This Week in Sourcing
The Global Association for Strategic Talent Management
Sourcing
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More From HCI
How Wall Street Has Changed Strategic Talent Acquisition Forever
Keynote Video:Changes in Wall Street have transformed the structure of corporations in America and the way Strategic Talent Acquisition operates. Corporations no longer hire employees in fixed tangible positions for long term growth, but rather see employee turnover as a way to increase shareholder value. Companies are maximizing turnover by using it as an opportunity to continually upgrade talent in each role. Rather than just filling physical roles, talent acquisition is increasingly about enhancing value for corporate America. What do these changes mean for Strategic Talent Acquisition and the future of talent management?
Session Focus:
Talent Acquisition as a business transformational catalyst: Partnering with internal and external clients to support change and create value.
The customization of Executive Search. One size does not fit all.
Anatomy of an executive search engagement.
Next Practices: Strategic Talent Acquisition professionals as the new Hollywood agents.
Social Media, Apps, Open Source and Innovation: Implications for Federal Workforce Management
Keynote Video:Social media tools enable people to collaborate, reach decisions, and build fast and innovative solutions in a way that doesn’t organize itself around organizational hierarchy, concrete buildings or cubicles. Mobile apps reach constituents when and where they want to be reached. Open sourcing invites collaboration and networks to contribute innovative solutions to any number of issues. According to Dave McClure, innovative technological applications, systems and interfaces are important keys to government’s future, and he envisions the day, for example, when any citizen walking down the street will be able to interact with the government on their own terms and time via a mobile device. In this session, Mr. McClure provides an overview of recent trends in these three areas as well as how select agencies are leveraging these technologies in new, practical, easy- to-implement ways.
The Science of Sourcing
Webcast:Sourcing has increasingly become the key challenge facing many recruitment organizations today. Organizations struggle with the best way to find quality talent and then need to effectively engage that talent.
During this session we will discuss strategic talent sourcing strategies and best practices that are enabling organizations to meet their staffing objectives and achieve their business goals. Topics will include creating a sourcing framework and leveraging social and mobile technologies to drive quality talent.
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Candidate Experience and Bridging the Talent Gap
Blog:The new July unemployment figures are at 8.3% in the U.S. and the verdict is: “disappointing but not as disappointing as they could have been.” It seems as though the world economy is treading water, and only expending enough energy to stay afloat but not enough to swim to shore. Paradoxically, executives and economists are predicting massive global talent shortages in the years to come.
While the market demand for certain types of talent (think STEM and skilled blue collar workers) may eventually attract workers to educational opportunities that will fill these gaps, the current challenge for HR and recruiting professionals will be to recruit, develop, and retain the critical talent necessary to keep making widgets. Branding and sourcing are essential building blocks in any talent acquisition strategy but what happens once a candidate becomes an applicant?
The Retail Politics Theory of Candidate Experience
Blog:In a recent post on TalentMinded, Autumn McReynolds shared an interesting comment from a recent college graduate about social media in recruiting saying they wished companies did not focus so much on their presence in social media and would instead hire recruiters who actually respond to them. McReynolds continues:
“… many talent acquisition professionals tout social media for recruitment as the greatest thing since sliced bread, especially for the “younger” crowd. And while this is not to say it doesn’t have its benefits (because it does), the younger generations are crying out for employers to make more important changes to their application and hiring process. Whether it’s an actual need to hire an extra head to ensure candidates get a response or its time to implement a new system, letting candidates know you care about them – regardless of hire – is critical.”
