$500 million worth of jobs were sent to search through our marketplace by employers in 2015.
Really great recruiting leaders have a few traits in common, and a few specific tricks for keeping their recruiting teams operating at their most effective.
There are a couple of hiring myths that are constantly floating around the talent acquisition watercooler – we’re here to debunk them.
Attendees of Indeed Interactive gathered this month to talk about a transformational workforce – what it means to strive to be one, and how you as a talent acquisition leader can build one.
According to ERE’s annual State of Talent Acquisition Survey, hiring managers don’t think recruiters are that much more effective than job boards – a major difference from that of talent acquisition (TA) leaders, who think their teams are doing pretty darn well.
Recently, it’s been a priority in the United States for the OFCCP to increase protection for those who feel affected by the gender gap. This includes an expansion of transparency – it’s now officially illegal for companies to discriminate against employees who talk about it in the workplace.
Talent acquisition leaders from across the US gathered in Las Vegas for an in-depth discussion about data-driven recruiting (and some fun parties) at the Red Rock Casino Resort.
This week, talent acquisition leaders from companies all over the US are headed to Las Vegas for ERE 2016. They’ll be exploring how they can better leverage data for their recruiting efforts, and how reporting and predictive analytics can help keep them ahead of the curve.
We’ll be at the show too – check out some of the awesome activities we’ll be hosting while were there, including an open bar, demo viewing opportunities, and great give-aways.
The attendee list at ERE 2016 is impressive, and we had the opportunity to talk to some of the attendees before the show to see what they hope to get out of their experience.
Below are five ERE 2016 attendees you don’t want to miss at the networking party during this event. They’re from some of the world’s largest brands, and will be a treasure trove of information regarding talent acquisition data.
Tanguay has been with UPS for 30 years (22 of those in talent acquisition), and has risen through the ranks with the opportunity to build a global recruiting department.
He’s in charge of all global recruiting efforts, while his partner Matt Lavery (also attending the show) handles the professional and corporate level recruiting. They have an internal recruiting team dedicated to analytics, and are constantly looking for ways to enhance and improve their recruiting process.
The information they have is valuable, but Tanguay wants more. At the show, he’s looking forward to interact and connect with other talent acquisition executives in the same boat. Data analytics are very important to UPS, and he’s hoping to discover some of the newest trends and technologies in recruiting.
Carey fell into talent acquisition after college, and has worked on both the corporate and agency side of recruiting. Corporate is where her passion lies – she loves brining a new hire into a company that’s the right fit, and is passionate about what they do.
At DaVita, one of the largest kidney care companies in the US, they use a lot of data to influence the hiring process. They track things like applicant volume, conversions, the candidate process, time to fill, and the success of a position just to name a few.
Ribley is interested in finding a streamlined and effective ways to leverage data for talent acquisition. They use Taleo for data management – data is currently inputted manually by recruiters, meaning there is always room for human error.
“People analytics are a good tool,” Ribley said. “You have to use them, but they’re not always black and white.”
She’s excited to just be around thought leaders and what’s innovative right now in recruiting – hoping to talk to other leaders who have broken the typical talent acquisition routine.
Cost-per-hire is the one recruiting metric that we hear talent acquisition leaders say they use most commonly, but also the one that they get the least amount of value from.
Data and analytics are becoming a necessity for talent acquisition leaders. Knowing metrics like cost of hire, source of hire, and candidate quality is no longer a luxury that helps leadership get ahead. They’re now an integral part of each organization’s bottom line.
For talent acquisition leaders, managing vendors comes down to managing their recruiting agencies – their biggest line-item in their talent acquisition budget.