increase in full-time staff requires some semblance of a recruitment infrastructure, and firms are inherently accepting the average eight week ramp-up to put it in place.
Second, this reduction in corporate recruiting signals the willingness of the firm's leadership to defer investment decisions not only the development of the full time workforce, but on any and all associated operational costs. We both shared conversations we've had with HR leaders who have confirmed this decision deferment, and learned that it was out of necessity to accept the potential premium that might result from quickly implementing recruitment infrastructure.
Last, this is very likely to result in an uptick in leveraging Recruitment Process Outsourcing to fill the gaps. This will be true both today, with the occasional need to fill open headcount, and tomorrow, when firms may be in desperate need to get recruitment infrastructure in place to address the demands of a growing workforce.
In my opinion, it is quite likely that even after recovery is well underway, that the outsource recruitment category will show significant growth and mature into a critical partner for most large global firms. In fact, such maturation is likely to make such services accessible to firms of any size. Further validation that the post-recession comprehensive workforce and its composition will never again reflect what it was before.
The question we were considering on our way to SAPPHIRE was whether or not firms are thinking this way and considering the actions that will be necessary to ensure they are not only planning to whether the storm today, but how they are anticipating responding to recovery. Our answer doesn't yet have complete clarity, but it does appear as though there is a willingness to accept dramatic changes to how the total workforce will be built, managed, and maintained.
Judging by the ASUG events, industry sessions, and general buzz on the show floor, there is a general movement underway to open up these processes and search for any area of efficiency that will drive cost out of the organization. Interestingly, this is being done, of course, within the context of the current economic climate, but also with a hopeful mind towards the future.
Consider one such example from a discussion I had with the Global Lead of IBM's HCM Practice. The conversation was confirming the nature of the contraction that we have seen across the varying segments of the workforce. In particular, many firms, in addition to broad reductions in force, have also eliminated a majority of their recruiting infrastructure. The reality of a prolonged recession far outweighed the need to maintain a large recruiting staff poised to jump into action when recovery is imminent.
It was agreed that this reality has several implications.
First -- and not as widely reported -- a decision to eliminate a professional or contracted member of the recruiting staff is a clear indication of corporate expectations for the recession. This is because any sizable increase in full-time staff requires some semblance of a recruitment infrastructure, and firms are inherently accepting the average eight week ramp-up to put it in place.
Second, this reduction in corporate recruiting signals the willingness of the firm's leadership to defer investment decisions not only the development of the full time workforce, but on any and all associated operational costs. We both shared conversations we've had with HR leaders who have confirmed this decision deferment, and learned that it was out of necessity to accept the potential premium that might result from quickly implementing recruitment infrastructure.
Last, this is very likely to result in an uptick in leveraging Recruitment Process Outsourcing to fill the gaps. This will be true both today, with the occasional need to fill open headcount, and tomorrow, when firms may be in desperate need to get recruitment infrastructure in place to address the demands of a growing workforce.
In my opinion, it is quite likely that even after recovery is well underway, that the outsource recruitment category will show significant growth and mature into a critical partner for most large global firms. In fact, such maturation is likely to make such services accessible to firms of any size. Further validation that the post-recession comprehensive workforce and its composition will never again reflect what it was before.
The question we were considering on our way to SAPPHIRE was whether or not firms are thinking this way and considering the actions that will be necessary to ensure they are not only planning to whether the storm today, but how they are anticipating responding to recovery. Our answer doesn't yet have complete clarity, but it does appear as though there is a willingness to accept dramatic changes to how the total workforce will be built, managed, and maintained.
Initial interactions at SAPPHIRE 09
Last night, SAPPHIRE 09 event kicked-off with a keynote from Steven Levitt, the author of Freakonomics. His off-beat approach to economics addresses crazy topic,s such as the higher probability of an intoxicated individual dying from drunk walking, versus drunk driving.
Listening to the startling statistics that the "Indiana Jones of Economics" had to offer didn't fully resonate until today. I just had a great conversation with a business unit leader from a technology company. As he completed our Express Value Assessment on the show floor, he revealed that for the average job posting, he's stuck reviewing more than 60 resumes. Clearly this isn't the best way for this VP to spend his days.
Many organizations fail to recognize the burden the hiring process can place on key players. Some organizations, such as Syngenta, have turned to recruitment process outsourcing to address this issue and refocus business leaders on core responsibilities. This takes the grunt work out of filling positions, and ensures the company's MVPs are focused on the tasks with highest value.
Listening to the startling statistics that the "Indiana Jones of Economics" had to offer didn't fully resonate until today. I just had a great conversation with a business unit leader from a technology company. As he completed our Express Value Assessment on the show floor, he revealed that for the average job posting, he's stuck reviewing more than 60 resumes. Clearly this isn't the best way for this VP to spend his days.
Many organizations fail to recognize the burden the hiring process can place on key players. Some organizations, such as Syngenta, have turned to recruitment process outsourcing to address this issue and refocus business leaders on core responsibilities. This takes the grunt work out of filling positions, and ensures the company's MVPs are focused on the tasks with highest value.
Announcing Amazon Kindle giveaway
To celebrate the kickoff of The Seamless Workforce, we're giving away an Amazon Kindle to one lucky reader! Want to be in the running for one of these hot new toys? Here's how to enter:
Come visit us this week at the Yoh Talent Solutions exhibit -- booth #314 -- at SAPPHIRE 09. While you're visiting, drop off your business card, and if you'd like, share your thoughts, experiences, and opinions of the show for us to feature on the blog.
Not attending SAPPHIRE 09? Register on our contest page.
At the end of the week, we'll conduct a random drawing. We'll announce the winner right here on The Seamless Workforce on Monday, May 18.
Hope to see you this week! And good luck!
Come visit us this week at the Yoh Talent Solutions exhibit -- booth #314 -- at SAPPHIRE 09. While you're visiting, drop off your business card, and if you'd like, share your thoughts, experiences, and opinions of the show for us to feature on the blog.
Not attending SAPPHIRE 09? Register on our contest page.
At the end of the week, we'll conduct a random drawing. We'll announce the winner right here on The Seamless Workforce on Monday, May 18.
Hope to see you this week! And good luck!
Meeting potential bloggers at SAPPHIRE 2009
I will be heading to SAPPHIRE 09 next week, and plan to meet with several potential Seamless Workforce contributors.
SAP has a large HCM practice, and I’ve actually had the good fortune to work with a number of its members over the past three years. The group has conducted significant benchmarking research around the disciplines crucial for maximizing value derived from workforce management, so I’m hopeful they’ll agree to share that wisdom with readers. (Note that the ASUG site requires you to register, or sign in as a member, to view their research.)
On Tuesday and Wednesday during SAPPHIRE, I have a packed schedule, meeting with some of the larger consulting firms that will be at the show. Sometimes referred to as "tier I Systems Integrators," these firms have very synergistic relationships with the likes of Oracle, Microsoft, and SAP.
Their long and successful practices of evaluating Human Capital Management processes and helping clients align them in a way that increases the overall workforce effectiveness have resulted in dramatic results over the past two decades. It will be interesting to share some of Yoh's recent research with them, which shows a low level of control over specific categories of the workforce, and validate whether they are seeing the same trend.
While I will be meeting many of these folks for the first time, I am very familiar with their work. In the past, I often used their research when writing about methods employed by professional services firms to move their talent pool toward a talent supply chain model. With a true mastery of how to drive clients to connect their people, process and tools, each of these firms should have great insight into how to create a complex, yet seamless, workforce.
I am not sure which direction these conversations will head, but am anxious to talk with the consulting firms because I do know from experience that they are almost always on the cutting edge of process improvement, and actively pushing technology to serve the ever-growing maturity of supportive business process.
I'll also be speaking with Nakisa during SAPPHIRE as a very different sort of contributor. It is a software application firm that provides tools for the strategic planning and development of the workforce.
We will see how it goes, but it is exciting to see such a variety of contributors show initial interest in the Seamless Workforce. I will let you know how it goes!
SAP has a large HCM practice, and I’ve actually had the good fortune to work with a number of its members over the past three years. The group has conducted significant benchmarking research around the disciplines crucial for maximizing value derived from workforce management, so I’m hopeful they’ll agree to share that wisdom with readers. (Note that the ASUG site requires you to register, or sign in as a member, to view their research.)
On Tuesday and Wednesday during SAPPHIRE, I have a packed schedule, meeting with some of the larger consulting firms that will be at the show. Sometimes referred to as "tier I Systems Integrators," these firms have very synergistic relationships with the likes of Oracle, Microsoft, and SAP.
Their long and successful practices of evaluating Human Capital Management processes and helping clients align them in a way that increases the overall workforce effectiveness have resulted in dramatic results over the past two decades. It will be interesting to share some of Yoh's recent research with them, which shows a low level of control over specific categories of the workforce, and validate whether they are seeing the same trend.
While I will be meeting many of these folks for the first time, I am very familiar with their work. In the past, I often used their research when writing about methods employed by professional services firms to move their talent pool toward a talent supply chain model. With a true mastery of how to drive clients to connect their people, process and tools, each of these firms should have great insight into how to create a complex, yet seamless, workforce.
I am not sure which direction these conversations will head, but am anxious to talk with the consulting firms because I do know from experience that they are almost always on the cutting edge of process improvement, and actively pushing technology to serve the ever-growing maturity of supportive business process.
I'll also be speaking with Nakisa during SAPPHIRE as a very different sort of contributor. It is a software application firm that provides tools for the strategic planning and development of the workforce.
We will see how it goes, but it is exciting to see such a variety of contributors show initial interest in the Seamless Workforce. I will let you know how it goes!
More evidence of evolution, responding with workforce design
Just finished up a meeting with our Enterprise Program managers. These are the folks responsible for managing our workforce transformation programs for clients. Leadership at Yoh meets with them once a quarter to review and measure how well we're performing for our client base.
It's an intense, day-long session that is honest and frank. The objective is to make sure we're continuously monitoring the maturation of our clients' programs and identifying new ways to deliver value.
What was striking at today's session -- particularly in light of the worst economic downturn since the early 70s -- was that while there has definitely been some contraction in certain areas of the workforce, there's actually a higher level of dollars being addressed by the current program.
Clients are allowing us to help them identify and properly deploy methods that better categorize areas of work, resulting in lower cost and risk. While the desire to attain this goal isn't new, organizations today are more aggressively pursuing and accepting this increased level of control over less traditional areas of the talent pool.
I recently wrote about the evolution of the workforce, and noted that it's unlikely the composition of the large enterprise workforce will ever revert back to what we saw in the latter part of the 90's and the early part of this decade.
Among our clients, we're seeing savvy, well-unified firms beginning to invest in defining different components of the workforce, and identifying how they should be managed. They now recognize how each segment of the workforce can impact the strategic objectives of the firm, and how a complex workforce can be deployed with the highest quality and cost effectiveness as possible. It's thrilling, really.
It's an intense, day-long session that is honest and frank. The objective is to make sure we're continuously monitoring the maturation of our clients' programs and identifying new ways to deliver value.
What was striking at today's session -- particularly in light of the worst economic downturn since the early 70s -- was that while there has definitely been some contraction in certain areas of the workforce, there's actually a higher level of dollars being addressed by the current program.
Clients are allowing us to help them identify and properly deploy methods that better categorize areas of work, resulting in lower cost and risk. While the desire to attain this goal isn't new, organizations today are more aggressively pursuing and accepting this increased level of control over less traditional areas of the talent pool.
I recently wrote about the evolution of the workforce, and noted that it's unlikely the composition of the large enterprise workforce will ever revert back to what we saw in the latter part of the 90's and the early part of this decade.
Among our clients, we're seeing savvy, well-unified firms beginning to invest in defining different components of the workforce, and identifying how they should be managed. They now recognize how each segment of the workforce can impact the strategic objectives of the firm, and how a complex workforce can be deployed with the highest quality and cost effectiveness as possible. It's thrilling, really.
Anthony Bosco's suggestions on SAPPHIRE 09
SAPPHIRE 09 is just days away. Get ready for this year's event by taking advice from a seasoned attendee and speaker, Anthony Bosco.
Anthony is on ASUG's board of directors as the Vice President of Finance. He's also Vice President and CIO of Day & Zimmermann, an SAP customer. A few weeks ago, Anthony sat down with Search SAP's Courtney Bjorlin to share his thoughts on SAPPHIRE 09 and the 2009 ASUG Annual Conference.
Anthony recommends checking out this year's keynote sessions while keeping in mind the topics that are most important to you, whether it be enterprise solutions, human capital management or SAP upgrades. Also, for first time attendees, Anthony suggests looking into the resources online in advance to optimize your time at the show wisely.
The Agenda Builder is a great resource to schedule your days at SAPPHIRE 09 for maximum value. Even if you're unable to attend the show, check out the Agenda Builder for an overview of speakers and topics covered at the conference (many will have downloadable content available after the show).
For more advice on how to make the most of SAPPHIRE 09, check out Courtney's full interview with Anthony and stay tuned on the blog. We will be posting a podcast with Anthony live from the show floor next week.
Anthony is on ASUG's board of directors as the Vice President of Finance. He's also Vice President and CIO of Day & Zimmermann, an SAP customer. A few weeks ago, Anthony sat down with Search SAP's Courtney Bjorlin to share his thoughts on SAPPHIRE 09 and the 2009 ASUG Annual Conference.
Anthony recommends checking out this year's keynote sessions while keeping in mind the topics that are most important to you, whether it be enterprise solutions, human capital management or SAP upgrades. Also, for first time attendees, Anthony suggests looking into the resources online in advance to optimize your time at the show wisely.
The Agenda Builder is a great resource to schedule your days at SAPPHIRE 09 for maximum value. Even if you're unable to attend the show, check out the Agenda Builder for an overview of speakers and topics covered at the conference (many will have downloadable content available after the show).
For more advice on how to make the most of SAPPHIRE 09, check out Courtney's full interview with Anthony and stay tuned on the blog. We will be posting a podcast with Anthony live from the show floor next week.
The hidden cost of a free agent talent pool
With current economic conditions driving companies to cut staff, career options are limited for the quickly-growing pool of available talent. Few, if any, companies are actively looking to increase their full-time staff, thus driving a growing number of workers to engage in freelance and project-by-project contract job opportunities.
In her article in The Wall Street Journal today, Sarah Needleman profiles several individuals who are currently negotiating the freelance economy. What she doesn't address, however, is that while the free agency model may be beneficial to workers struggling to find work otherwise, it contains an inherent risk to firms employing this talent. Without control mechanisms in place, it could lead to a fairly significant and often unrecognized uptick in cost for the firms employing such talent.
I'm eager to track this trend and see if it is yet another signal to the U.S. labor market that the composition of our everyday workforce is dramatically shifting and becoming more complicated. I suspect the change is here to stay, and that large, global firms will have to adopt more complex workforce planning strategies to manage the evolution of the workforce.
In her article in The Wall Street Journal today, Sarah Needleman profiles several individuals who are currently negotiating the freelance economy. What she doesn't address, however, is that while the free agency model may be beneficial to workers struggling to find work otherwise, it contains an inherent risk to firms employing this talent. Without control mechanisms in place, it could lead to a fairly significant and often unrecognized uptick in cost for the firms employing such talent.
I'm eager to track this trend and see if it is yet another signal to the U.S. labor market that the composition of our everyday workforce is dramatically shifting and becoming more complicated. I suspect the change is here to stay, and that large, global firms will have to adopt more complex workforce planning strategies to manage the evolution of the workforce.
SAP's SAPPHIRE 09: one of the most comprehensive business conferences for your workforce in North America
SAPPHIRE 09 is a technology conference hosted by SAP, so what does it have to do with workforce trends? The value of SAPPHIRE, and the reason we attend the show year after year, is best articulated by the tag line for this year's event:
"SAPPHIRE is the one place where senior executives, business managers, and decision makers can come together to explore how innovate business solutions foster long-term, profitable growth."
Regardless of what technology platform your company may or may not be running, SAPPHIRE is relevant for all organizations. It provides access to industry thought leaders, and is an incubator for insightful and provoking strategies to advance your tactical and strategic yearly objectives. Senior business leaders from all sectors of a business--finance, technology, operations and human resources--come together to collaborate and focus on enterprise-wide solutions, including the workforce.
As for technology, as economic conditions continue to shift, workforce automation and optimization are becoming more crucial for firms to stay afloat. Technology-enabled workforce solutions are quickly becoming the status quo.
And our friends at Gartner agree: "...competition for the best talent will continue to be intense," says Alex Soejarto, Gartner Research Director. "Integration talent management to ERP for example, helps to automate a complex process..."
Next week, we'll be on the show floor at Yoh Talent Solutions' booth (#314), and will be sharing some of our SAPPHIRE observations right here on The Seamless Workforce. Beyond connecting with other leaders concerned about the workforce, we'll provide coverage on key speakers, pertinent data released at the show, and recommendations for those already in attendance. Stay tuned for more.
"SAPPHIRE is the one place where senior executives, business managers, and decision makers can come together to explore how innovate business solutions foster long-term, profitable growth."
Regardless of what technology platform your company may or may not be running, SAPPHIRE is relevant for all organizations. It provides access to industry thought leaders, and is an incubator for insightful and provoking strategies to advance your tactical and strategic yearly objectives. Senior business leaders from all sectors of a business--finance, technology, operations and human resources--come together to collaborate and focus on enterprise-wide solutions, including the workforce.
As for technology, as economic conditions continue to shift, workforce automation and optimization are becoming more crucial for firms to stay afloat. Technology-enabled workforce solutions are quickly becoming the status quo.
And our friends at Gartner agree: "...competition for the best talent will continue to be intense," says Alex Soejarto, Gartner Research Director. "Integration talent management to ERP for example, helps to automate a complex process..."
Next week, we'll be on the show floor at Yoh Talent Solutions' booth (#314), and will be sharing some of our SAPPHIRE observations right here on The Seamless Workforce. Beyond connecting with other leaders concerned about the workforce, we'll provide coverage on key speakers, pertinent data released at the show, and recommendations for those already in attendance. Stay tuned for more.
Customer Perspective: A look at Recruitment Process Outsourcing with Syngenta
As you continue to read The Seamless Workforce, you'll quickly learn that I am passionate about developing sound workforce strategies. I believe that it's an absolute necessity for every firm, regardless of industry or size, to craft thought out, end-to-end workforce plans that serve as fuel to the year-to-year business objectives.
I have been working in the field for over 20 years, and my current role with Yoh Talent Solutions has afforded me the opportunity to meet and discuss workforce planning strategies with a broad spectrum of HR leaders. Consistently, I find that the current economic environment is pushing HR leadership to discover more efficient ways to find talent, and I'm not surprised that many are realizing the benefits of choosing third party partners to improve the methods to move talent in and up their organization.
Recently, we've done some work with Syngenta, an $8.1 billion global agriculture firm employing 5,000 workers in the U.S. and 24,000 worldwide. In 2007, Syngenta committed to outsourcing all U.S. recruitment to Yoh HR Solutions. Paula M. Coles, SPHR, the strategic business partner at Syngenta, shared her story with HRO Today in last month's issue.
As Paula explains, we're all faced with a pool of available, qualified candidates that is growing daily. As a result, talent acquisition is becoming more and more intensive.
This customer perspective is a good resource for companies looking for more information on the value of this sort of service partnering. Check out the full case study:
I have been working in the field for over 20 years, and my current role with Yoh Talent Solutions has afforded me the opportunity to meet and discuss workforce planning strategies with a broad spectrum of HR leaders. Consistently, I find that the current economic environment is pushing HR leadership to discover more efficient ways to find talent, and I'm not surprised that many are realizing the benefits of choosing third party partners to improve the methods to move talent in and up their organization.
Recently, we've done some work with Syngenta, an $8.1 billion global agriculture firm employing 5,000 workers in the U.S. and 24,000 worldwide. In 2007, Syngenta committed to outsourcing all U.S. recruitment to Yoh HR Solutions. Paula M. Coles, SPHR, the strategic business partner at Syngenta, shared her story with HRO Today in last month's issue.
As Paula explains, we're all faced with a pool of available, qualified candidates that is growing daily. As a result, talent acquisition is becoming more and more intensive.
This customer perspective is a good resource for companies looking for more information on the value of this sort of service partnering. Check out the full case study:
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