Kelly Elliott

Open enrollment is just around the corner. Are you prepared? This eBook will cover what you need to know to simplify the process and create a better employee experience. Download it now!

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In today's competitive market, strategic talent acquisition is more critical than ever. We've all experienced how the market has shifted in recent years. It's not just about finding the right people - it's about aligning talent with the long-term goals of your organization. We want to hear from you - the experts who make it happen. Boncho Bonchev and I have launched the global State of Talent Acquisition Survey 2024/2025. Participate in our survey today (it only takes a few minutes to complete) and shape effective talent acquisition and retention strategies. #TalentAcquisition #Recruiting #DigitalTransformation #HumanResources

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I had the pleasure of talking to one of my favorite people, Ilene Schaffer, MAPP, MA, PCC, on her podcast, What's Possible. We had so much fun talking about Organizational Design from the theory to the practical. #Leadership #OrganizationalDesign #HR

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This new LHH article about internal mobility during restructuring reveals how much untapped talent companies often overlook. Turns out, the best person for that new role might already be down the hall. Makes me wonder how many hidden opportunities are lurking in my own workplace. Anyone else ever stumbled into an unexpected career shift within their company? https://lnkd.in/gVQkW8_Y #careermobility #restructuring

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For those interested in RTO(return to the office) the FlexIndex is a must read. They provide excellent insights into which types of companies, sectors, locations etc. are remote, hybrid and on-site. In their latest report they focus on enterprise companies(defined as having more than 1000 workers) that make up 0.1% of US companies but employ over 10% of US workers and often set the policies and directions that others follow. Here are their interesting findings on enterprise companies: *They break down the work catagories: - Fully Flexible: Does not have an office (1%) or allows an employee to select to go into the office or not(20%). -Structured hybrid: Minimum days employees must be in office (46%), specific days must be in office (8%), combining the above two or minimum (4%) percentage time must be in office (3%) -Full time in office (18%) *Most hybrid companies require 2 (32%) to 3 (58%) days in office with Tuesday, Wednesday, and Thursday being the most popular days (no surprise there) * Technology companies with a little under 50% give employees full discretion of where they work, while the most fully on-site is restaurants and food service *Larger variation by state on flexible work with Massachusetts(followed by Washington and Colorado) being the most flexible and Mississippi (followed by West Virginia and Arkansas) requiring the most full-time on-site *Top 3 most flexible metros (San Jose, Austin and San Francisco). *Top 3 metros that require 5 days a week on-site (Knoxville, Memphis, and Birmingham) *74% of less than 500 person companies are fully flexible (wow), while only 15% of 25K plus companies are fully flexible but are 65% structured hybrid Do any of these stats surprise you? I think for those who are interested in fully flexible work it strongly indicates that smaller companies in technology are the most likely to offer it. One finding of other RTO studies is people would take a pay decrease to get more flexibility or remote work. Would you if so how much of a pay decrease would you take? Would you want fully remote or structured hybrid, and if structured hybrid how many days in the office per week? I have been 100% flexible since the pandemic and it would have to be a pretty amazing offer for me to go back into the office even hybrid 😀 . https://lnkd.in/gmPVMWGF

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Are you concerned about a growing disconnect between HR and core business operations? In the latest episode of the TroopHR Podcast, I had the privilege to connect with Rebecca Taylor, Co-Founder and Chief Customer Officer of SkillCycle, to discuss HR's crucial role in bridging this gap. Here are the key takeaways: ✅ The Disconnect between HR and Business: Among the business community, there is a concern that HR has become increasingly disjointed from the core business. We discussed a recent example where HR, potentially dismissed or distracted by non-critical initiatives, overlooked crucial financial indicators that led to over-hiring and subsequent layoffs. Rebecca shares some great ways to close these perceived gaps. ✅ Justifying HR Investments: From CAPEX to FTEs, HR will need to get accustomed to leaner tech-empowered teams. This provides a unique opportunity to better hone our business justifications for these types of investments. Rebecca emphasizes the importance of clearly communicating the potential ROI for HR initiatives, just as any other leader in the business would. She adds, "In order to provide ROI data, you have to start with data." ✅ Embracing the Messy Reality of Career Paths: We challenged the notion that every leader's career unfolds like a perfectly choreographed movie. While retrospective views of our careers may fit neatly into a cinematic narrative, the reality is more akin to a sometimes messy, albeit purposeful, adventure. Listen to the full episode to learn more about how HR can better align with and drive impact for the business. 🎙 Episode here:  https://lnkd.in/ecpEcddF

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🚩 Red flags to look for when building your recruiting tech stack (part 3): Friction and unrealistic expectations. What does that mean? Despite the promise of efficiency and optimization, some AI solutions may create friction and inefficiencies at various stages of the recruitment process. In turn, doing the opposite of what they were designed to do. What to look for: 🔍 Confusing and convoluted user interfaces  🔍 Lack of integration with your existing systems  🔍 Overly complex systems that overwhelm rather than help How can you combat this: 👉 Set realistic expectations. Any solution that appears too good to be true should raise red flags. 👉 Pilot each potential AI solution before committing  👉 Choose a subset of users who can test the platforms. Get the full scoop by reading our article on The Staffing Stream by Staffing Industry Analysts 👉 https://lnkd.in/eeNd2Fpi Did you miss our other red-flag articles? Check them out here 👇 1️⃣ The No. 1 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/e5BN8kp3 2️⃣ The no. 2 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/dCEzWm2b #staffing #recruiting #ai #hr #talentacquisition #hiring #techstack

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