Published By: HireVue
Published Date: Feb 09, 2018
If you’re a member of the Talent Acquisition
team, there’s a good chance you use a
at some point in your hiring process.
According to the Talent Board, 75% of
employers are using some sort of
pre-hire assessment. And the Aberdeen Group
notes that of its “Best in Class” organizations,
91% use assessments to screen candidates.
Published By: HireVue
Published Date: Feb 09, 2018
Speed is the hallmark of the digital age. E-commerce has grown by double-digits since 2010,¹ spurred by the expansion of quick delivery. The healthcare industry, buoyed by online diagnostic tools and patient analytics, has been experiencing record-breaking growth.² And on-demand online learning is experiencing its 13th consecutive year of growth.³
These trends are not unique. “Digital disruption” is no longer a futurist’s fantasy, it is happening now.
Yet talent acquisition lags feebly behind. It takes an average of 43 days for a US company to fill an open position, up from 33 in 2010. That’s right- filling empty positions takes companies longer than ever before, in spite of technological progress. The pace of business is speeding up, but HR is actually slowing down. Nearly every major industry has leveraged digital transformation to their advantage and reaped massive rewards- why not HR?
Most Companies Have an Issue with Talent Acquisition and Retention. This can be overcome by working with the right Staffing Company who will understand your need and work at a reasonable cost tailored to fit your budget.
With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.
Talent acquisition links different phases of the hiring process by implementing a more proactive strategy that leverages more robust software solutions to better discover, communicate with, and hire top talent. Using this approach enables companies to transition out of older recruiting models by using tools that facilitate a more streamlined, cost-effective approach towards recruiting, selecting, and hiring. Discover the five steps of an effective talent acquisition strategy.
Over the past decade, talent management initiatives have become a critical priority for organizations. While CEOs see the business value of talent management— typically talent acquisition, learning, performance, talent mobility, compensation, and analytics—some organizations have found it challenging to quantify the business impact or return on such investments. If you are looking for help in building a talent management business case, this overview was created for you.
Published By: Glowpoint
Published Date: Oct 13, 2015
It’s not just about cutting travel costs. Videoconferencing offers a number of business benefits that can help organizations gain a competitive edge and become companies of the future, rather than the past. Read on to find out more.
Published By: NuCompass
Published Date: May 26, 2016
Businesses are looking for technology to solve all kinds of problems in HR and talent acquisition. Finally, we can add relocation to that list. Today, there are new technologies that are revolutionizing the way employers and employees handle moving to their next job.
"Outsourcing" often gets a bad name. But when it comes to your recruitment function, partmering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster.
A few years ago, during one of the toughest economic periods in recent memory, companies were looking for the lowest-cost option for handling recruitment. “Recruitment Process Outsourcing (RPO) was an attractive solution, and cost was often the main driver when contracts were signed,” says Angela Hills, Executive Vice President at Cielo, Inc.
Talent acquisition has changed, and it grows more complex by the day. As the world of employment evolves, so do the tools, tactics and strategies to locate the best talent. To master it all and find the right people for your organization, you need the help of dedicated talent acquisition professionals.
A growing business is usually a good thing, but for talent acquisition teams, growth on a large scale can pose some unique recruiting challenges. That’s because rapid expansion can confront talent acquisition with the need to ensure that as the company grows, quality of hire doesn’t shrink.
f there’s one thing we know about the world of talent acquisition, it’s that it’s always evolving. Staying ahead of the latest trends can give employers the edge they need to hire smarter in the year to come.
All companies realize the importance of nurturing a talented workforce. But how many do something about it? Download your report now, compliments of SuccessFactors, to learn the best ways to measure and address your competency gaps.
This white paper discusses six ways to connect with high-quality candidates-from using high-quality descriptions to managing recruiting on the go, using social tools, forecasting your needs, partnering with learning managers, boosting your brand, and more. Learn how to use these approaches in your candidate search. Download your white paper today.
With fewer people entering the workforce and a shortage of certain skills, develop strategies now to address skills shortages. Read about the opportunity presented by Baby Boomers and how to leverage Boomers for competitive advantage.
As competition for talent intensifies, take advantage of social technologies for recruiting. Learn how social and collaboration tools enhance, improve and reinvent recruiting processes, and best practices for developing a social recruiting strategy.
Published By: Lumesse
Published Date: Aug 21, 2013
Recruiters need to harness the power of social media, mobile tools, and the potential of Big Data to transform the recruiting process. Download our presentation “A Futurist's Perspective on Talent Acquisition and Tomorrow's Tech Trends.”
As the world emerges from global recession, it’s clear that today’s talent management challenges are dramatically different from the ones businesses faced even a few years ago. PwC’s annual global survey of CEO found that a full 63 percent of those surveyed are concerned about the future availability of key skills.