Emerging technologies are changing the way companies recruit. One of the rising offerings is artificial intelligence (AI), which can level the playing field for candidates. Top recruiters predict AI will eliminate the unfair advantage of a fancy resume or pedigree for candidates. Instead, applicants will need to rely on different abilities to stand out in processes using AI.
Anyone who’s trying to recruit tech talent these days will attest that it’s far from being a walk in the park. And by the looks of it, it’s not going to get any easier soon. The demand for tech talent is projected to further increase by a significant 12% in the coming year.
As one of the most globally recognized brands in the world, this client had challenges within one of its biggest hiring profit centers in Sales. Their prior decentralized Talent Acquisition structure placed a heavy staffing burden on line managers who struggled to get the hiring results and achieve a balance between staffing and their functional business responsibilities. This combination of missed hires and lost productivity time from line leadership put revenue at risk. In 2013, this client turned to Sevenstep to drive a laser-focused TA strategy for this high impact hiring area.
So what were Employsure’s business objectives for using our technology?
• Hire people who will stay and perform.
• Accelerate sales growth through reducing time to hire.
• Decrease direct and indirect cost of hiring in the recruitment process through the use of technology.
Our growth ambition is high. Growth comes from hiring great people who stay and achieve exceptional results. UsingPredictiveHire’s technology helps us to do that efficiently. Michael Morris, Head of Talent
It scares me sometimes when I think about the big decisions I’ve made on gut feel and will probably continue to make relying on my instincts.
Here at People Perform we understand that developing a clear people strategy for any business comes with its own unique complexity.
Understanding business requirements, gaining buy-in from the board and senior leaders whilst delivering clear results through rigorous project management; all of this whilst balancing short-term delivery and results to keep the business owners and shareholders happy!
CEOs will often stand up and say that people are the most important asset in their business. And they’re right. But do they act like it? Very rarely.
The traditional role of the CISO is changing.
It is being challenged by emerging new regulations such as GDPR, which are impacting all industry sectors, and the arrival on the scene of the new role of the DPOin many firms.
#companyCulture #talentAcquisition #interviewing #cultureCreation #vendoRelations
As HR and Talent Recruitment professionals, we sometimes have the opportunity to sit on “both sides of the fence” – in the business, and as a vendor. Such is the case with my own career and many of those in my network.
This is also the case for many of the corporate functions across the ecosystem; especially within Technology, eCommerce, Marketing & Creative, and Operations.
There is some form of management reality beyond the “100 days” journalistic cliché: How does an incoming executive make an impact in a new role? What are the real timeframes to look at, and what can be expected and over what horizon? What are the key issues that should raise a red flag during the first few months in a new senior position? and those which can be ignored?