Raleen Gagnon

Based on comprehensive analysis of Talent Availability, Cost, Regulation, and Productivity - the CWI provides comparative rankings and insight into the contingent workforce opportunities and trends across 75 countries.

Based on a comprehensive analysis of Talent Availability, Cost, Regulation, and Productivity - the CWI provides a comparative ranking and insight into the contingent workforce opportunities and trends across 75 countries.

Based on comprehensive analysis of Talent Availability, Cost, Regulation, and Productivity, the CWI provides a comparative ranking and analysis of the contingent workforce potential across 75 countries.

Representatives from the ManpowerGroup's Global MSP COE provide a strategic view of global challenges and opportunities of contingent workforce management in the face of increased customer sophistication. The session outlined of how information access and lower cost channels have increased the pressure on companies to deliver higher quality and added value, requiring workforce assessment and accelerated hiring.
Presenters explored how these trends have created new opportunities in key… Show more

Representatives from the ManpowerGroup's Global MSP COE provide a strategic view of global challenges and opportunities of contingent workforce management in the face of increased customer sophistication. The session outlined of how information access and lower cost channels have increased the pressure on companies to deliver higher quality and added value, requiring workforce assessment and accelerated hiring.
Presenters explored how these trends have created new opportunities in key global markets, including Europe and Asia Pacific. Specific examples of regional trends in global workforce optimization will be provided as part of the discussion on how to win in the war for talent.

•A better understanding of factors that have forced the rise in customer sophistication in contingent labor
•An overview of new opportunities created around the globe for contingent labor
•An in-depth perspective on specific regional trends that are forcing companies to rethink their labor structures.
Show less

The insurance industry and insurance recruitment continue to feel the effects of the recession. As a result, smaller insurance companies must focus on employee motivation as the industry eventually stabilizes.
With the average agency or brokerage employing an average 20 - 30 employees, it is imperative that each of those employees be fully utilized. In some cases, this means that employees must multi-task -- such as having the office manager support the human resources function.

When the Dodd-Frank Wall Street Reform and Consumer Protection Act was signed into law on July 21st, 2010, the impact on the financial services regulation was substantial. While only a few components of this law directly impact the insurance industry, there are several factors for insurance companies to now consider as part of their insurance recruitment efforts.

Across the globe, small companies and major enterprises alike are leveraging their IT infrastructure to maximize efficiency and reduce costs. Whether it is a matter of implementing new business process automation or a migration to Linux from an existing operating system, businesses are investing in new technologies to optimize productivity in the short term and minimize expenditures in the long run.
But with the investment in new technology comes a need for new technical skills that impact… Show more

Across the globe, small companies and major enterprises alike are leveraging their IT infrastructure to maximize efficiency and reduce costs. Whether it is a matter of implementing new business process automation or a migration to Linux from an existing operating system, businesses are investing in new technologies to optimize productivity in the short term and minimize expenditures in the long run.
But with the investment in new technology comes a need for new technical skills that impact the IT job market. While high national unemployment may has resulted in “a buyer’s market,” finding qualified candidates to manage a new project still requires thought and effort.
While the need to recruit and hire IT skills may stem from an existing project plan or new integration, it is essential for a small business to plan ahead and align new IT hires with corporate priorities. This will enable your new hires to expand beyond initial project or departmental needs. Show less