December, 2017

Small World, Big Differences: Regional Perspectives on MSP

When it comes to MSP expansion, companies have struggled to implement and operate in multiple countries due to an array of rapidly evolving legal, economic, technological requirements. TAPFIN looks at the context for MSP in various regions and the dynamics that influence global contingent workforce management.

November, 2017

Swipe Right: Candidate Technology Preferences During the Job Search

Technology has changed everything when it comes to attracting and hiring top talent. Employers who can adapt gain a competitive advantage in today's war for talent. Read our latest report to gain insights into candidate technology preferences.

October, 2017

Total Workforce Index 2017

NEW: The first Total Workforce Index is now available. Gain a new level of visibility and insight into all workforce segments. Discover and compare the top markets for total workforce engagement in the 2017 report.

July, 2017

Work, for Me

Our latest piece of thought leadership provides new insights into schedule flexibility preferences across the globe based on findings from our Global Candidate Preferences Survey.

May, 2017

More Than a Passport

As MSP markets mature, providers with global capabilities are becoming better equipped to create flexible service delivery solutions that meet the needs of today’s organizations.

April, 2017

The Rise of the Well-Informed Candidate

This report provides new insights into the type of information candidates look for and are armed with before they hit the 
“submit” button on their application. Never before have candidates been so well-informed so early on in the process.

March, 2017

Planning for Uncertainty

In today's world of work, the only certainty is uncertainty. Developing a strategy that accounts for large-scale change and the impact of unexpected circumstances is the key to future proofing business success and creating a resilient, agile and right-skilled workforce.

December, 2016

Red Rover in M&A

With merger and acquisition (M&A) activity on the rise, so too is the use of contingent workers. Organizations of all sizes and in any sector need to ensure their contingent workforce strategy is ready. TAPFIN outlines some of the broad steps necessary to create a best-in-class program.

November, 2016

Clocking Back In: Boomerang Workers

Age discrimination in hiring practices remains an issue in some countries and a significant number of global candidates perceive the pinch of age—at both ends of the spectrum—as a challenge to their career aspirations. What candidates may not realize, however, is that some organizations are embracing generational diversity as a way to overcome the talent shortage. They are hiring boomerang workers (retirees) to fill open positions.

September, 2016

The Future of Workforce Analytics

Today, the most common focus is on metrics that provide insight into what is happening, but not why or how. At the same time, sophisticated data sets and business intelligence tools are emerging to help companies better understand insights at both the firm- and market-level to make better strategic workforce decisions.

August, 2016

Always Looking: The Rise of Continuous Candidates

Loyalty is one of the most desirable attributes in employees and potential employees. Yet, the rise of a new group known as “Continuous Candidates” can make retention more challenging. ManpowerGroup Solutions explores how employers can better understand the Continuous Candidate mindset and enhance their efforts to attract and retain the best and brightest employees.

July, 2016

Contingent Workforce Index 2016 Global Analysis

The Contingent Workforce Index (CWI) measures the relative ease of sourcing, hiring and retaining a contingent workforce in competing labor markets around the world.

May, 2016

Brand Detectives: The New Generation of Global Candidates

Today’s candidates are unlike any employers have encountered in history. With unique preferences, priorities and unprecedented access to information, global corporations and other employers are continuously searching for ways they can attract and retain the world’s top talent.

April, 2016

Moving Beyond Big Business: Changing Market Dynamics Drive Emergence of MSP Solutions for Lower-Volume Programmes

There are specific market dynamics that are giving rise to increased demand for MSP workforce solutions. Learn how the right MSP solution can break with the traditional MSP model to provide scalability and agility to the wider market.

March, 2016

Below the Surface: Emerging Global Motivators & Job Search Preferences

In today’s competitive environment, global corporations and other employers are searching for ways they can attract and retain the world’s top talent. To understand how employers can leverage global candidate preferences, ManpowerGroup Solutions surveyed nearly 4,500 job seekers across five influential employment markets around the word.

February, 2016

Transforming Talent Acquisition: Recruitment Process Outsourcing Comes of Age

When recruitment process outsourcing (RPO) was introduced some twenty years ago, providers faced a steep learning and awareness curve: organizations were not accustomed to outsourcing their recruitment function. Nonetheless, RPOs were able to help companies gain significant cost savings, improve productivity and transform their talent acquisition relatively quickly.

December, 2015

Collaborating with Competitors

Sharing Talent Pools to Meet Workforce Challenges The key to finding talent in the future may very well require competitors in the same industry to share talent pools. It is admittedly a radical idea that may initially necessitate awkward conversations among companies otherwise competing for both market share and for the same talent. ManpowerGroup Solutions explores the potential benefits of creating talent pools designed to be shared among competitors and also foster long-term relationships with talent.

October, 2015

Recruiting Strategy Metrics: From Transactional to Transformational

Most hiring managers can easily recite the set of indicators used to measure recruiting efficiency: time-to-fill, cost-per-hire, applicant-to-hire rate, and so forth. Today these transactional metrics continue to be important indicators, but they are only the first step in a larger spectrum of possibilities.

September, 2015

Making the Connection

Making the Connection Best Practices in Candidate Experience

July, 2015

Rethinking Retention

Rethinking Retention A User Experience Approach to Keeping Great People

July, 2015

Finding the Missing Workforce

Finding the Missing Workforce How Workforce Visibility Mitigates Risk and Creates Strategic Advantage

July, 2015

Contingent Workforce Index 2015 Global Analysis

The Contingent Workforce Index helps employers make informed decisions about their entire workforces by measuring and tracking the relative ease of sourcing, hiring and retaining contingent workers in 75 countries.

June, 2015

If You Build It They Will Come

The New Role of Employer Branding

March, 2015

#Trust: The Key Ingredient to a Great Employer Brand

Today’s employers recognize the value of their employer brand to attract top talent, engage employees and establish a reputation as an employer of choice. Companies are increasing investments in strategies to enhance their employer value proposition (EVP) and extend awareness of their EVP to employees and potential candidates.

March, 2015

Hiding in Plain Sight: Tapping Into Passive Candidates

Passive candidates are hiding in plain sight. Ensure your employer attraction and acquisition strategies factor in this valuable talent pool.

December, 2014

What You Should Look for in an RPO Provider

As global economic recovery has increased pressure on talent markets, employers are coming to understand that the right RPO relationship must go beyond the expectations set in traditional service level agreements. This paper looks at new recruiting technologies and new ways of leveraging data to inform decision-making adopted by true strategic RPO partners.

December, 2014

Automated Recruiting and the Human Factor

Blending high-tech with high-touch to attract top talent.

November, 2014

The Great Talent Shortage Awakening

This paper examines strategies HR leaders can pursue to ensure a sustainable talent pipeline for the future in the face of ongoing talent shortages. By operating as a strategic partner, rather than solely as a functional leader, HR leaders can design workforce solutions to fuel their organizations’ competitiveness for years to come.

October, 2014

Recruiting a Competitive Workforce: Should Needed Skills be Built or Bought?

Globally, the working-age population is on the decline. At the same time, low-skilled workers exceed demand while high-skill workers are in short supply. For the foreseeable future, it appears there will continue to be more buyers (employers) than there is product to buy (talent). The companies that come out on top will be the ones that learn when it’s best to buy talent and when it’s more effective to build it. And the answers may not be as obvious as they seem.

October, 2014

When Engaging the Right Talent, One Size Does Not Fit All

Whether high-tech or high-touch: it’s all about the candidate. Make sure your organization is delivering the right candidate experience.

September, 2014

Break the Crisis and Complacency Cycle

Get Ahead of the Global Talent Shortage In the seventh year of a global talent crisis in which more than one third of employers have trouble finding the talent to advance their businesses, companies are becoming complacent about the precarious position they find themselves in as they search for the right employees.

August, 2014

Wanted: Energized, Career-Driven Youth

Young workers are increasingly alienated from work opportunities in the global economy. This lost generation is tomorrow's workforce and companies worldwide must aggregate the right tools, mindsets and job training alliances to ensure that young and promising talent will succeed over the long-term in an increasingly complex economy.

August, 2014

The Next Big Thing in Southeast Asia

Find out why companies considering the total opportunity look beyond cost savings when locating operations in Malaysia, Indonesia and the Philippines - Southeast Asia’s relocation triad.

July, 2014

Contingent Workforce Index 2014 Global Analysis

The Contingent Workforce Index helps employers make informed decisions about their entire workforces by measuring and tracking the relative ease of sourcing, hiring and retaining contingent workers in 75 countries.

June, 2014

How to Unleash Latin America's Greatest Resource

As with the mythic and elusive El Dorado, Latin America's natural wealth, its human potential, needs to be discovered and unleashed to unlock the region's riches. In Latin America, companies will need to work hand-in-hand with governments and the education sector to develop in-country reserves of the new "wealth" (talent), particularly among the young, to produce a generation of job-ready talent, equipped with the skills employers need to maximize growth.

June, 2014

Services Procurement Management

Outsourcing non-core functions can accelerate innovation and growth while delivering cost savings—if managed correctly.

May, 2014

Modern Outsourcing Strategies Meet the Need for a More Agile Workforce

The canceled sitcom, “Outsourced,” mocked the industry’s banality—strangers robotically performing tasks to save the mother-ship money. That was then. Now, Human Resources (HR) outsourcing is transforming how companies manage talent. It’s still important to reduce costs. But expense savings have become a byproduct of superior benefits, such as workforce agility, visibility and control of performance.

April, 2014

Contingent Workforce Program Management: Global Considerations for the Life Sciences Industry

The changes in the nature and extent of the consumption of contingent staffing have been dramatic and compelling. As organizations continue to rely heavily on a contingent workforce to competitively deliver their goods and services, they are increasingly adopting global Managed Services Providers (MSPs) to seize and maintain control over the procurement and management of their contingent workforce.

March, 2014

Contingent Workforce Program Management: Global Considerations for the Manufacturing Industry

The changes in the nature and extent of the consumption of contingent staffing have been dramatic and compelling. As organizations continue to rely heavily on a contingent workforce to competitively deliver their goods and services, they are increasingly adopting global Managed Services Providers (MSPs) to seize and maintain control over the procurement and management of their contingent workforce.

February, 2014

A Technology Roadmap for Smarter Sourcing

HR professionals are challenged to identify sourcing technology that will connect them to the right talent quickly and effectively. The best sourcing technologies are agile—adapt to both the rapid changes in the talent marketplace and recruiting innovations—and attuned to client’s business needs.

February, 2014

Knowledge Retention and Transfer in the World of Work

With the workforce poised for an increase in voluntary turnover, companies are at risk of losing important organizational knowledge. Learn how companies can build a knowledge retention and transfer strategy to protect this valuable asset.

January, 2014

Why Financial Institutions Need a Workforce Strategy

The current economic environment of certain uncertainty, growing talent shortages and quickly-evolving workforce needs make it imperative to have a robust workforce strategy in place that accelerates execution of business strategy. This paper outlines talent management strategies HR functions can use to develop and maximize their employees' human potential.

January, 2014

Increasing Demand for Better Skills Assessment and Match for Better Results

At a time when talent is increasingly scarce, and organizations increasingly lean, employers must have the right talent in the right place at the right time to win.

December, 2013

Contingent Workforce Index 2013 Global Analysis

The Contingent Workforce Index (CWI) is a relative comparison of local labor markets around the globe that measures the likelihood of identifying and accessing workers to supplement an organization’s full-time workforce. The numerical value assigned to each of the countries composing the index ranks them in descending order based on the availability, cost, regulation, and productivity of contingent workers.

December, 2013

How to Navigate the Human Age

ManpowerGroup Solutions has published its proprietary analysis of the Future Forces trends converging to perpetuate the Human Age and that are transforming the world of Work. Learn more about How to Navigate the Human Age.

November, 2013

Why Outsource?

The future of RPO looks strong, despite—or perhaps aided by—the global recession. Many organizations are exploring the ways that RPO, particularly if focused on strategic business needs, can be a strategic tool to compete during difficult economic times. Organizations are using RPO to drive value not only within the HR function, but across the enterprise.

October, 2013

Extending Contingent Workforce Management RPO with Services Procurement Management

Is your organization already benefitting from a Contingent Workforce Management solution? Are you ready to apply a similar framework to the management of your contract-based spend? Services Procurement Management (SPM) does just that, enabling clients to realize significant cost savings and process efficiencies related to their outsourced projects and services.

September, 2013

Going Global - Creating a Flexible Workforce Management Program

Perhaps more so than with most other company operations, expanding a contingent labor program internationally can be a daunting initiative, particularly because the process involves so many intricate local considerations. Success requires a commitment to flexible workforce management, and an understanding that a global strategy will need to be supplemented by regional market approaches.

September, 2013

Optimizing Talent: Blended Solutions for Europe's Human Age

The European Union’s changes in workforce needs means many employers have changed their approach to hiring. Rather than a segmented approach to full-time, part-time and contract employees, employers are looking at blending solutions. When able to overcome disconnected revenue, technology and management, a total talent acquisition strategy can result in greater workforce agility and cost savings.

August, 2013

Managed Service Providers: Valuable Contributors to Contingent Workforce Management

Organizations are gaining cost savings and enhanced process efficiency by outsourcing the management of their contingent labor procurement process. MSPs use a Vendor Management System (VMS) to consolidate the requisition and procurement process, which often involves multiple staffing vendors. Learn how your organization can gain greater visibility and control of contract labor spend with an MSP.

June, 2013

The Global Talent Crunch

Manpower’s 2009 Talent Shortage Survey results highlight the need for companies to plan ahead for the coming talent shortages. By focusing now on building their employer brands and enhancing their appeal to key performers with scarce and vital skills, organizations can enhance their talent acquisition strategy and position themselves to win in the marketplace.

May, 2013

Recruit the Right Talent to Increase Sales Effectiveness

Recruitment Process Outsourcing To recruit effectively—whether that is identifying talent internally or sourcing externally—organizations need to accurately pinpoint the qualities of a productive representative or sales leader so that success can be defined in advance and accurately predicted.

April, 2013

Optimizing the Talent Pool

Learn what shared best practices will drive a successful talent acquisition strategy in any economic climate. By leveraging the existing talent pool, nurturing global networks and investing in diversity, organizations can effectively mine new talent sources and position themselves for market success.

March, 2013

Make Global Recruiting a Winning Strategy

Today’s global workforce is on the move. Macro-economic forces provide individuals even more choices of how, where and when they want to work. While this is great news for job seekers, it is an increasing pain point for many employers who are discovering that finding the right talent is not an easy task.

February, 2013

The People Side of Strategy

Diversity should be thought of as more than hiring for race and gender, but instead as a strategic initiative to build a more agile and profitable organization. One solution for addressing the broader diversity challenges facing organizations is to start with gender and expand the traditional definition of what's included in gender diversity. This paper will provide insights and strategies organizations should consider in closing the gender gap to support overall workforce diversity.

January, 2013

Innovative Workforce Solutions are Key to Companies' Success

Having the right talent in the right place at the right time is crucial. ManpowerGroup Solutions leverages ManpowerGroup's unrivalled global reach and local expertise to enable organizations to do this; designing and delivering outcome-based, one-size-fits-one talent solutions that help organizations achieve better business results.

April, 2012

Align Workforce Strategy to Achieve Business Stratgy

ManpowerGroup Solutions' Strategic Workforce Consulting offering leverages ManpowerGroup's more than sixty years of experience in providing innovative workforce solutions, in-depth understanding of global macro trends and local knowledge to help organizations connect workforce strategy to business strategy.

February, 2012

Leveraging the Global Borderless Workforce

Employers who take a sophisticated approach to managing their talent supply and demand challenges by including a talent mobility strategy in their overall plan to combat skills shortages will position themselves to win the escalating war for talents.

January, 2012

Optimizing Workforce Management for Business Results

Optimizing Workforce Management for Business Results In the Human Age, where organizations need to react quickly to a fast-paced, unpredictable marketplace, getting the right talent swiftly and efficiently is a top priority. The demand for flexibility is increasing the size and scale of the global contingent workforce, but managing a contingent workforce can be a time-consuming and costly process. Companies can overcome this complexity by partnering with a Managed Service Provider (MSP), which allows organizations to respond more quickly to business opportunities with greater agility, freeing scarce internal resources to concentrate on business-critical initiatives.

December, 2011

Empowering Corporate Talent Managers with Recruitment Process Outsourcing

Empowering Corporate Talent Managers with Recruitment Process Outsourcing ManpowerGroup Solutions' Recruitment Process Outsourcing leverages ManpowerGroup's global reach and deep local understanding in 80 countries to create flexible innovative solutions for managing single and / or multi-country talent acquisition.