About the AuthorFollow on Twitter More Content by Audra Jenkins
About the Author
As chief diversity and inclusion officer, Jenkins spearheads initiatives both within and outside of our organization. She not only advances diversity and inclusion among internal employees, she also partners with customers as they work to achieve their own diversity goals. Jenkins firmly believes that diversity and inclusion must be woven into every aspect of the talent life cycle to attract quality candidates, enhance employee engagement and drive performance. She brings more than 20 years of human resources, diversity and compliance experience, along with a passion for advocating on behalf of underserved populations. She is the executive sponsor for Randstad’s Hire Hope program, which provides career readiness training and job placement services to at-risk women, including survivors of exploitation and trafficking.Follow on Twitter More Content by Audra Jenkins
better process rigor, transparency, and cost efficiency are just some of the reasons why organizations sh...
Businesses are increasingly turning to contingent talent to support ongoing global recovery efforts, but will it be enough to drive the workforce agility they need? See new Talent Trends research.
How does a fully integrated contingent hiring approach deliver more hires in less time? Read the integrated MSP case study.
High-service levels and innovative solutions deliver specialist financial talent across the US. Check out this RPO case study for details.
With growing skills gaps in digital and soft skills, every stakeholder should come together to help ensure the labor force is equipped to thrive in the future. Learn more in Human Resource Executive.
The unemployment rate in the U.S. had dropped to 6% in March. What does that mean to the economy? Find out in Hunt Scanlon.
How can a comprehensive talent marketing strategy help you boost applications for critical growth roles? Find out how this mobile video leader did it in this case study.
Vaishali Shah is Randstad Sourceright's new vice president of Diversity & Inclusion for managed services programs (MSP) in North America. Get the details here.
How should companies create effective skilling programs to close the skills gaps? Get tips in Forbes.
Get the findings of the latest Everest Group RPO PEAK Matrix Assessment. Find out why Randstad Sourceright was evaluated so highly for our Vision & Capability.
Women accounted for 55% of the net job loss during the pandemic. How can employers and governments help women re-enter the workforce? Find out in Forbes.
With rapid digitalization and growing talent scarcity, life sciences companies need to enhance access to in-demand skills and workforce agility. Get the latest Talent Trends data for insights on how.
Caroline Casey, CEO of The Valuable 500 shares how she realized she shouldn’t hide her disability at work, and how employers can create more inclusive workplaces.
How are global in-house centers in India transforming from cost centers to revenue drivers? Learn more in Mint.
Find out how this automotive company filled 160 IT roles in less than 15 months in a highly competitive technology market. Read the case study.
After a year of remote working, many employees want to have a hybrid work schedule. How should companies prepare for employees to return to work? Learn more in Forbes.
How can you lead by example and incorporate mindfulness into your business workflow? Get tips in Thrive Global.
Recruitment and talent acquisition are often used interchangeably, but they are actually two different things that are both essential to the talent management process. Learn more in Tech Target.
Growth in temporary jobs shows that companies remain cautious as they wait to see how the vaccine rollout plays out. Learn more in USA Today.
What is on the minds of C-suite and HR leaders around the globe? Where are their priorities when it comes to talent strategy? Learn more in Human Resources Director.
See how this wireless products and services provider recruited 452 new hires for 67 retail stores in nine weeks —- over two holiday seasons — with recruitment process outsourcing.