Talent Aquisition in 2019: Internal Promotions

According to an article found in Deloitte Insights, many companies in 2019 are placing more emphasis on hiring within their organization first. According to the writers hiring within has historically not been the route taken by most companies. However, due to the shortage of qualified recruits business’s are starting to see the value in gleaning talent from their existing employee pool. Of course, this is good business sense. Return on Investment for training current employees would be high because they already have a strong knowledge base of how the business operates.

Pros to promoting internally:

  • Your current employees know the culture of the company.
  • Save time and cost on hiring campaigns.
  • Provides an incentive for current company talent.


As talent markets get tighter and the world becomes more connected, a major new trend has emerged from our research: the need to improve internal talent mobility to more effectively move people among jobs, projects, and geographies. This year, internal talent mobility has become a C-suite-level topic, with 76 percent of our survey respondents rating it important and 20 percent rating it one of their organization’s three most urgent issues.



Erica VoliniJeff SchwartzIndranil RoyMaren HauptmannYves Van Durme,Brad DennyJosh Bersin : Talent Mobility: Winning the war on the home front[Web log post]. Retrieved May 9, 2019, from
https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2019/internal-talent-mobility.html

This quote from Claudette Dunlap further highlights the shortage of available candidates. She places emphasis on the fact that there are more jobs available than there are people to fill them.

With more job openings than people to fill them, recruiters have a long road in 2019 to combat the effects of a tight labor market. Not only do recruiters need to overcome the lack of candidates to fill positions, but they will also need to find creative ways to overcome any skills gaps that exist. Finding ways to offer training or career development represents a significant opportunity for differentiation.

Claudette Dunlap, Director of National Sales at TempWorks Software

If you have the existing talent within your organization it makes complete sense to build on their existing skill set. Not only are you creating growth opportunity for your employees but you are also retaining employees during this tight labor market.


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Operations Management Employment to Improve by 31 Percent in 2017

Gears of Operation

Today we are sharing an excerpt of an article by Apics which focuses on some of the current job market trends for operations management positions and which specific job positions appear to be most in demand.

Operations Management Employment to Improve by 31 Percent in 2017

Findings from the “2016 APICS Operations Management Employment Outlook” report forecast an increased amount of opportunities for individuals in the field. APICS and the University of North Carolina Wilmington’s Cameron School of Business interviewed a random sample of 30,000 industry professionals around the globe to create a joint report providing year-to-year comparisons; trend analysis; and a 12-month outlook on hiring, layoffs, job function, job title, and salary compensation.

The job market for operations management professionals has been steadily improving since the first salary and employment report was released in 2009. Forty-one percent of survey respondents anticipate hiring within the next 12 months, up from 38 percent of survey respondents in the 2014 project. This growth in anticipated hiring pairs with a 3 percent decline in anticipated layoffs, resulting in a significant 31 percent projected net gain for operations management industry employment in 2017.

In addition to overall trends in operations management hiring, the report takes a closer look at five main job specialties within operations management: execution and control of operations, purchasing and customer relationship management (CRM), resource planning, and supply chain management. The Purchasing and CRM specialty is projected to be the most in-demand job area for the next 12 months.

2016 APICS Operations Management Employment Outlook infographic

Salary and compensation data collected in the 2016 survey also continue the positive trends reported in years past. Average annual compensation across all operations management job categories was reported to be $101,644 in 2016, a 3.3 percent increase compared with the 2014 report’s findings.

Respondents who classified their roles as “execution and control of operations” average the highest reported annual compensation. Those who selected “resource planning” as their job classifications are the lowest at $71,329.

Since the first APICS salary survey in 2009, male salaries have consistently outpaced female salaries, mirroring the gender bias found across industries nationwide. In the “2016 APICS Operations Management Employment Outlook,” however, signs of improvement are visible. Females in the US Midwest on average across all age ranges report an 8 percent higher salary than their male counterparts. When the US sample is divided by age and gender, another promising trend toward gender pay equality emerges: Females under the age of 25 are earning 41 percent more than males of the same age. There is still much improvement needed, evidenced by the numbers for the North Central and South East regions. In these parts of the United States, females earn on average 39 and 35 percent, respectively, less than their male counterparts.

According to the data, education makes a difference too. Employees with a bachelor’s degree can expect approximately 30 percent more in total compensation, on average, compared with a similar employee with only a high school diploma. Individuals completing a master of business administration (MBA) degree can expect approximately 11 percent higher compensation, on average, than those with a bachelor’s degree and approximately 44 percent more than those with only a high school diploma. Of those employees with an associate’s or technical degree, women earn approximately 14 percent less than men with the same amount of education. Women with a bachelor’s degree earn 11 percent less than similarly educated men.

To read more of the original article click here.

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7 Ways Healthcare Will Change by 2017

A compelling article regarding expected healthcare changes to expect by 2017. It’s coming fast!

Original article click here.

With so many uncertainties in healthcare today, it’s difficult to predict what the future of healthcare will hold. However, there’s one aspect that is certain: pharmacy will play a tremendous role in shaping the ever-evolving landscape.

 

Express Scripts recently released a report about the 7 ways healthcare will change by 2017. The report outlines the following seven trends driving the healthcare landscape this year.

 

Shift from Volume to Value: Plans and PBMs will continue to place greater emphasis on driving value and patient outcomes. There are several ways pharmacy can influence a value-based model, both clinically and financially.

Dramatic Cost Inflation: Drug prices have reached dangerously high levels. Best-in-class organizations are not taking the backseat on this issue; rather they are actively promoting advances that help to contain costs – particularly those that balance clinical innovation with sustainability.

High-Tech Healthcare: As the most widely used benefit, pharmacy can deliver a high-tech and high-touch experience that today’s patients demand. Savvy plan sponsors are offering remote and digital pharmacy solutions such as telehealth, remote monitoring, mobile applications, home delivery and more, as a way to continuously reach patients where they are and virtualize pharmacy.

Power of Consumerism: Consumers play an active role in pharmacy decision-making. Plans that leverage strategies such as educational programs, formulary management, cost-sharing and more can drive consumer engagement, maximize value and lower costs.

Effects of an Aging Population: Many seniors suffer from more than one complex condition, frequent several physicians and take a variety of pills, which can lead to dangerous drug interactions and other complications. Pharmacy plays a fundamental role when it comes to helping a growing population of aging patients manage and improve their conditions

Impact of Mega Health Systems: Due to the massive amount of corporatization across healthcare practices, competition will decrease and potentially inflate prices – making home healthcare more desirable for patients. Pharmacy is not immune to this trend.

Move from Population to Personalized Health: To produce the best possible outcomes, you need precise, real-time data and insights – and pharmacy data is often considered the best predictor of a patient’s health. Leveraging pharmacy data to make smarter healthcare decisions will be critical as the industry looks to improve clinical outcomes while lowering costs.

As we look at each trend uncovered in the report, we are reminded of the fact that plan sponsors cannot be complacent if they want to be competitive. Now, more than ever, it is imperative that plan sponsors have a partner to help anticipate what’s next, navigate change and solve the toughest healthcare challenges.

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Talent Acquisition Trends 2016

Trends

It can be challenging to sift through all the news sources to get the real scoop on what trends are occurring when it comes to hiring.  This article delves into what we see are real occurrences in the job market.

Original article source click here.

In 2016 — when 73% of companies indicate that talent acquisition is absolutely critical to executing their businesses’ strategies — it is imperative to have robust, effective, and easy-to-use technologies and tactics in place. It’s not just about supporting HR and hiring managers, though. Successful talent acquisition today puts candidates front and center.

The gap between hiring volume and budget is a continuous struggle, and their aligned movement indicates that this trend isn’t going away anytime soon. This imbalance prevents organizations from overcoming obstacles or transforming their talent strategies.

While the urgency to fill roles has made “time to fill” increase slightly, quality of hire continues to be the most valuable performance KPI. Most companies are measuring quality of hire with feedback methodology (such as new hire evaluations and hiring manager satisfaction), or a long-term methodology (employee retention).

Talent leaders aren’t convinced that they’re measuring quality of hire effectively. Only 33% of respondents feel that their methodologies are strong, and an even smaller 5% felt “best in class.” Therefore, there’s a lot of opportunity to improve how you calculate and present quality of hire.

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Power Writers USA wants to know what you think of this, and other blog articles we post.  Your career change is unique and PWUSA is here to help you along the way with Resume Writing Services, Cover Letter Writing, CV’s, LinkedIn Profiles Updates, and more.  Contact us now for a free consultation and resume evaluation!