Issue link: http://www.e-digitaleditions.com/i/316485
[ 6 ] HRO TODAY MAGAZINE | MAY 2014 Human capital management provider Allegis Group announced that it is formally combining the recruitment process outsourcing (RPO), managed services provider (MSP), and integrated talent operations of its subsidiary Allegis Group Services with the MSP and RPO operations of Australian-based Talent2 under the name Allegis Global Solutions. This continues the integration of the two businesses that has been underway since late 2012 when Allegis Group entered into a joint venture to take Talent2 private. In Asia, Australia, and New Zealand, the recruitment managed services division of Talent2 will continue to operate as part of Talent2 while the transition to the new organization, Allegis Global Solutions, takes place. CareerBuilder Survey: Soft Skills as Important as Hard Skills A new study from CareerBuilder finds that the vast majority of employers—77 percent—believe that soft skills (less tangible skills associated with one's personality, such as a positive attitude) are just as important as hard skills (skills that are learned to perform a specific job function and can be measured, such as operating a computer program). Sixteen percent of employers said soft skills are more important than hard skills when evaluating candidates for a job. The top 10 most popular soft skills companies say they look for when hiring include: • Strong work ethic: 73 percent • Dependable: 73 percent • Positive attitude: 72 percent • Self-motivated: 66 percent • Team-oriented: 60 percent • Organized, can manage multiple priorities: 57 percent • Works well under pressure: 57 percent • Effective communicator: 56 percent • Flexible: 51 percent • Confident: 46 percent The online survey queried 2,138 hiring managers and human resource professionals across industries and company sizes. Deloitte Survey: Sense of Purpose Drives Growth The third annual Deloitte Core Beliefs & Culture survey finds that organizations with a strong sense of purpose—described as a focus on making a positive impact on customers, employees, and the society in general—are more confident in growth prospects, are more likely to invest in initiatives that lead to long-term growth, and enjoy higher levels of confidence among key stakeholders. According to the results of the survey, 82 percent of respondents (executives and employees) who work full-time for an organization with a strong sense of purpose say that they are confident that their organization will grow this year, compared to 48 percent of those who don't. The survey identified similar gaps in levels of confidence when it comes to increasing investments in new technologies, developing new products and services, hiring, and expanding into new markets. When the respondents were asked to name the top driver of confidence in their organization's growth potential, respondents working for an organization with a strong sense of purpose name commitment to delivering top quality products/services. For those working for an organization without a strong sense of purpose, the leading driver of confidence is focus on the bottom line. A similar trend emerged when respondents were asked about the priorities of their leaders: • At organizations with a strong sense of purpose, the top priority is making a positive impact on clients. • At organizations without it, the top priority is meeting short-term financial goals. Respondents who work for organizations with a strong sense of purpose are more than twice as likely to say that their organizations plan to invest more in employee development and training in 2014. They also have higher levels of Upside NEWS FROM THE WORLD OF WORK Full Integration