HRO Today January/February 2018 - 11

Cover Story
HROT: We are seeing a lot of organizations moving toward
a total workforce solution (TWS). Is this something you
have considered?
Spear: A TWS absolutely makes sense for many
organizations. There is a lot of opportunity there if two
companies are working together to deliver the same
goal.
We use separate partners for our service needs because
we don't have the contingent staffi ng numbers for a
high-level MSP.
HROT: Why do you think it's important to offer work
alternatives to today's employees?
There has to be
flexibility in work
schedules. If you
want to get and keep
the best people, you
have to give them
alternatives and
develop them through
true career pathing.
Spear: Offering workforce alternatives is more critical
now than it's ever been. Much of this is being driven by
the type of workforce that exists. You have to engage
your employees and give them fl exibility and you have
to be ready and willing to utilize different avenues to
staff your business.
Not everyone will come from a traditional job posting,
so you have to look at all creative options from a
staffi ng perspective. For your employees, there has to
be fl exibility, for instance, fl exible work schedules or the
ability to work remotely. If you want to get and keep
the best people, you must give them alternatives and
develop them through true career pathing.
HROT: What TA trend-AI, customer-centric experience,
assessments-do you think is most sticky?
Spear: The one thing I'd like to move toward is a more
interactive process during the initial application phase
when new talent is coming in. If it becomes a more
interactive process, it can give potential employees
an idea of what they would be doing-it helps them
learn about the company as well as drives them to
understand what their best career opportunities with
us would be. Baseline applications are often too long
or too short or too stale and cause drop-off rates to
be high. Sometimes candidates feel like they fi ll out an
application and then it's gone into a black hole. But an
interactive process will drive engagement and that is
what all of today's organizations are seeking.
JANUARY/FEBRUARY 2018
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[11]
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HRO Today January/February 2018

Table of Contents for the Digital Edition of HRO Today January/February 2018

HRO Today January/February 2018 - 1
HRO Today January/February 2018 - 2
HRO Today January/February 2018 - 3
HRO Today January/February 2018 - 4
HRO Today January/February 2018 - 5
HRO Today January/February 2018 - 6
HRO Today January/February 2018 - 7
HRO Today January/February 2018 - 8
HRO Today January/February 2018 - 9
HRO Today January/February 2018 - 10
HRO Today January/February 2018 - 11
HRO Today January/February 2018 - 12
HRO Today January/February 2018 - 13
HRO Today January/February 2018 - 14
HRO Today January/February 2018 - 15
HRO Today January/February 2018 - 16
HRO Today January/February 2018 - 17
HRO Today January/February 2018 - 18
HRO Today January/February 2018 - 19
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