Talent Solutions – Talent Solutions

How to support your in-house recruitment team in a changing talent market

In the UK today, in-house recruitment teams are grappling with a multitude of different issues. Some will still be on furlough as a result of recruitment freezes across their organisation. Others may just be coming up for air after an unprecedented surge in recruitment requirements. And many will be managing with fewer heads in the team than they really need – particularly as we see more redundancies taking place across sectors.

Shatter the myth: RPO means end-to-end outsourcing

One of the most common misconceptions our clients have around Recruitment Process Outsourcing (RPO) is that it is an all or nothing service, only available to the world’s largest companies. They think that RPO must encompass the full end-to-end components of the recruitment process, including attraction, screening, assessment, interview scheduling, onboarding, exit interviews, and the technology that underpins all of this.

Total Talent Management in Practice

With a business model structured around attracting the best talent in the market, the HR and Procurement teams at Capgemini have been putting the building blocks in place to move to a Total Talent Management (TTM) approach across their business. So, what are the steps that the organisation is taking to prepare for this shift, and why are they doing it?

Myth Busting RPO

At times, everyone can be guilty of over-complicating jobs and hobbies. What initially is set out as a straightforward task or relaxing personal pursuit can be loaded down with to-do lists and questions.

Breaking Down the Barriers Inhibiting Total Talent Management

Technology is transforming the nature of work and how it gets carried out, creating new roles that inevitably require new skills. Yet, global talent shortages are at their peak. So how can organisations look for new ways to attract workers, develop new skills, and manage their workforce?

Why Employed Consultants Can Make Your Workforce More Resilient

Businesses need new ways to get work done. Business models are being transformed, and skill requirements are changing quicker than ever before. Eight years ago, there were nearly six unemployed candidates for each job vacancy in the UK.

How We Want To Work: What Employers Need To Know About Candidate Work Model Preferences

New employment models are on the rise, and workers want to engage with their employers in different ways to the past. Nearly half of workers globally would prefer to work in a job that’s not full-time, whether that means becoming a contractor, freelancer, part-time worker, seasonal employee, gig worker, or something else entirely.

Report: Breaking Down Barriers – Total Talent Management Comes Of Age

Global talent shortages are more acute than they have been for decades, while UK unemployment remains at record low levels. In this tight labour market, organisations are looking for new ways to attract workers, develop new skills, and manage their workforce.

Report: Add to Cart – Candidates Are Consumers, Too

The experience that candidates have during the hiring process can have far reaching implications. Employer brand and consumer brand are inextricably linked, and a positive candidate experience makes individuals more likely to purchase an organisation’s products or services. A negative candidate experience, however, can have the exact opposite effect.

Infographic: How Candidates Prefer You To Use Hiring Technology

Technology has the potential to provide a better candidate experience during the recruitment process, but it’s no substitute for human interaction.

At a time when 50% of large UK employers are struggling to fill jobs due to a lack of qualified talent, it’s imperative that companies engage with the right candidates in the right way.