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.
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.
The third instalment in my mini guide to TA Transformation is one that is probably my favourite (I do apologise in advance to anyone who is not a Game of Thrones fan for the title).
We have covered what we need to get the transformation ball rolling, how to create experiences rather than processes. Now we will look at for me something that should be not only the backbone of any transformation, but the heart of your TA function; Data.
The Business Transformation Network recently hosted an event on ‘Strategic Talent Acquisition in the Digital Age: An HRD's Perspective’ in partnership with VONQ. VONQ offers smart recruitment marketing solutions to help recruiters target the right talent.
The conversation was varied, touching on a wide variety of points around the following questions:
What is strategic Talent Acquisition in a digital age and how is it different?
Happy Friday y'all!
So this is the second installment in who knows really around Talent Acquisition Transformation; something both very close to my heart and currently in play in my world.
The first part covered what might go wrong during TA transformation; poor leadership, lack of direction or even a disconnected exec/leadership group.
What comes next? Post-it notes and marker pens? Excel project plans? Nope. For me let us take a step back before we actually "do" anything. Mindset; yes you read that correctly. Mindset.
Sadly this article is not about the Transformers. Sorry.
It is about something not as exciting but maybe just as important.
We are seeing more and more organisations looking to “transform” their Talent Acquisition/Resourcing functions, either as part of a wider HR/People programme or maybe simply wanting to try a new piece of tech.
Having been through a few (and still going strong on the current one) I thought I would share a few bits of insight that might assist others, starting with today…why can a transformation often go wrong?
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.