Understanding the strategic mindset of your CEO can take the success of your talent acquisition initiatives to another level.
$500 million worth of jobs were sent to search through our marketplace by employers in 2015.
There are a couple of hiring myths that are constantly floating around the talent acquisition watercooler – we’re here to debunk them.
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.
When employers are faced with an open requisition, they have a decision to make – is this job business-critical, one that needs to be filled fast, and one that might need some extra recruiting bandwidth to fill?
It’s hard to strategically meet the goals of your talent acquisition team while also keeping up with hiring demands. This requires stretching your own capabilities, as well as those of your recruiting team.
People analytics has been a big term in human resources (HR) and recruitment circles lately, but it’s kind of hard to define. Turning people into numbers, and then claiming to be able to predict their behavior based on those numbers, is a practice that has a tendency to seem unreliable.
The term people analytics is hard to define, as it’s actually a concept that’s been around for a while. It was only after we gained the ability to crunch massive amounts of data that the term became mainstream.
For finance job candidates, we have good news - agencies are still a valuable resource for those looking for managerial positions in the banking and finance industries.
It's that time of year for spending time with family, eating turkey and the aroma of pumpkin pie - but it's also time to be thankful for the great aspects of everyday life, including those we work with.
It goes without saying that recruiting leaders need a well-planned recruiting budget to ensure top quality hires in the next year.