HRO Today June 2018 - 7

NEWS FROM THE WORLD OF WORK
Upside
Embracing the Workforce of the Future
SAP Fieldglass recently released its 2018 External Workforce
Insights report examining the ever-growing shift from
permanent to contingent labor and its impact on the future
of work. According to a survey of 800 senior executives
across 16 industries, companies are increasingly relying
on external labor, with 65 percent of executives claiming
that contingent workers are essential for operating at full
capacity and 46 percent saying they would be unable to
conduct business without the external workforce.
The businesses that are able to effectively attract, manage,
and retain this portion of the labor force face a significant
competitive advantage:
* Ninety-one percent of executives believe that external
workers will be an essential resource in the next three years
when filling positions that require hard-to-find skills.
* Sixty-two percent of respondents claim that their external
workforce improves their companies' overall financial
performance.
* External workers help the majority of organizations
develop and improve products and services (68 percent)
and increase speed to market (66 percent).
But while these workers are essential to business
success, the research reveals that they remain critically
undermanaged-and the primary reason is a lack of
visibility. Only 25 percent of C-suite executives are highly
informed regarding non-payroll workers and a mere 35
percent are informed about their service providers. For best
results, business leaders must improve their knowledge
of the scope, quality, and demands of the contingent
workforce and truly embrace a multi-channel sourcing
strategy.
Women's Path to Leadership
Roughly 94 percent of Fortune 1000 CEOs are men and, on
average, it takes 30 percent longer for women to obtain
this leadership position. In order to understand what has
driven the success of the six percent of women who have
broken through the barrier, the Korn Ferry Institute studied
publicly available data and interviewed 57 current and
former female CEOs in their Women CEOs Speak report.
The results indicate that a woman's path to becoming
a CEO is typically unconventional. Rather than focus on
climbing the corporate ladder with the goal of becoming a
CEO, the majority of women surveyed said that they:
* followed a zig-zag pattern that allowed them to gain a
wide breadth of experiences;
* gained a high-level view of the business through an
outside role; or
* focused on innovation, growth, and disrupting the status
quo.
In fact, only 12 percent of the interviewees knew they
wanted to become the CEO at the beginning of their
careers, and 65 percent only realized it was a possibility
when someone else told them they had potential.
Additionally, results indicate that female CEOs have
particular skillsets that prepare them for success; on the
following six skills, their scores were twice as high as middle
managers:
* engaging and inspiring (2.64 times);
* developing talent (2.62 times);
* building effective teams (2.62 times);
* directing work (2.41 times);
* exhibiting courage (2.33 times); and
* managing ambiguity (2.09 times).
These results indicate the importance of providing
executive mentorship, disrupting unconscious bias,
redefining the role of the CEO, and reframing the talent
radar when identifying diverse leaders for the pipeline.
Cold Calling Candidates
A recent study from Lever, The Science of Sourcing:
Benchmarks for Recruiting Success, surveyed the
communication between 135,000 sourced candidates
and recruiters to discover the efficacy of cold outreach in
recruiting job candidates. The results indicate that it takes
three touchpoints to earn candidate response:
* nearly 50 percent of candidates responded after the first
outreach;
* eighty-four percent responded after the second outreach;
and
* almost 100 percent responded after the third outreach.
WWT Joins List of NAFTrack Certified Hiring Partners
A growing number of organizations are supporting the
future of talent by being a part of the NAFTrack Certified
Hiring program. Future job applicants who have completed
the NAF course of study and graduated from high school,
enrolled in college, and earned NAFTrack Certification
experience benefits including pre-interview and resume
support, access to paid internships, and more. World
Wide Technology (WWT), a market-leading technology
solution provider, confirmed its plans to become a
NAFTrack Certified Hiring partner. WWT joins 15 other
NAFTrack partners, including Capital One, Hewlett Packard
Enterprise, SAP, KPMG, Travelers, Moody's, AT&T, Cisco, and
J.P. Morgan Chase & Co. among others.
JUNE 2018 | www.hrotoday.com
[7]
http://www.hrotoday.com

HRO Today June 2018

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HRO Today June 2018 - 2
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