How to evaluate your talent acquisition processes during times of growth and change to identify gaps
Ways to improve the candidate experience from pre-application to offer to onboarding
How to optimize engagement among candidates and empower them to stay engaged as they become integrated into the organization
In smaller companies, heavy turnover or rapid growth can turn talent acquisition from a strategic planning initiative to a procedural administrative function. When positions need to be filled quickly, it’s relatively easy for the process to become systematic and routine.
Periods of growth provide the perfect opportunity for leaders to step up and take a closer look at the acquisition process. Talent acquisition is, fundamentally, a people process. When that process is broken, when the candidate experience is dissatisfactory, you run the risk of disengagement from the very beginning.
New technologies, new social media networks, and new generations in the workforce interact in a social ecosystem that recruiters have to learn how to navigate and engage candidates in. What do you need to know now to stand out?
Join this webcast to hear Sara Stowe, Talent Acquisition Partner at Smarsh share insights on how to build a strategy for attracting and hiring passive candidates whether it’s high-volume recruiting or highly-specialized searches.
Founder and Principal of HumanNature@Work, David Lee, joins HCI for a conversation on the role storytelling can play in the employer brand. Lee begins with an explanation of how firms can get started developing or taking ownership of their ...