Talent Acquisition

In under 12 months from now, it’s 2020, when all those surveys and white papers that we have read will supposedly come to fruition…yet it’s all feeling very “samey” isn’t it?

To give 2018 a proper sendoff, we’ve collected seven of the year’s most impactful pieces of thought leadership, which equip you with insight, information and best practices to help you assess and advance your own efforts. This collection of research reports, case studies, webinars, blogs and videos featured topics like Total Talent Acquisition, candidate experience, employer brand, recruitment technology, and these pieces will give you strong building blocks for the year to come:

Talent Metrics are all the rage these days. As they should be! How better to understand your QoH (Quality of Hire) than by having core metrics in place to understand it? But, metrics such as CPH (Cost per Hire), QoH and the TTH (Time to Hire) alone, I challenge, should not be the primary focus. Yes, they have a lot of data within and around them.

As unemployment remains at record lows, Cielo’s new Talent Acquisition 360 study finds that the competition for talent is causing major shifts in corporate strategy, as well as significant disagreements among business functions regarding their companies’ approaches to finding, recruiting, interviewing, and hiring new employees.

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

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.

One of the challenges involved in building a high performing team is selecting the right people. You can’t build a high performing team with low performing people so who you let into your organisation matters. It is arguably one of the most important decisions you make especially if your team is small.

Hiring someone is supposed to give your team (and you) a great level of capability. You should be able to deliver more. But if you get it wrong and hire the wrong person you will create management challenges that take up your time rather than ‘free up’ your time. 

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.

Once upon a time, ATS systems stored millions of stale resumes of any candidate that happened to cross its path. When new roles opened and well-meaning human beings attempted to apply or refer, these systems would mostly say, “Resume already exists in database.” If one were lucky, the ATS would say, “Hey! New resume. Let me replace the old one” and if luck had truly run out, it would save two versions leaving the poor recruiter confounded. Then suddenly, GDPR happened.