As hiring competition intensifies, where will your organization find the hidden pockets of talent that it needs to stay competitive? What strategies will enable you to retain that talent?
In this webcast, Tara Sinclair, Associate Professor of Economics and International Affairs at The George Washington University and Economist at Indeed, will share key insights from new research on how today’s employees search for jobs before they make a job move, including which occupations are most desirable to employed candidates and what factors influence their decision to change jobs.
Attendees will gain an unprecedented look at:
The occupational interests of job seekers
How salary and training affect job satisfaction
The supply of talent and competition for that talent across critical occupational areas
Labor market dynamics that influence their organization’s ability to address its talent demands
“Get the Right People on the Bus” proclaimed Jim Collins in his book Good to Great and this timeless truth is still valid.
RP (Right Person) in the RS (Right Seat) is a win-win both for the organization as well as for the employee. In this blog I shall share the difference between RP and RS and how a candidate can make sure they apply for an organization and role that is a right fit for them.
July 30, 2013 | Shahbaz Alibaig, Recruitment Technology Manager, GE | HCI
If you are in sales, it is likely that you have been using some sort of CRM for almost two decades. In the Talent Acquisition market, this concept is fairly new. Candidate Relationship Management is not a “shiny thing,” but it can make recruitment more efficient and effective - if used wisely.
Before embarking on a CRM initiative, it is wise to identify job segments for which you want to use CRM. Ideal use of CRM is to pipeline for hard to fill, niche jobs, or jobs which, based on your workforce planning, will be created in the future. Some organizations prefer to use CRM for all job segments to manage passive candidates.