News - Page 19 of 21

1 October 2019 - Head of technology & operations consulting Annie Hammer was featured in this article published by HR Technologist.

A lack of skilled resources and budget constraints are preventing businesses from reaping the full benefits of digital transformation strategies, according to new global research.

According to an independent survey carried out by Aptitude Research on behalf of Alexander Mann Solutions, despite evidence that companies with a digital transformation strategy are twice as likely to improve performance, staff retention and quality of hire, one in four firms still have no plans in place...

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

AI, infrastructure shifts and faster tech cycles are changing how organizations grow. But the biggest constraint isn’t strategy or investment. It’s how quickly you can get the right skills into productive work.

Whitepaper

The State of Employer Branding

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

Landmark study with SIA sheds light on how corporates can hone a new source of competitive advantage.

30 September 2020 — While progress towards Total Talent has been hampered by various factors over the years, a new survey of over 150 global enterprises showed that those organizations with a Total Talent program in place or those considering implementing one within the next two years, outnumbered those with no such plans by a factor of three to one.

This finding is just one revealed in a study released today by Alexander Mann Solutions, a global provider of talent acquisition and management services, in partnership with Staffing Industry Analysts, which sheds light on exactly how an organization can attract, retain and manage a workforce as one entity.

Mark Jones, SVP Commercials, Americas at Alexander Mann Solutions commented:

“Forward-thinking organizations can no longer ignore the need to manage both permanent and non-permanent hires as one strategic asset. With continuous demographic and cultural changes in the workforce, tightening labor markets and increased competition for qualified talent, the best companies are beginning to view their contingent and permanent labor force through a single lens. Our study revealed that trendsetting companies who do this well are significantly more likely to view themselves as having the talent they need to achieve their business objectives, and twice as likely to believe that sourcing non-employed workers is a source of competitive advantage compared to the laggards.”

The study, entitled ‘Toward a Total Talent Future’, explains how organizations can strategically leverage their brand, culture and value proposition to attract non-employee talent alongside their employed workforce to become the frontrunners in their respective industries. To do so, they must overcome challenges, including organisational silos, which nearly 75% of respondents cited as the biggest barrier to implementing total talent solutions.

In addition to survey data, the research is based on a series of in-depth interviews with global HR, Procurement and workforce professionals to gauge their opinion on talent acquisition and management trends and, in particular, issues relating to the emergence of Total Talent programs.

Barry Asin, President at Staffing Industry Analysts commented:

“On behalf of all of SIA, I would like to thank the survey and interview participants for their contribution to this important topic. We were delighted to work with Alexander Mann Solutions on this research and believe the completed report is particularly timely as the pressure to source skilled talent globally continues to fundamentally change recruitment dynamics. As the report demonstrates, those organizations making progress toward a more integrated and unified Total Talent approach are realizing significantly better talent outcomes and improved business performance. We look forward to continuing to study these important developments in the way organizations source and manage the talent they need.”

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

Global leader also scores top honors for deal size and quality of service

25 September 2019 —

Alexander Mann Solutions, a leading global provider of talent acquisition and management services, announced it has been rated No. 1 in HRO Today’s RPO Bakers Dozen Customer Satisfaction Survey for the second consecutive year.

In the last 13 years, Alexander Mann Solutions is the only provider to consistently rank in the top four, having topped the list on three prior occasions. Based on feedback from buyers of RPO services, the Bakers Dozen is considered a valuable resource, especially among companies considering an RFP process. Alexander Mann Solutions was also ranked No. 1 in the categories of enterprise RPO quality of service and enterprise RPO size of deals.

Uniquely positioned in the talent acquisition category, Alexander Mann Solutions is known for driving tangible results as well as unprecedented innovation in recruitment process outsourcing. Among the Company’s multi-faceted RPO solutions are enterprise RPO, project-based RPO and resourcing augmentation. Alexander Mann Solutions is also considered prescient in identifying trends and new labor models, especially the growing trend in North America towards direct sourcing solutions.

Steve Leach, Group Sector Managing Director at Alexander Mann Solutions, added, “We are always incredibly proud to be recognised as leading the Bakers Dozen as the survey reflects the input directly from our clients. We are an organisation of fiercely passionate Talent Acquisition specialists, focussed on continually evolving the TA capability of our clients. To have that recognised by our customers through the survey is testament to the hard work, dedication and innovation our people bring to work every day.”

“Alexander Mann Solutions continues to lead the recruitment process outsourcing industry by offering innovative products, solution sets and an extraordinary commitment to client service. As one of the largest players in the HR services industry, they undertake very large complex assignments and yet consistently maintain the highest levels of customer satisfaction in the sector leading to once again ranking number one overall and in quality of service on the HRO Today Magazine RPO Bakers Dozen Customer Satisfaction Survey,” according to Elliot Clark, CEO of HRO Today.

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

17 September 2019 - Client services director & head of global citizenship Tim Campbell was featured in this article published by Insurance Business.

Sometimes to learn and grow – both as an individual and as a business - you have to be willing to listen to contrasting points of view. To take feedback from those who offer a different perspective, and who bring alternative experiences to the table. But being told to do things differently is sometimes a tough pill to swallow, even if, ultimately, that might be key to taking your career or company to the next level.

That advice then becomes much easier to take when it comes from a person with genuine authority – someone who has proven their methods work with an outstanding career of their own. That’s why when the Insurance Cultural Awareness Network (ICAN) presents Tim Campbell MBE (pictured) as its keynote speaker for the Ethnic Diversity: Enabling Confident Conversations event at the Dive-In Festival, which involves the likes of Aon’s Dominic Mignon, PWC’s Dara Kirton and Synechron’s Natalia Zurowski, the room is sure to be packed.

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

Whitepaper

The State of Employer Branding

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

5 September 2019 — Direct sourcing solutions, enabling companies to directly source and engage contingent workers, per Alexander Mann Solutions. This model is becoming widely accepted as best practice among talent acquisition executives in North America.

Mark Jones, Senior Vice President, Americas, at Alexander Mann Solutions commented:

“50% of workers are projected to be non-permanent by 2030. The changing composition of the workforce, along with tightening labor markets, and increased competition for qualified talent, are disrupting organizations and forcing them to challenge the status quo when it comes to talent acquisition. To stay ahead of the seismic shifts in attracting, engaging, and retaining talent to meet strategic objectives, businesses are embracing the value in directly sourcing, engaging and nurturing a community of contingent workers.”

Alexander Mann Solutions is the forerunner of the Direct Sourcing model, having successfully implemented it in the U.K. and Europe over the last two decades. Tailoring this model for the North American market, building upon its deep expertise in talent acquisition and contingent hiring, is gaining significant traction in the region, according to the company.

Jones continued:

“As pioneers of the Direct Sourcing model, what really sets us apart is our exceptional candidate curation. It leverages our award-winning Recruitment Process Outsourcing (RPO) heritage, applying it to the contingent model. With several of our clients already engaged in a Total Talent strategy, we can provide unique insights into executing a blend of permanent and non-permanent hiring, ensuring that the broadened talent pool is accessible to all within an organization. We also work with our clients to customize a technology stack for their needs, drawing from our partnerships with over 100+ technology providers to make sure the best tools are deployed for speed, discipline, and insight, enabling a successful delivery.”

Coupled with research and insight into factors that may influence specific elements of the labor market, Alexander Mann Solutions has an unprecedented view of supply and demand, availability, pay trends, influencers, and competitiveness for talent in the market broken down by skill sets and locations.

A typical Direct Sourcing solution would cover benchmarking, market insights, brand, candidate attraction, engagement and communication, surveys and sentiment gathering, and overall worker experience.

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

4 September 2019 — The candidate experience is being hindered by a lack of authenticity that’s largely driven by Employee Value Proposition (EVP) myths.
According to a recent analysis carried out by Alexander Mann Solutions.

In the white paper, ‘Decoding your value proposition to deliver a meaningful employer brand’, the leading global talent acquisition and management firm revealed a number of myths surrounding the development and use of EVPs that could potentially see companies needlessly investing in expensive, yet irrelevant, employer branding.

According to the report, a belief that an EVP can be ‘created’ rather than nurtured, starting with a job advert and ending after a hire is made, is causing many companies to invest in the development of aspirational employer brand propositions that aren’t reflective of the true company culture.

This has the potential to increase employee turnover and damage staff motivation. Sondra Dryer Global Head of Employer Brand & Experience at Alexander Mann Solutions explains:

“The business benefits of a strong employer brand simply can’t be refuted. According to LinkedIn, companies with stronger employer brands see a 43% decrease in the cost per hire, and in CEB’s study, “Branding for Influence,” it was cited that a strong employer brand can raise your quality of hire by 9% and improve applicant pool quality by 54%. While it’s certainly a step in the right direction to see more employers investing in the development of a strategic EVP, the challenge is that too many have shifted away from an authentic experience in the quest for their own version of perfection.”

“The myth that EVPs are ‘created’ is further exacerbating this issue. The truth is they already live and breathe within an organisation and just need to be defined and brought to life through authentic storytelling. Uncovering your EVP and developing your employer brand doesn’t need to be a costly and time-consuming process. In most cases, the basics are already there –your employees’ experiences and corporate brand and culture just need to be brought to life in a way that can engage your target audiences.”

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

18 July 2019 — Alexander Mann Solutions, the leading provider of global talent acquisition and management solutions, announces the appointment of Paul Modley as Director of Talent Acquisition and Diversity & Inclusion.

Sandy Lucas, Chief People Officer at Alexander Mann Solutions commented:

“We are in the business of helping global organisations acquire and retain world-class talent. To be the best in our industry, we need the best talent, and we are keen to ensure that our clients get the highest quality advice and project management from us. We pride ourselves as a leader in the talent acquisition space and a flexible-work employer, and we aim to strengthen this position by attracting talent from all walks of life, all around the world. Our clients expect us to demonstrate a solid understanding of their needs, and we can only do this with diverse teams comprised of the highest calibre individuals. I am delighted to have Paul lead this concerted effort.”

Paul took up the new role earlier this month, as part of a significant investment in HR and talent acquisition systems at Alexander Mann Solutions. He had previously led the talent strategies on client accounts such as Credit Suisse, Santander and Rolls Royce. Paul has built a track record of success at Alexander Mann Solutions, having established a global Diversity & Inclusion Board to drive change across the business, with significant progress being made in areas such as LGBT inclusion, mental health and wellbeing, flexible working and gender parity. He also worked closely with the Alexander Mann Solutions’ consulting arm to co-develop Diversity & Inclusion solutions for key clients.

On his appointment, Paul Modley commented:

“Having led the talent acquisition strategies for some of our biggest global clients over the last five years, I’m excited to lead Talent Acquisition and Diversity & Inclusion for Alexander Mann Solutions to enable our global growth ambitions. We recognise the need to continuously innovate and ensure that we are attracting and retaining the right talent who will support our long-term growth. We have already taken many steps in this direction and I look forward to driving this further throughout the company.”

Paul was previously the Head of Recruitment for the London Organising Committee for the Olympic Games & Paralympic Games and was awarded a British Empire Medal for his services to the London 2012 Olympics and Paralympics in the Queen’s New Year’s honours in 2013.

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

27 June 2019 - Alexander Mann Solutions announce the acquisition of HR technology company Karen HR Inc., in a strategic move to accelerate the launch of new digital products. The acquisition also extends Alexander Mann Solutions’ global engineering capabilities with teams now based in both Canada and Poland, and further supports the company’s aggressive growth plans and commitment to extending its footprint in the Americas. Alexander Mann Solutions partners with more than 100 blue-chip organisations, with its 4,500-strong team operating in 40 languages in over 90 countries.

Launched in 2017, Karen HR’s ‘cognitive recruiting assistant’, Karen AI, integrates with existing ATSs and harnesses leading-edge technology to enhance recruitment processes and boost candidate engagement. Karen AI has the capacity to rank hundreds of resumes against jobs per second and can be deployed to engage with jobseekers via chat or SMS, while the platform’s ‘shortlisting and conversion’ capability allows hirers to gain a deeper insight into a candidate’s personality and team fit. Karen Frontier, is a digital assistant that takes care of inbound employee inquiries delivering a simple and powerful way to provide answers to common HR-related queries to an enterprise’s workforce.

On the acquisition, Rosaleen Blair, Founder and CEO of Alexander Mann Solutions said:

“Whilst we have previously built and successfully deployed RPA and AI capabilities into our existing client solutions it is crucial that we are continually innovating and investing in technical expertise. We are delighted to welcome the Karen HR team to the Alexander Mann Solutions family. Alongside the expertise and capabilities that our valued technology partners already deliver, this move will accelerate efficiencies for our existing clients and will enable the rapid launch of exciting new digital products within Alexander Mann Solutions.”

Noel Webb, Co-Founder of Karen HR added:

“The Karen HR team is incredibly excited to join Alexander Mann Solutions, the number one global Recruitment Process Outsourcing (RPO) provider, leading the way in talent acquisition and management, outsourcing and consulting. Our collective approach to intelligent services will further enhance the comprehensive portfolio Alexander Mann Solutions has to offer. With their global reach and solution-minded approach to the market, Alexander Mann Solutions is the perfect home for us.”

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

13 June 2019 — Chief growth officer Matthew Rodger was featured in this three-part article published by CWS 3.0.

In 2018, the Crown Commercial Service, an executive body and trade organisation within the UK government’s Cabinet Office, engaged managed service provider Alexander Mann Solutions to manage its $1.4 billion contingent workforce program. The result was the creation of the Public Sector Resourcing marketplace, which connects contingents to government work. The program serves 90 customer organizations across the government, engaging 12,000 workers through 350-plus staffing providers and many alternative routes to talent. The idea was to take the mystery out of recruitment for the contingent and make it a transparent, digital process.

At the 2019 CWS Summit Europe, held March 26-27 in London, Alexander Mann’s Matthew Rodger and Crown’s Maggie Tonge discussed the program’s development. Over the next three weeks, Contingent Workforce Strategies 3.0 features an excerpt from that conference session transcription, edited for clarity and brevity...

Click the button below to read part 1 or use the links below:

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

Whitepaper

The State of Employer Branding

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

11 June 2019 — Alexander Mann Solutions, a leading global provider of talent acquisition and management, is delighted to announce its support of The Valuable 500 Campaign (#valuable), in recognition of the importance of disability inclusion. #valuable is seeking 500 global businesses to place disability inclusion on their board agenda and today promoted its message on the stage of the United Nations #INFOCUS conference in Geneva.

Rosaleen Blair, Chief Executive of Alexander Mann Solutions, commented:

“We are in the business of helping organisations grow while helping talented individuals express their fullest potential. The Valuable 500 Campaign is about inclusion and enabling all members of society to make a valuable contribution, and we are proud to be one of the pioneering organisations to put disability inclusion on our board agenda.”

The Valuable 500, which was launched at the World Economic Forum’s Annual Summit in January 2019, urges global business leaders to become accountable for disability inclusion in their businesses.

Articles

Evolving your contingent workforce program for better visibility, control and cost-efficiency

By AMS

Is your contingent workforce program losing ground on cost, visibility, and talent quality? Learn how next-generation MSP design delivers better outcomes.

Whitepaper

Technology enabled TA for tech hypergrowth

By Sagar Kokare

Whitepaper

The State of Employer Branding

By Sagar Kokare

In The State of Employer Branding Cliquify and AMS share the findings of their latest annual research study to find out how organizations are tackling this challenge.

Solutions

The Superworker organization: AI goes enterprise

What does Josh Bersin see coming next for HR? Explore his 2026 imperatives and how AI is reshaping talent and enterprise performance.

Industries

The Superworker organization: AI goes enterprise

What does Josh Bersin see coming next for HR? Explore his 2026 imperatives and how AI is reshaping talent and enterprise performance.

Resources

The Superworker organization: AI goes enterprise

What does Josh Bersin see coming next for HR? Explore his 2026 imperatives and how AI is reshaping talent and enterprise performance.

About Us

The Superworker organization: AI goes enterprise

What does Josh Bersin see coming next for HR? Explore his 2026 imperatives and how AI is reshaping talent and enterprise performance.

More articles

Start your journey to True Workforce Dexterity.

Landmark study with SIA sheds light on how corporates can hone a new source of competitive advantage.

More articles

Start your journey to True Workforce Dexterity.

Global leader also scores top honors for deal size and quality of service

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

More articles

Start your journey to True Workforce Dexterity.

Solutions

Industries

Resources

Regions

Connect with us