Your talent intelligence — that is, the in-depth insights associated with your recruiting and hiring strategies (e.g., DEI initiative, candidate experience efforts, pipeline optimization, interview speed) — is only as valuable as the tech you use to generate and access...
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There are essentially three types of talent acquisition partners: 1) Internal stakeholders outside the recruiting org (e.g., C-suite members, human resources leaders, hiring managers) who support one or more hiring-process stages 2) External agencies or consultants, like recruitment process outsourcing...
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Talent operations (a.k.a. recruiting operations) is an increasingly popular role on talent acquisition teams today. Their primary task is right in the name: Ensure operational excellence within the entire recruiting organization and across their overall recruiting strategy. With a talent...
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No two businesses execute the exact same recruitment strategies to attract top-tier talent. Sure, many abide by common best practices for sourcing and nurturing. For instance, they send personalized emails to passive candidates and analyze new-hire quality based on origin....
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It's not enough to just know the latest hiring trends. You also need to know the 'why' behind them (i.e., how they came to be) to make informed adjustments to your talent strategy. For instance: You know The Great Resignation has...
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Just as your talent acquisition team collects a sizable amount of data pertaining to recruiting performance and candidate experience, your human resources team amasses a wealth of HR data associated with your workforce on an ongoing basis. The beauty of...
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The makeup of human resources (HR) analytics certainly overlaps to a degree with data your talent team accumulates — notably, insights connected with candidates who get hired. While your recruiting organization collects and utilizes a sizable amount of data related...
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