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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The interview process entails many tasks you and your hiring team must tackle together: Creating interview kits for panelists (e.g., questions to ask, scoring sheet, resumes) Giving candidates an FAQ checklist on what to expect during the interview process Selecting...
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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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When you find yourself at the highest talent maturity level — and achieve your pipeline, DEI, and hiring goals with great ease and efficiency — you understand the need to build strong candidate relationships and align with leadership on long-term...
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At the Strategic talent maturity level, human resources and talent acquisition are considered (you guessed it) strategic pillars within their organizations. That is to say, they have a 'seat at the table' and a voice in discussions around near- and...
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It's not just smaller talent acquisition teams that struggle with growing their talent maturity levels today. Even sizable TA orgs face daily challenges that deter them from advancing their distinct strategies and achieving their respective recruiting and hiring goals. According...
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