Whether you’re looking to hire talent with in-demand skills, women, new college grads, scientists, veterans, or international hires, you need a channel management strategy that enables you to build a database of qualified, interested, and available talent. The most effective strategy includes a mix of active and passive sourcing methods, and the cultivation of a pipeline through identification of priority roles, use of market segmentation strategies, and a database that houses future prospectives.
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Learn how to align technology in support of business goals by adjusting tools in your toolbox Increase time efficiency by adopting integrated technology solutions, and how to ensure data tracking and reporting is in place to track your sourcing progress.
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When TA brings more to the table, the relationship with the business changes for the better. Learn how AI fits into strategic talent acquisition and where your newly empowered recruiters should spend their time.
If you’re a recruiting professional or hiring manager and your head is spinning, you’re not the only one! There has been so much going on in talent acquisition this year that we felt compelled to focus our annual survey on topics affecting our industry today.
Managing talent over the next five years will be completely different than how it has been done over the past 20. By 2025, millennials will make up 75% of the workforce and technology is going to play a large role in how you attract and retain ...Read more
There is no greater way to recruit top talent than to have a workforce that wholeheartedly endorses your company to friends and their professional network. Setting up a four-part ambassador framework that caters to the modern employee’s ...Read more
A candidate-driven market means companies are competing to attract top talent. It can also mean spending more money to find the perfect candidate only to lose them to another company. What’s causing candidates to walk away for another ...Read more
Examine the four primary levels of recruitment marketing maturity, how to self-identify and assess which stage of recruitment marketing maturity best depicts your organization, practical steps for moving your recruitment marketing function to the next level, and how to prioritize and invest in your recruitment marketing strategies, processes and technologies for the future.
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