New talent channels offer organizations and workers more flexibility, opportunity, and efficiency in a comp...
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Facing significant contingent worker turnover, a global manufacturer of consumer products and developer of technology turned to TAPFIN to help fill hundreds of positions in a short period of time.
TAPFIN helped a leading global provider of network technology increase visibility into its workforce, including services procurement management (SPM).
Lacking visibility into overall spend associated with their contingent workforce, a global provider of insurance services turned to TAPFIN to create a strategy to reduce costs and increase efficiency.
A global technology and travel company turned to Talent Solutions for help understand the global workforce landscape so it could adjust its business and workforce strategy accordingly.
A global navigation company undergoing a business transformation needed help identifying and developing the right leaders, and increasing worker retention.
One of the world’s largest pharmaceutical companies turned to TAPFIN for help managing its contingent workforce program in Latin America.
A global provider of end-to-end engineering services planned on establishing a new engineering center and turned to Talent Solutions for help with a location strategy.
A global technology and manufacturing company turned to TAPFIN to provide worker classification management, in-depth global analytics and visibility and enhanced performance with worker tracking.
An international telecommunications provider turned to TAPFIN to develop a custom solution that would help reduce costs associated with a burdensome contract labor process.
A leading technology company turned to Talent Solutions to develop a best-in-class global Managed Service Program (MSP) to support the management of its contingent labor programs.
Solving the talent shortage is a critical need for employers, and the smartest approach is training and development.
The Total Workforce Index (TWI) examines the total workforce to determine the relative ease of sourcing, hiring and retaining workforce skills in labor markets around the world.
Most roles in high demand today require post-secondary training – not always a full university degree. Here’s how to meet the demand as a talent shortage takes hold.
Our solutions help organizations, processes and people operate and respond to change more effectively.
Applying steps from other industries and roles can help the emerging field of AI reverse the trend of gender inequality.
Private talent communities offer many of the same benefits as online talent marketplaces while more closely aligning with traditional workforce processes.
The hype and subsequent backlash inspired by the gig economy conceal an important fact: the workforce strategies of the future will look very little like the workforce strategies of the past.
Companies can turn negative feedback into an opportunity to demonstrate listening, transparency and empathy to help attract and retain a committed workforce.
Employees may be reluctant to admit feeling burned out. Managers need to recognize the warning signs and take steps to facilitate resiliency.