The next era of RPO: what's ahead in TA?
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The energy transition from fossil fuels to renewables must be accelerated for us to keep to the pledge of limiting global warming to 1.5°C. To achieve this, employment in the renewable energy sector will need to more than triple, from 12 million in 2020 to 38 million by 2030.

In this paper, we explore some of the ways the talent acquisition community can help achieve this by:

  • Focusing on transferable skills - and how we should be challenging hiring managers and business leaders on their perception of which skills can be transferred
  • Adapting hiring methods to encourage more ambitious cross-sector moves
  • Embracing diversity-led approaches to attract more diverse talent
  • Making the renewable energy sector the most attractive career destination in the industry

As the world navigates through unprecedented times, talent challenges are threatening to thwart organizations’ future plans and potential. Amid the growing talent challenges, contingent talent or the extended workforce is emerging as the next frontier for disruption and innovation.

We partnered with Everest Group to explore how organizations can build a practical and successful direct sourcing solution.

In this paper, we explore not only the basics of direct sourcing, but also look at:

  • Benefits and components of a successful program
  • Various direct sourcing models prevalent in the market
  • Considerations and implications for organizations as they create a roadmap for direct sourcing adoption.

 

Produced in partnership with

As the world of work shifts, are your talent priorities keeping up? It’s no secret. There’s a stunning labour shortage – with more job openings than unemployed workers – happening across the globe. With many talent priorities and workforce trends shifting, keeping up with fast-changing talent practices is critical.

We've uncovered 4 people strategies you can't afford to overlook.
We partnered four AMS Talent Experts with a trailblazing HR thought leader, Meghan M. Biro and her team at TalentCulture, to explore current challenges.

In this 4-part Digital Paper, we discuss how these priorities are now essential pillars for optimising your HR and Talent function:

  • DEI Everywhere: Embedding initiatives to create a differentiated workforce
  • The Digital Transformation Imperative: Preparing for the future of work, now
  • The Rise of Internal Mobility: Enabling growth to fill gaps and drive retention
  • The Critical Role of Sourcing: An overlooked strategic advantage in talent acquisition

 

Produced in partnership with

By Jim Sykes

Jim is the Sector Managing Director for Pharmaceutical & Life Sciences and Professional Services at AMS.

With global hiring volumes at record levels, people switching jobs at an unprecedented rate and the demand for recruiters greater than the demand for software engineers, it’s no surprise that scarcity of talent is an ongoing challenge for all sectors, but it is especially acute for life sciences.

When we think about the notion of scarce talent, we typically think of niche skills and rare candidates. Yet scarce talent is also roles for which demand outstrips supply. Whilst more capacity may help deal with the short-term challenge of maintaining service quality, it will not alter the residual challenge of identifying, engaging and acquiring scarce skills.

This paper will provide guidance and insights on:

  • Methodologies to conduct an internal analysis on scarce talent
  • Benchmarking the results of your analysis against AMS data
  • Proven strategies to help secure scarce talent

 

 

 

Could your sourcing effectiveness use a boost?

Finding the right people for open roles is difficult as the market for talent continues to tighten - talent pools seem to be shrinking, and sometimes disappearing - making recruiting more difficult than ever before. 

A new approach to sourcing holds the potential to simplify and speed up hiring, while at the same time introducing complexity and unknown risks if not fully understood or managed - AI matching is here, but what does it mean? 

Madeline Laurano, founder of Aptitude Research, surveyed over 400 talent and HR leaders to examine the current state of sourcing and explore the ways practitioners are turning to AI matching to boost the effectiveness of their recruiting and sourcing investments.

With 7,000 Talent Experts around the globe, the AMS team was eager to partner with Madeline on this research, to provide insight and education to talent acquisition professionals looking to dig deeper into AI matching.

Learn more about our services to help TA professionals excel - from RPO to Talent Advisory (and, everything in between).

Struggling to hire? Let's explore the solution.

The post-pandemic recovery has set off a historic set of hiring challenges that HR and talent acquisition professionals never saw coming. The challenges are being felt hard by employers that depend on hourly workers, and especially those hiring high volumes of workers.

First, let's understand the REAL challenges. We asked The Talent Board, a leader in researching talent and workforce dynamics, to gather insight from hundreds of recruiting and talent acquisition professionals around the challenges they're facing in a hyper-competitive and fast-changing market for talent. This is real research, gathered in mid-2021, reflective of what employers are dealing with TODAY.

Next, let's uncover ACHIEVABLE solutions. This comprehensive report focuses on the challenges recruiters face today - many of which point back to the need for speed and simplicity in hiring.  Together, The Talent Board and Hourly take the research one step further, to explore practical steps you can begin to take to resolve your biggest hiring challenges.

Hourly is proud to partner with The Talent Board to advance the candidate experience for job seekers, and help employers achieve improved hiring outcomes.

Experiencing tech skills shortages? Find new ways to create the supply. 

With demand rapidly outstripping supply, simply trying to hire more tech workers onto organisational teams is no longer viable. As such, reskilling, upskilling and training employees is more crucial than ever for companies hoping to build digital-ready workforces that can carry their businesses into the future.

Considering that 83% of executives are experiencing skills gaps in their workforce, employers continue to struggle in the tightening labour market, paving the path for a full-blown crisis. It’s time for a fresh approach. By offering upskilling opportunities for your current workforce or training programs for early graduates, you will control the supply.

 

Learn how to navigate this market by closing the gap on tech skilling in our latest digital paper. Insights include:

  • Gaps and challenges that companies are currently facing when it comes to tech talent
  • Stats and strategies to help close the gap on tech skilling
  • New reskilling techniques to build and control the supply of tech workers

In today's competitive landscape, set against the backdrop of a global pandemic, talent engagement is more important than ever before. Not surprisingly, direct sourcing has become the hottest topic in the global world of talent and work.

Given the many channels of non-employee talent available, which include traditional staffing vendors, digital staffing outlets, professional services, talent networks, and social media platforms, the ability to tap into on-demand pools of talent to better align project requirements with available skillsets can be an incredible competitive advantage.

Businesses that harness the underlying power of direct sourcing and talent pools have the ability to develop an agile workforce which can be the difference between surviving in disruptive business times... or truly thriving in a marketplace that rewards dynamic, talent-led responses to new business pressures and challenges.

Download this paper, produced in partnership with Ardent Partners, to learn how today's direct sourcing strategies can:

  • Reduce the risk of "bad hires"
  • Mitigate employee turnover risk
  • Improve both "hard" and "soft" workforce management benchmarks
  • Enable superior workforce visibility

 

 

By Janine Chidlow

Janine is Sector Managing Director of Retail Banking & Insurance at AMS.

For many business leaders today, Environment, Social and Governance (ESG) will be three letters that have become the backbone of many a board meeting. ESG encompasses the three central risk factors that businesses are measuring the sustainability and societal impact of how they operate, invest and behave. In this new paper, we look at why the ‘S’, Social, is so important.

When thinking about ESG, sectors that come to mind are often extractive industries like mining or resource-intensive enterprises like manufacturing and construction. One sector for whom ESG is fast becoming the most important is retail banking.

Not only do banks consume resources and have an environmental footprint like any business, but many also provide financing to infrastructure, building and other projects that have an impact on the environment.

A bank’s lending policies have a social impact, from the adverse effects of discriminatory lending to the positive impact of green building loans. A bank's governance practices can significantly affect the bank's reputation, regulatory standing, and revenues. It’s in this context that banks must first focus on some key ESG hygiene factors.

This latest paper by Janine Chidlow, Managing Director of Retail Banking and Insurance, will help to answer some of the following questions:

  • Does your organisation know what is expected of it and does it have an ESG strategy?
  • What best practice support is available?
  • Why is the ‘Social’ aspect so important?
  • What impact can your leaders and stakeholders have?

How can retailers transform their hiring processes to stay competitive during a labor crisis?

Retailers across the board are experiencing a shortage of qualified talent. As the retail industry undergoes a seismic shift post pandemic, its workforce remains more vulnerable than ever. Hiring managers and recruiters are facing their toughest challenge yet when it comes to bringing back those hourly workers in retail.

But are retailers equipped to bring back their hourly workers? 79% of retail recruiters have made reductions in their corporate resources – that means retail companies must find solutions that will allow them to hire hourly workers quickly and efficiently.

 

Co-written with HR Retail, explore the comprehensive research around the retail hiring industry, including:

  • Gaps and challenges that retailers are currently facing when it comes to hiring hourly workers
  • Stats and strategies to create a quick and efficient application process
  • A look ahead at what recruiters are planning in the next 12-18 months