Recruiting decisions aren’t limited to selecting the right candidates. With comprehensive analytics, you can identify the talent you’ll need, the pools with the right candidates, and methods to evaluate for fit. Don’t be intimidated by big data. Learn how you can develop people intelligence so you find the available skilled talent you need quickly and at a lower cost.
“Here's a recruiting riddle: What costs more but often works worse? Outside hires.”
Rachel Emma Silverman and Lauren Weber for the Wall Street Journal
Internal mobility, talent mobility, internal career programs, the name you choose to call it is not as important as the concept it conveys. Internal mobility programs are designed to move talent from role to role within the company. Industry leading companies like McGraw Hill, Sodexo, and Google are leveraging internal mobility programs for their benefit and you should be too.
It’s a fact that no recruitment process outsourcing (RPO) transition is perfect, yet people assume theirs will be. I’ve managed RPO transitions with many clients, and while change is always challenging, it helps to know that there is a predictable pattern to it — a normalcy to the pain you will feel. Part of my work at Seven Step RPO is to hold a full day “change management” meeting with new clients. We have found that nothing beats taking the time to be informed and educated about what to expect as we work toward a mutual goal of aligning a team that hires great talent.Read more
By the level of noise and chatter focused on the mobile recruiting trend over the past several years one would think that corporate talent acquisition teams have made great strides in adopting and deploying these solutions. But the results of the recently released 2014 Jibe Talent Acquisition Survey tells another story.
The Indeed Hiring Lab has been pumping out some really fascinating insights over the past year. In May, Indeed’s Lead Economist and Associate Professor of Economics and International Affairs at George Washington University, Tara Sinclair Ph.D., shared the initial results in a webcast with HCI revealing that 81.5% of people are searching for jobs outside of their current occupation, 43.5% of people are searching in their current occupation, and that the higher the share of job postings in an occupation, the more attractive it is to job seekers.Read more