The AGS Blog

In collaboration with our strategic supply chain and labor market experts, we’ve pulled together five approaches to help you secure the workers you need.

COVID-19's impact has catapulted the world of work through a transformation that would have taken years. Workforce strategies need to adapt fast.

Organisations will struggle to really unpick what their spend on labour is without the ability to have a comprehensive view of their entire workforce.

To help you drive your contingent workforce approach forward as we move through and beyond the pandemic, we compiled a quick checklist of three main priorities to get your flexible talent strategy conversations going.

Current China economic indicators are showing a rebound of commercial activities starting from late-March and showing further tractions into April

Our recent industry trends blog explores workforce strategy implications from the AGS UK Labor Market Insights report.

Long before recruiting and hiring had evolved into the data-driven science that it’s become today; long before the rise of algorithms, AI and automation, before programmatic advertising, platform plays and point solutions, recruitment was considerably less commoditized.

Companies might not be expanding or augmenting their employer branding initiatives and capabilities at the same breakneck pace as they were before the onset of the COVID-19 crisis, but the shift in hiring demand hasn’t changed the fact that building a transparent, authentic, and compelling brand remains one of the most essential elements of talent acquisition today.

The global pandemic has unexpectedly given companies in the human capital space a unique opportunity to use data and analytics to deliver a leading-indicator glimpse into the road ahead.

In challenging times, organisations who arm themselves with data to harness analytics will win out in the end when it comes to talent acquisition.

As organizations seek a path toward business as usual, here are key “people, process, and technology” priorities that can help talent decision-makers position for the uncertain timing and the rapid fluctuation of workforce demands ahead.

Once COVID-19 runs its course, business as usual will likely be anything but “usual.” Industries will have evolved. But many fundamental trends, challenges, and best practices will remain at play.