HRO Today Global Spring 2014 - 19

Talent Acquisition
other extremely well, which makes this seamless from a
business-client perspective. "
With more than 75 per cent of the original team still
in place, Advantage xPO has developed an integral
business partnership with Nationwide. " Whether it be a
professional contractor to design a new banking platform
or an hourly temp to handle the administrative needs of a
new customer, our tenured team understands what they
are looking for, " remarks Chris Evans, head of strategic
accounts for Advantage xPO. " We're finding the right
talent to keep pace with the emerging compliance and
regulatory pressures of the business by being on the
ground and anticipating where the industry is moving. "
This profound collaboration yields superior recruitment
processes. Says Aldrich, " I have the confidence that we will
have the best program managers, people with absolutely
the right skills who share our culture, when I need them. "
This ability to have the right people in the right positions
at a specific time when they are needed is a powerful
competitive differentiator. As Aldrich attests, there is
intense rivalry for the specific skill sets Nationwide seeks,
a competitive battle that continues to heat up. According
to the Chartered Institute of Personnel and Development,
the proportion of employers reporting a " war for talent "
increased sharply from 20 per cent in 2009 to 62 per cent
in 2013. Six in 10 companies report difficulties filling key
employment vacancies, at present.
Obviously, companies can't grow and prosper if they
cannot attract the right skill sets. When they have these
proficiencies, the financial benefits are substantial. A
study by the Academy of Management Journal indicates
that the top 15 per cent of companies with superior
recruitment and talent management practices achieve
considerably higher sales per employee, market value per
employee, and profits per employee.
This may explain why company CFOs have ranked the
" ability to attract and retain qualified workers " as one
of their five major concerns over the past two years,
according to a survey by Duke University and CFO
Magazine. Certainly, no organisation can afford the time
to wait for capable candidates to fill vacant slots, even on
a contingent basis. If a company hesitates, its competitors
will sneak in and take the best. Small wonder why
Nationwide puts such a premium on the consistent
" They understand and share our
values, which ensures that we sell
the organisation in a consistently
positive way. I've got 15 people from
their team within a shout, in addition
to 350 of my HR colleagues. They've
gotten to know each other extremely
well, which makes this seamless
from a business-client perspective. "
-Robert Aldrich, Nationwide
SPRING 2014 | www.hroglobal.com
[19]
http://www.hroglobal.com

HRO Today Global Spring 2014

Table of Contents for the Digital Edition of HRO Today Global Spring 2014

HRO Today Global Spring 2014 - 1
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