Having a diverse workforce contributes enormously to an organization’s success; this certainly isn’t breaking news. According to a 2019 McKinsey & Company report, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the bottom quartile—up from 21% in 2017. A Boston Consulting Group study found that companies with more diverse management teams have 19% higher revenues due to innovation. After the past year of racial reckoning, companies are more focused than ever on workforce diversity. As a global staffing supplier, we are continuously being asked to deliver…

The need to recruit high-quality talent is essential to a company’s competitiveness in the market. The needs of that talent—regardless of how they are employed—have changed in recent years. Today, workers want more flexibility (this means work location, hours and anything that impacts how work gets done) and a voice in how they perform that work. This is a movement that’s been catapulted into the top of every organization’s strategy because of the pandemic, but it’s been coming for many years. When the pandemic hit the U.S., companies scrambled to create work-from-home arrangements for their full-time employees. It took this…

Companies today know the importance of having a strong Diversity and Inclusion program. Having a diverse workforce is a key driver for success, innovation, retention, and attracting top talent.  Most organizations are already well on their way to tracking diversity in their full-time population. If they don’t have a strategy for recruiting, managing, engaging, and tracking diverse talent within their contingent labor population, they’re missing out on big benefits. This is especially true when you consider that by 2023, more than half (52%) of the US workforce will be gig economy workers.  Diverse contingent labor: The missing puzzle piece  The desire to…

Have you ever come across a job description that was just a laundry list of qualifications? Or one that glossed over the open position but waxed poetic about the company culture? Or one that was about as long as a haiku?    If a resume is a poor representation of a candidate’s abilities, job descriptions aren’t a great way to represent an employer and the position they’re hiring for. It’s a static description for a dynamic role. On both sides of the table, these industry standards are cogs in a clunky hiring process that’s in desperate need of a facelift.  In the U.S., 69% of…

  The resume is a static snapshot of the past. It’s a backlog of career experiences boiled down to 1-2 pages. As our workforce continues to evolve in the digital age, the resume is a poor representation of a job candidate’s abilities. It communicates next to nothing about a person’s character and integrity, their ability to collaborate with coworkers and their drive and determination to get things done in crunch time—all soft skills and intangibles that distance the exceptional employee from the mediocre one.  In many ways, the resume is a microcosm of a larger issue: today’s arduous, clunky hiring process. From…

Is your business taking a wait-and-see approach to hiring during Covid-19? If so, you’re not alone. Currently, around 60% of companies are in a holding pattern. It’s understandable—many companies right now are focused on survival. However, while the world has slowed down, there is an upside for progressive planners. This economic atmosphere has resulted in a rare break in the decades-long war for talent, creating new opportunities to hire dream recruits.  In the same way that forward-thinking investors are “buying the dip” and purchasing assets at declining prices, now is a great time to land your dream team while they’re on the…