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Why Your COVID-19 Business Recovery Might Depend on HR
What is the fallout of COVID-19 and its direct and indirect consequences for talent? In addition to the pure health risk to existing employees and their families, the list of likely and indirect consequences will be much longer.
How Many Reqs Should a Recruiter Carry? Finally…a Recruiter Workload Calculator
Finally - an answer to the age old question, "How many reqs should our recruiters carry?" Read more about it and download the free recruiter workload calculator here.
Enterprise Workforce Planning: A Strategic Business Imperative
Critical skills and talent concerns are noted as top business implications within many C-suites across multiple industries, business sectors, and regions because the global workforce is hedging on a talent shortage pandemic that will affect most companies. To address these concerns, some forward-thinking organizations have prioritized their talent strategy as a key tenet in their business processes, and they have invested in robust and agile strategic enterprise workforce planning. Read more about why Enterprise Workforce Planning is a strategic business imperative.
3 Keys to an Effective Recruitment Department Structure
Org design can be a powerful tool for addressing efficiency and effectiveness problems, but it can’t work in isolation. Here are three keys to making your org design deliver improved speed and quality of hiring.
Strategic Workforce Planning: Seven Steps To Driving Your Best Talent Acquisition Strategy
There is hardly a more nebulous, misunderstood (and possibly hated) word in Human Resources than “strategic workforce planning”, but it is a critical key to successfully improving hiring and retention results. This article describes why it is important, how to do it, and what results you should see.
RPO Lessons Learned: Spotting RPO Dysfunction
So your organization is using an RPO (Recruitment Process Outsourcing) firm and you suspect things aren't going as planned? Or perhaps you are considering an RPO? Read on to learn about these common pitfalls. And check out other articles in our series to find solutions.
HRE’s Tech Infuencers Make the Business Case for HR Tech Investment
In this recent article by HRE and HR Tech Conference, TGA’s Linda Brenner along with 4 other tech influencers provide insight into the most important technology shifts happening in HR, how to build a case for investment, and common mistakes made in the tech journey.
Recruitment Needs Analysis: 2 Ways to Assess your Talent Acquisition Function
"What are the best recruiting metrics to track?" is one of the questions we are asked most. Read our perspective on both efficiency and effectiveness metrics that you should be utilizing, why they are important, and how you can prioritize them.
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Linda Brenner named Top HR Tech Influencer!
The Human Resource Executive (HRE) and HR Tech Conference team released the first edition of the Top 100 HR Tech Influencers, and TGA Founder & Managing Partner, Linda Brenner, made the list. Dubbed “100 individuals who have shaped the world of HR technology”, the list is comprised of people from traditional HR roles, consultants/advisors, and “new media“ influencers. Read more about it here.
Talent Acquisition Model: How to Organize Recruitment Around Talent
What’s the best way for recruiting teams to think about tackling hiring requisitions? First in, first out – like milk? Nah, I don’t think so; but surprisingly, many succumb to this approach in the face of hiring manager pressure and the absence of business-based prioritization.
SWOT Analysis in Recruitment and Selection
One of the most straight-forward and effective ways to assess your recruitment and selection process is to put a SWOT framework for recruiting strategy to use. Read how to do it to expeditiously identify both internal and external strengths and weaknesses that affect your results.
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The Most Effective Recruitment Process in the Toughest Talent Marketplace: 5 Success Factors
It’s a trick headline: the most effective recruitment process isn’t singular. The most effective hiring approach involves multiple processes - differentiated based on the talent an organization most needs to win and the realities of the talent marketplace. Depending on your industry and the skills you seek, you might need two, three – even four – different process versions.
How Do You Measure Quality of Hire in a Full Employment Economy?
In this full employment economy, finding and winning top talent for critical roles is a key business success factor. But if you’re still thinking about quality of hire in the old way (hiring manager surveys to assess ‘happiness’ with the recruiting team or managers' assessment of a new hire 30 days in), then you’re missing the chance to prove the value of Talent Acquisition in 2019 and beyond.
Build, Buy, or Borrow? Determining Your Talent Strategy Game Plan
We outline key considerations for each strategic choice of build, buy, and borrow to optimize your mix of employed and contingent labor.
A High Volume Hiring Case Study: Improving Hiring Speed, Quality and Cost
The Challenge: Improve the quality of hiring high volume, customer service-oriented front line employees. In turn, increase speed to hire and reduce overall hiring costs.
Improve the Candidate Experience with Video Interviewing
Video Interviewing has slowly been changing the interview game. But not all companies are doing it well. It has many benefits and may be worth the investment, but it doesn’t always create a positive experience for job seekers.
Passive Candidate Sourcing: Which Technology, and Other Key Questions to Ask
In today’s market, employers are struggling to attract quality candidates. Many companies understand the need to source passive candidates but don’t understand how to do it effectively or how to utilize technology to support the efforts.
Recruitment Audit Tips: 3 Suggestions for Success
Last month, our Six Signs You Need a Recruitment Audit, generated a lot of interest. This follow up column provides insight into effectively completing such an assessment.
How to Rock a Passive Candidate Sourcing Strategy – Part 2
How to differentiate your processes for attracting low talent availability (passive) candidates.
360 for HR: 5 Reasons Assessment-Based Programs Are the Best Training and Development
Traditional training isn't the way to rapidly improve HR effectiveness, development and credibility. Simulation-based assessment and 360° feedback is a fast, better way to improving recruiters' and HR business partners' skills.
Talent Acquisition Audit: Six Signs That You Need One
Six circumstances where it makes sense to bring in outside, unbiased resources to conduct a talent acquisition audit.
Talent Acquisition Technology Isn’t Going to Fix Your Hiring Problems
Despite the explosive growth of talent acquisition technologies - and the vast number of problems they claim to solve - hiring isn’t getting better, faster or cheaper. Why?
How to Rock a Passive Candidate Sourcing Strategy: Tips
In this two-part series, learn how to incorporate passive candidates into your overall talent acquisition strategy.
HR Leaders’ Playbook: The Importance of Blending Finance with HR Expertise
Build a better, more collaborative and business-based relationship with your Finance partner.
GE Jumps Ahead in Intellectual Capital Share-of-Value in 2016 Study
Industrial or Technology Juggernaut? – ask Owen.
Recruitment Tips for New Talent Acquisition Leaders
Check out this list of tips for new talent acquisition leaders - especially if you're coming from an HR Generalist role - to shorten your learning curve and drive meaningful results faster.
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Not All Employees Are Equal: The Importance of Strategic Human Resource Management
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