Finally - an answer to the age old question, "How many reqs should our recruiters carry?" Read more about this critical talent acquisition planning and org design issue and download our free recruiter workload calculator.
It’s a trick: the most effective recruitment process isn’t one - it's multiple processes, differentiated and highly engineered. Because in the most challenging talent marketplace that most of us have ever worked in, we can't wing it anymore - nor can we build our processes based on what we've always done, or what hiring managers demand.
It might be time to re-engineer your recruiting processes. One place to start is assessing both efficiency and effectiveness metrics - which are important, how to evaluate them and how to improve them.
There are many reasons why candidates aren't applying to jobs the way they did before the pandemic. A recent survey identified five key reasons for this (hint: 'being lazy and on unemployment' didn't make the list.)
Here are eight clues for determining where your organization falls.
The rapid growth of talent acquisition technologies, and all the problems they portend to solve, makes investment in them tempting - particularly during these unpredictable times. But TA tech is not going to solve most hiring problems.
Need to figure out how to improve hiring speed, quality and diversity? Begin with one of the most tried-and-true methods to assessing strengths and weaknesses: a SWOT framework for recruiting. Learn how this method can help you get started the right way.
Proper recruiting, selection, onboarding and performance management routines are critical for the success of any new executive, but particularly for companies seeking to expand diversity among their leadership ranks. The old routines that may have worked reasonably well with primarily White leaders need to be examined and adapted to successfully and consistently win high performing Black talent.
Regardless of how COVID-19 has affected your organization, now is the time to streamline and improve the speed and quality of hiring. There is very little tolerance from senior leaders for time- and labor-intensive hiring efforts with questionable results. Now is the time to objectively assess talent acquisition efforts and determine the best (and fastest) path forward to win top talent quickly and cost effectively.
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.
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.
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.
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.
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.
Six circumstances where it makes sense to bring in outside, unbiased resources to conduct a talent acquisition audit.
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?