Orion Talent Recruiting News

ACCA’s partners at Orion Talent, are hosting a National Virtual Technician Hiring Event from Feb. 20-22. ACCA partners with Orion because they are the nation’s premier firm for helping business owners find veterans, and they specialize in helping the HVAC industry!

If there is one thing we can be sure of it’s this: Combine a persistent shortage of skilled talent, a 2.7 percent Veteran unemployment rate, and a surge of organized efforts to prioritize hiring Veterans, and you have the perfect ingredients for a hyper-competitive military hiring space.

The shortage of skilled labor within our industry is something we’ve been hearing about for quite some time. As the Baby Boomer generation nears and enters retirement age, a large segment of the workforce — across all sectors — will be leaving a gaping hole.

We’ve all been witness to the bidding frenzy by cities wanting to become Amazon’s second home. Lured by the promise to hire 50,000 workers with salaries at $100,000 annually, and an investment of $5 billion in new construction, 238 cities from around the U.S. and Canada have submitted proposals to entice the retail giant.

Midsize RPO deals continue to gain market share as they have proven to help solve talent challenges for organizations with 5,000 employees or between 500 and 1,000 hires per year. RPO has become an incredible tool that can help free HR leaders to play a more strategic role and to focus on broader organizational strategies that may not have been concerns five or 10 years ago.

Orion Novotus, a leader in recruitment process outsourcing (RPO), has been named the number one Midsize RPO provider in the HRO Today's 2017 Baker's Dozen Rankings.

The 2017 hurricane season doesn’t end until November 30, and yet, without even accounting for Hurricane Maria, we are already facing an economic impact estimated at $290 billion dollars from Harvey and Irma.

Orion Talent CEO Mike Starich works with companies like GE Energy Connections, Honda Motors, Siemens and Aggreko to fill up positions with hard-to-find skilled workers. Since the company’s launch in 1991 as a provider of military hiring solutions, matching 40,000+ veterans with more than 7,500 employers, it has expanded its service offerings and candidate pool – especially with the acquisition of RPO firm Novotus (now Orion Novotus) last year.

A few short years ago 1 million square foot distribution centers and same day delivery were exceptional. Not anymore. As consumers transition from traditional brick & mortar shopping to faster home delivery, Amazon is rapidly building, buying and renting spaces of all sizes to facilitate DCs closer to the consumer.

Wepow, providing mobile and video interviewing solutions that improve hiring outcomes, today announced the availability of its new recruitment process outsourcing (RPO) partnership program. With the introduction of this program, Wepow is enabling RPOs to provide enhanced candidate communication and interviewing capabilities through Wepow's innovative video interviewing tools and messaging framework.

Almost every United States city is witnessing growth in construction—both in commercial and residential building, as well as roads, bridges and other structures. With the U.S. Bureau of Labor Statistics projecting the industry to increase from its current 6.9 million jobs to 7.2 million jobs by 2024—meeting the demand for quality talent is paramount for construction companies.

Recruitment Process Outsourcing (RPO) is one of the many industry acronyms - and models - that has found staying power over the last ten years. In this conversation with Cory Kruse, president of leading US-based RPO provider, Orion Novotus, he shares insights on the value add of RPO, the shifting dynamics in the RPO model, and expectations on how this offering will continue to evolve in a competitive recruitment landscape.

A new survey from Orion Talent, Making the Grade: Where Talent Solution Providers Succeed (and Fail), highlights the reasons why some talent solution providers are able to effectively align with client goals, while others fail steadily over 3-6 months. 

Let’s get this out of the way: Talking about big data is not one of your favorite topics. You’re an HR manager or a TA leader, not a data analyst, right? Many of the managers I meet feel the same way.