Mediacenter

According to last year’s HR Cultivating Leadership report, 93% of HR leaders were strategically reevaluating or transforming their company’s approach to skills and many were introducing new skills-based leadership strategies. This report explores how HR leaders’ priorities have evolved over the past 12 months and what strategies they will put into place to foster the next generation of leadership. It also provides key suggestions from HR leaders on how to tackle pressing challenges like changing workforce trends, skills-based hiring needs, worker shortages, and more.

The pandemic revealed that many female employees feel that their benefits are substandard or inequitable, especially when it comes to child care assistance. Systemic issues like pay disparity, inequitable opportunities for advancement, and a lack of women in company leadership have also faced scrutiny. This report explores the observations that HR and talent professionals have made over the past year as women have left the workforce and voiced concerns about their pay and benefits. It also examines the changes companies plan to make to their benefits packages to encourage women to return, paying special attention to child care benefits.

This report explores how recruiters, talent acquisition leaders, and organizations in specific industries are responding to these trends through changes in their hiring processes. The report will compare data sets from two separate studies—one survey of recruiters and one survey of job seekers conducted by Talroo—to identify similarities and differences in their experiences and their understanding of the hiring process. It will also provide ideas, insights, and best practices for how organizations can attract talent in an increasingly competitive marketplace.

While COVID-19 impacted all industries globally, no other industry has been affected quite like retail. Though retail has gone through a disruption like never before, the lessons learned have been invaluable and unprecedented. In this report, you will see where those lessons have taken some of the biggest retailers such as Applebee’s, Dollar General, AutoZone, and Ulta now, and how to achieve success as we continue to adjust to HR’s transformed role in the next normal.

During this past year, HR retail practitioners were forced to innovate to deliver the best customer experience. Though retail has gone through a disruption like never before, the lessons learned by have been invaluable and unprecedented. In this report, you will see where those lessons have taken some of the biggest retailers now, and how to achieve success as we continue to adjust to HR’s transformed role in the next normal.

Effective training improves the frontline employee experience, boosts retention rates and makes a frontline role with your company a more attractive career prospect during a labor shortage. But training is failing frontline employees, because it’s not tailored around the realities of their work. Read on to find out why it’s such a challenge to effectively train frontline teams and 5 steps you can take to improve your training and fuel your frontline employee engine.

GANT were on the hunt for a new way to empower their store teams to be the best possible ambassadors of their brand. As they rapidly expanded, GANT were looking for a way to foster a strong company culture and ensure a consistently exceptional customer experience in every GANT store globally. With YOOBIC, GANT’s store employees feel empowered with knowledge at their fingertips and are demonstrably more engaged as part of a global digital community. Corporate and HQ teams have a clear line of sight across their entire store network, allowing them to improve sales conversion and consistently achieve retail excellence.

Recruiting is Retail’s Competitive Advantage. The way your organization engages with customers has probably changed as consumers shift toward the convenience and efficiency of online shopping. But in a world where every online vendor looks the same and competes on price, how do you create a sustainable competitive advantage? The key differentiator is the experience you offer your customers in-store. Engaged, knowledgeable employees turn the buying process into an experience - an experience that keeps customers coming back.

Events of the past two years have generated a seismic shift in the workplace. Now, the onus is on employers to meet these new employee expectations, transforming the workplace so that it is more flexible, engaging, and transparent. This report provides an analysis of a recent survey covering employee sentiment about the workplace in the post-pandemic economy. Here, HR leaders will learn what employees now expect from their employers regarding communication, hybrid working environments, benefits, and more.

In the months since the pandemic began, HR decision makers have taken a hard look at their benefits packages to determine what steps they can take to make them more effective, attractive, and equitable. This report explores the concrete changes HR leaders are planning for their benefits programs in the coming months and years. With important benchmarking information and key suggestions, the report provides insights to help HR leaders make decisions that will have a lasting impact.

Much of the battle retailers fight to reach their staffing goals comes down to addressing low levels of employee engagement. Retailers must keep talent motivated and integrated into the company culture, but they must do so within an environment characterized by anxiety, disruption, and financial upheavals. Retailers will need to take significant steps now to attract the next generation of retail professionals. This report explores what technology and personalization solutions are considered most important for attracting and retaining retail talent. It also identifies key barriers facing retail HR leaders and provides suggestions for overcoming them.

Talent acquisition (TA) has experienced numerous important trends in the past few years, not least of which was the wave of adaptation that occurred during the disruption to the job market caused by the pandemic. This report explores how talent acquisition is changing in this evolving environment. Here, you’ll find benchmarking information about organizations’ DEI initiatives as well as recommendations for how to retain your current workforce and attract the next generation of talent.

Diversity, equity and inclusion (DEI) initiatives have been a part of organizations’ cultural shift toward more equitable hiring practices for years. However, for many organizations in almost every industry, recent events have underscored the need to take a more holistic approach to DEI—one that requires meaningful behavioral and cultural change. This report explores how organizations in various industries are progressing in their DEI journeys amid a range of internal and external challenges. It also highlights the importance of senior leadership being visible and proactive in DEI activities, the need to allocate budget and resources for DEI, and the role of training in helping organizations make positive changes in workplace behaviors and culture.

After COVID-19, retailers are struggling to find talented people to fill the roles they need to open stores and bounce back. Amid these challenges, retailers have an opportunity to reimagine their hiring processes to meet the needs of tomorrow’s applicants. This report will explore the key challenges retailers are facing in their hiring initiatives for hourly employees and what suggestions they have for streamlining them.

In 2020, diversity, equity, and inclusion have risen to levels of prominence within our media and culture that organizations cannot afford to ignore. Addressing workplace culture and the internal practices by which talent is managed to ensure fairness, representation, and equity are critical not only to manage the reputation of the organization, but also to create the optimal conditions for performance by creating a workplace that draws from multiple perspectives of lived and professional experience. Within this report, CSOD and WBR Insights have partnered to take a close look at the commitments that organizations are making to diversity, as well as the practical steps and funding dollars bring put into place to support these initiatives.

By 2020, it’s expected that half of the national workforce will be from the millennial generation. That means engaging in new employee engagement and learning development strategies that make sense for a workforce that not only asks, but expects, more from their employer than another generation.How will you keep up with the industry change? What new initiatives will you create to make HR more digitally savvy?In our 2020 Trends Report, we take a look at where the retail HR community is heading and how you can stay ahead of the curve.

Retail HR heads continue to feel the immense pressure of competing with ecommerce behemoths such as Amazon. Staffing in an economy that has shifted the labor market against retailers hiring low-wage, hourly, seasonal workers has also put an emphasis on defining the right HR strategy.In our 2020 Innovation Briefing, we take a look at how today’s top retailers are building diverse, inclusive HR strategies that build employee engagement and morale, no matter the time of year.

National workforce demographics are changing, millennials are shifting HR strategy and the retail industry shows no signs of transformation slowing down. Retail HR heads feel the immense pressure of competing with ecommerce behemoths such as Amazon. They’re also learning how to staff in an economy that has shifted the labor market against retailers hiring low-wage, hourly, seasonal workers and highly sought after cross-industry tech talent. In this briefing, we give a snapshot of how several world class retailers are creating opportunities and reimagining their recruitment process in order to stay relevant and maintain a consistent brand process and culture.

In the past, employers that ordered background checks on applicants and employees would receive a report that captured the candidate's background information at the time of the report. Employers that wanted to find out whether their incumbent employees had been, for example, arrested for or convicted of a new crime had to order a new background report, which can be costly. Now, employers can request continuous monitoring of incumbent employees, which typically is a service that evaluates public record resources and alerts the employer as to an employee's activities. 

A retail company with a long-term partnership with Talent Plus selecting for front-line sales associate found that highly talented employees outsold low-talent counterparts by early $25,000 in their first 12 months.

When the team at Shopify doubled down on proactive outreach to passive candidates, they dramatically increased their efficiency in hiring high-priority talent.

With over 4,000 locations and more than 24,000 employees in the U.S. alone, this retailer of professional beauty supplies experiences a significant volume of HR document and compliance requirements for its rapidly changing workforce.