Hiring has never been more difficult. Long-term labor-force factors combined with the disruptions from COVID have created a shortage of candidates across many industries. The result is that talent acquisition professionals must account for rapidly changing organizational and human priorities while dealing with constant pressure to reduce friction and make new hires faster to secure the best from the available candidate pool. So, what is most important? In a massive labor shortage, how can you not prioritize hiring speed? But what about hiring for diversity? And quality of hire? Shouldn’t you be focused on finding the employees most likely to stay on the job? And where does all this leave the candidate experience? The truth is you must figure out how to prioritize and hire for all the above. Otherwise, you’re short-changing your hiring process and your candidates—and inviting additional hiring failure down the road. Your best strategy, even during times of tremendous pressure to hire quickly, is to leverage the automation and evaluation tools that get hiring right—at a time when doing so has never been more important. Good hiring technology means not having to choose one hiring priority over another. Join us for our webinar as we break down:
What hiring for all priorities (speed, diversity, quality of hire, the candidate experience) looks like for everyone involved in the process, from CHROs to candidates
The long-term cost of making hiring process changes for short-term gain
What you sacrifice when you remove certain hiring stages or tools to lower barriers
How an overemphasis on one or two priorities can negatively impact your data, hiring results, and candidates
How your organization wins with a hiring technology that can manage all your priorities Don’t miss your chance to see firsthand how trusted science, proven technology, and an unrivaled candidate experience combine to create a consistent, fair, informative, and data-driven hiring process that will enable you to hire your most diverse, engaged, and productive workforce ever regardless of candidate volume.