Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
According to recent McKinsey research, only half of executives in global companies think they are effective at tailoring recruitment for different geographies. In this webinar, sponsored by SilkRoad and hosted by workplace and human resources expert Alexandra Levit, we'll discuss how to use internal intelligence and analytics to assess what aspects of your talent management strategy need to be truly global. We'll introduce the concept of a geographic "talent hub" and provide advice for attracting the best talent in Asia, Europe and Latin America. Finally, we'll offer advice for creating a global, digital talent community through which you can hire passive candidates in real time, and for reducing complexity via the "marketplace recruiting model."
Learning Objectives:
Understand the underpinnings of a global talent acquisition and management strategy.
Assess how a global talent acquisition program can be most effectively delivered.
Learn how HR analytics can help global talent leaders make intelligent, real-time decisions.
Determine when and where to employ geographic talent hubs and localized online properties.
Job search at a dead end? Building Accessible Online Recruiting & Hiring Syst...Denis Boudreau
Why accessible eRecruiting tools make sense and the simple steps that web developers and designers can take to ensure that job seekers with disabilities are not excluded from employment opportunities.
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
According to recent McKinsey research, only half of executives in global companies think they are effective at tailoring recruitment for different geographies. In this webinar, sponsored by SilkRoad and hosted by workplace and human resources expert Alexandra Levit, we'll discuss how to use internal intelligence and analytics to assess what aspects of your talent management strategy need to be truly global. We'll introduce the concept of a geographic "talent hub" and provide advice for attracting the best talent in Asia, Europe and Latin America. Finally, we'll offer advice for creating a global, digital talent community through which you can hire passive candidates in real time, and for reducing complexity via the "marketplace recruiting model."
Learning Objectives:
Understand the underpinnings of a global talent acquisition and management strategy.
Assess how a global talent acquisition program can be most effectively delivered.
Learn how HR analytics can help global talent leaders make intelligent, real-time decisions.
Determine when and where to employ geographic talent hubs and localized online properties.
Job search at a dead end? Building Accessible Online Recruiting & Hiring Syst...Denis Boudreau
Why accessible eRecruiting tools make sense and the simple steps that web developers and designers can take to ensure that job seekers with disabilities are not excluded from employment opportunities.
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The slides were presented to HR of middle and large companies. On the purpose of educating how to brand employer digitally and how to reach targeted candidates best.
RECRUITMENT CHALLENGES AND HOW TECHNOLOGY ENABLES RECRUITERS TO OVERCOME THEMhire me
Now that recruitment is 100% digital, it’s important to utilize mobile technology into your recruitment process to reach and engage more candidates. With 9 out of 10 job seekers using their mobile devices to search for open job positions, mobile recruiting is a critical element in a company’s recruitment strategy and process.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
SmashFly's Chief Marketing Officer and Aberdeen Group's Senior Analyst join forces in this webinar to talk about how best-in-class organizations use recruitment marketing and recruitment marketing technology to differentiate themselves, engage candidates and win top talent. Backed by awesome stats from Aberdeen's latest report, this webinar will help you make a business case for recruitment marketing in your organization.
Lately, the term ‘employer branding’ has flooded corporate vernacular. Every respectable company seems to be incorporating an employer branding strategy. Leaders are figuring out ways to push it up on their priority list. The race to be ‘the best place to work’ is getting crowded each day. Here are some of the best practises companies ought to undertake to establish a strong employer brand and hence attract the best talent to their company.
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Are you a Talent Acquisition Innovator? Let's Change the Game, Together.Marie Burns
You're here because you're already a leader in human capital development and have a roadmap to where you're headed for the rest of 2015. Let's go ahead take it to another level. We all FEEL the pain: talent acquisition continues to rapidly evolve and transform in response to in-flux business demands, talent shortages, technology enhancements, generational shifts –you get the point –all while rarely being respected as a "make-it-or-break-it" department. Do these points hit home for anyone? If your answer is no, I'd welcome you to co-host this session with me (@marieburns).
Join in for a fresh, interactive session that will remind and show you the path to enhance innovation within your talent organization. We'll discuss how to change the game, stay ahead of the curve with fresh trends and set yourself up for success by re-engaging the entrepreneur inside yourself. By learning new ways to tap into your outside-the-box self, you will be able to create the "innovative momentum" to drive change, or at least move the dial forward with:
-An easy to apply methodology and examples for finding entrepreneurial white space within your organization
-Brand new talent acquisitions strategies for your current and future workforces
-Understanding how new talent acquisition strategies will be impacted by technology and economic factors (ah,the future)
-Steps to become a talent innovation hub despite the increased difficulty of talent attraction.
It's time to move the needle away from the decaying "tried and true" approaches to ensure that our profession is set up to empower our organizations and people for a successful future.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
According to Bersin by Deloitte’s HR Technology Disruptions for 2018 report: people analytics is now “a must-have domain within HR.”
The global economic recovery, compounded by demographic shifts, has moved power from employers to employees, turning talent into a seller’s market. As a result, the workforce is increasingly a core strategic consideration and top concern of the C-suite. Yet the most commonly monitored talent metrics do very little to deliver true insight into the workforce and its impact on the business–and Talent Management’s readiness to report more than basic metrics remains a serious issue.
Talent Management needs to graduate from metrics to people analytics–from information that only guides tactics to insights that drive strategy–and discover the important connections and patterns in their data that enable better workforce decisions. Join expert Dave Weisbeck as he discusses how Talent Management can use people analytics to achieve strategic excellence and play a more critical role in driving business performance than ever before.
In this informative webinar, Dave will show you how to transform your Talent Management, ramping up from basic operational reporting to strategic people analytics and workforce planning.
Topics will include:
Global and technological trends shaping the Datafication of Talent Management
How Talent Management can move up the people analytics maturity curve
What impact the advent of the people strategy platform plays in analytics maturity
Practical examples of how to graduate from metrics to people analytics in:
Recruiting Effectiveness
Performance Management
Talent Retention
Comp & Benefits
Workforce Costs
Common pitfalls to avoid with people analytics
Register for this engaging webinar to learn the ins and outs of the datafication of Talent Management and what impact it has your organization.
Six Essentials for Innovating in Channel Sales & MarketingAllbound, Inc.
Analysts say 2015 is the year of sales automation and machine intelligence. But with innovation now commonplace, why has so little been applied to channel sales and marketing?
If you sell through channel partners and resellers and are frustrated by the same systemic issues day in and out, THERE IS HOPE.
Scott Salkin, Founder and CEO of Allbound, and Michelle Andreas, Director of Business Development & Marketing Solutions at Avnet Technology Solutions, highlight six advancements that can help open your channel and streamline effectiveness...upstream and down.
Taboo Topics in Employer Brand: Afterthoughts and ImplicationsKyle Lagunas
When we – as an industry and as practitioners – talk about best practices for employer brand, we tend to dwell on the feel-good side of things: better candidate experience, more brand ambassadors, improved employee engagement. But what if the secret to improving your employer brand actually lies in the practices and processes that we try to avoid, because they feel taboo?
In this exclusive #SmartTalkHR webinar with Kyle Lagunas, Principal Analyst at Lighthouse Research & Advisory, we’ll discuss the implications of making the taboo an afterthought, including:
Organizational Transparency
Relocation Practices
Performance Expectations
Outplacement Resources
He’ll also discuss how you can take proactive steps to improve your employer brand around these processes and events, so make sure to reserve your seat.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
Principal Analyst of Lighthouse Research and Advisory Kyle Lagunas and Director of Product Marketing Chris Brablc present the latest findings on the recruitment marketing vendor landscape and the evolution of recruitment marketing best practices.
Take Charge of Your Recruiting Process and Empower Your Team To Proactively R...SGA Talent
SGA Talent presents a playbook on how to use recruitment research to proactively recruit. What is recruitment research? Recruitment Research is the pathway to Recruiting Success. Recruitment research creating recruiting efficiency and provides talent intelligence used for recruiting, succession planning, diversity recruiting and diversity studies. SGA Talent, a leader in recruitment research.
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
Investing in your Talent Brand and measuring successLinkedIn Europe
We held a recent webinar with Catherine Schlieben, Director of Recruitment, at WorldPay and Lindsay Brady, Insights Manager, at LinkedIn where they discussed how WorldPay invested in their Talent Brand, specifically in Singapore and the results they saw from it.
This story is about their brand journey and the obstacles they have faced along the way.
They shared:
- The importance of your Talent Brand & tips to build your Talent Brand Strategy
- How to get buy in from key stakeholders & get started
- An example of a branding campaign they carried out in Singapore to hire a team
- And finally, how they measured their success & future plans
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
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Frequently Asked Questions
7. THE SEARCH FOR
DATA-DRIVEN SOCIAL RECRUITING
And Other Cases for Using Data in Talent
Attraction & Engagement
8. Data-Driven Recruiting/about us
About Us
Your Navigators for Today’s Presentation
8
Will Staney
Founder & Principal at
Proactive Talent Strategies,
LLC and former head of global
talent acquisition at rapidly
growing startups Twilio and
Glassdoor.
Kyle Lagunas
Founder & Principal Analyst at
Lighthouse Research & Advisory.
Formerly Talent Acquisition Analyst
at Brandon Hall Group, and HR
Technology Analyst at Software
Advice, a Gartner Company
will@proactivetalent.io
proactivetalent.io
@willstaney
kyle.lagunas@lhra.io
lhra.io
@kylelagunas
9. 9
About Lighthouse
Lighthouse Research & Advisory is a modern analyst firm building a standard of excellence in talent
acquisition. Compelling research and actionable insights for recruiters, hiring managers, and
business leaders, we navigate the rapidly changing tides of human capital management in order to
support today’s talent advisors.
Data-Driven Recruiting/about us
10. Recruiting Optimization
About Proactive
Proactive Talent Strategies, LLC is a recruiting strategy consultancy built for the modern age specializing in employer branding,
recruiting optimization, HR technology and recruiter training. We’re focused on helping companies move away from the reactive legacy
recruiting world to a modern approach towards proactive recruiting.
1 2
3
Employer Branding
Recruiting Technology 4 Recruiter Training
11. Today’s Session
A look at the scope of our presentation.
11
The Evolution of Recruiting
Social media and consumer technologies have
changed candidate expectations and the way we
recruit.
Defining Data-Driven
Recruiting
What mean, “data-driven recruiting”?
Metrics, Measurement &
Analysis Revisited
As recruiting has evolved, so should your
measurement practices.
Data-Driven Recruiting/agenda
12. 12
Open Discussion
If you think we’re full of hot air, this is the time to
say it.
Cool Tools &
Applications
Technology driving the the industry
forward..
Closing Remarks
If you think we’re full of hot air, this is when we’ll
assure you we’re not.
Data-Driven Recruiting/agenda
13. How Recruiting Has Evolved
Sourcing & Talent Pipelining
With 76% of the online population on social media (Pew
Research Center surveys, 2015) and the rise of open web
technologies, it’s never been easier to find candidate data.
Talent is Easier to Find
Social has made sourcing talent more complex and
candidates even more segmented across the web.
Candidate Segmentation
Email templates be damned. It’s noisy out there. To stand out
means having a more targeted, personalized approach which
takes more time, or your response rates and brand will suffer.
Getting a Response is Harder
Data-Driven Recruiting/evolution
14. 14
73%
Average
29%
How would you rate your
organization’s ability to attract top
talent?
Excellent
12%The majority of
recruiters expect to
see a continued rise in
competition for talent
Source: Ransdstad Sourceright 2015
Recruitment Marketing 101/evolution
The Evolution of Modern Talent Acquisition
15. 15
As competition for talent continues to heat up,
employers are faced with a decision: evolve to
compete or resist and fail. But evolution isn’t
easy. Developing a compelling employee
value proposition, building a strong employer
brand, cutting through all of the noise on social
channels – recruitment marketing is no walk in
the park
36%
Investing A Great
Deal More
31%
Investing A Little
More
22%
Investing the Same
As Last Year
The Evolution of Modern Talent Acquisition
How Will You Invest in
Employer Brand in 2016?
Recruitment Marketing 101/evolution
are investing more in their employer
brand compared to last year67%
16. 16
What’s driving talent attraction?
It may not be what you’re thinking.
Nearly two thirds of respondents
said that an organization’s
reputation as an employer of
choice – including strong brand –
was a leading driver of talent
attraction.
Reputation
57%
Industry is certainly relevant, but
whether you’re selling shoes and
accessories or making medical
devices isn’t as important as the
value proposition you’ve built to
attract and retain talent.
Industry
12%
To be fair: This survey asked HR
leaders – not candidates. Still
comp seems to be giving ground
to less tangible benefits like
BYOD, work/life balance, and
remote work opportunities.
Compensation
11%
Source: Ransdstad Sourceright 2015
Recruitment Marketing 101/evolution
17. How Recruiting Has Evolved
Employer Branding & Talent Attraction
17
Multi-Channel
Approach
Your brand has to go where
the talent is. Like consumer
marketing, it has to be a
targeted, measured, multi-
channel approach.
Career Sites as
Storefront
They’ve become the online
storefront for your jobs. Apply
Now = Buy Now. The
analytics layer where you
drive applicant traffic and
capture source data.
Dynamic Content
Strategy
It takes a dynamic content
strategy to attract the right
talent that utilizing video,
blogging, social and mobile
web. Showing an ROI is
difficult, but not impossible.
Data-Driven Recruiting/evolution
18. 18How Recruiting Has
Evolved
Candidate Experience & Engagement
The rise of social and consumer technologies have
changed candidate expectations when they interact with
recruiters and technology in the hiring process.
Candidate Expectations Have Changed
Recruiting has historically known to be transactional
and impersonal. Now, social technology enables hiring
to be more focused on interaction with candidates.
Interaction Not Transaction
Candidates know when you’re not being genuine in the
hiring process. Like every other decision they make
now, when it comes to searching for a job, they do their
research and both read and leave reviews online.
Transparency is the New Norm
19. 19
How Recruiting Has Evolved
Talent Acquisition Technology
Social Recruiting
Technology
Technology solutions
are emerging with social
recruiting and employee
generated content in
mind.
Talent Sourcing
& Engagement
Employee referral tech,
open web aggregators,
and CRM. Social
media’s influence on
talent pipelining is
removing friction.
ATS’s That
Integrate
Open API’s are taking
over the world of
software, including the
ATS. Integration isn’t
impossible.
Data-Driven Recruiting/evolution
20. Talent Acquisition Maturity
Model
REACTIVE
TACTICAL
OPERATIONAL
STRATEGIC
JOBSSOURCI
NG
BRANDMETRIC
S
Post and Pray
Reliant on Agencies
Understanding of
Employee Value
Proposition (EVP)
Jobs on niche boards
and social recruiting
Internal capabilities
focusing on passive
talent
Established metrics
and benchmarks
Defined employer
brand strategy
CVP
Targeted engagement to
attack highly qualified
candidates
Engage a strong
pipeline of leads and
“silver medalists”
Data-driven
decision making
Influential talent brand
engaging employees
and candidates
Talent segmentation
and prioritization
Workforce Planning
Team-wide pipelining
with engaged talent
communities
21. 21
Innovating at the Speed of Talent
New recruiting technologies are hitting the market every day.
The best recruiters have never shied away from new tools and tactics that could give them
a leg up on the competition
Challenge isn’t a shortage of ideas. In fact, some of us have jobs that only exist to help you
make heads or tails of the ideas out there.
The biggest problem is a fundamental problem in recruiting: Identifying and
operationalizing best practice.
A key part of that evolution is rooted in something that’s not nearly as sexy as social
recruiting: Measuring activities, examining outcomes.
This is where talent analytics – which exist in basically every single piece of recruiting tech
you use – come in handy: They enable data-driven insights to optimize recruiting efforts
Data-Driven Recruiting/evolution
22. 22
Defining Data-Driven Recruiting
Let’s get this straight.
Data-Driven Recruiting/definition
We’re not talking about Big Data. In fact, I’m hoping that’s the only time I use the phrase. No,
we’re talking about talent analytics – and which is just a specific example of business
intelligence technology.
The
measurement
and analysis
of recruiting
data
The application
of data-based
insights to
optimize
recruiting
performance
Data-
driven
Recruiting
(generates insight) (enables hiring success)
23. How would you describe your overall measurement practices
for talent acquisition?
Again, judgment free zone.
23
Data-Driven Recruiting/definition
39%
28%
24%
12%
8%
5%
Tactically Focused
Strategically Minded
Near Sighted
Non Existent
Arduous, but Ineffective
Other (please specify)
24. 24
Debunking “Big Data”
Revisiting Metrics, Measurement, & Analytics
Data-Driven Recruiting/revisiting
How are you tracking performance across key areas of talent acquisition?
0% 10% 20% 30% 40% 50% 60%
Manually gathering/reporting/analyzing performance data
Performance data is tracked/reported within individual
systems, tools, and/or service providers
Talent analytics partially integrated across various recruiting
systems, tools, and/or service providers
Talent analytics fully integrated across various recruiting
systems, tools, and/or service providers
Talent metrics are measured and tracked within each talent
acquisition system/silo but an aggregated view isn’t…
Other (please specify)
25. Defining Data-Driven Recruiting
How Important Are Your Recruiting Capabilities?
25
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Nice to Have, but Not Critical Important Very Important Critically Important Not Important
26. Defining Data-Driven Recruiting
To what extent are you measuring recruiting capabilities?
26
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Mostly anecdotal information, gathered ad hoc Some metrics tracked, but infrequently/inconsistently
Lots of metrics tracked, more frequently/consistently Performance metrics tracked in real time, reported on frequently
Not Tracking
27. Defining Data-Driven Recruiting
How would you rate the value of insights generated by your current measurement practices?
27
Data-Driven Recruiting/definition
0%
5%
10%
15%
20%
25%
30%
35%
40%
Talent Attraction Talent Discovery Talent Engagement Talent Onboarding Talent Strategy Talent Partners
Some insights generated, but analysis/ application is nonexistent Some insights generated, but analysis/ application is a challenge.
Insights generated are valuable, but focus mostly on operational efficiency. Insights generated regularly provide strategic value
No insights generated
28. Assessing core recruiting
capabilities.
28
#1 #3
#2
Monitoring Recruiter
Performance.
Achieving internal Service
Level Agreements.
#4 Improving diversity.
The Opportunity for Recruiting
Realistic outcomes derived from data-driven recruiting
Getting past good
enough
Recruiters have their work cut out for
them, and it’s far too easy to fall into
the endless cycle of source-hire-
repeat. By implementing more
robust measurement practices,
today’s most effective hiring
organizations are driving real
change.
Data-Driven Recruiting/definition
29. 29
What matters most?
Diversity hiring
initiatives? Internal
SLAs? Candidate
experience? Measure it,
y’all!
Measure What
Matters
It can be daunting to
start. Every big success
started somewhere, and
data-driven recruiting is
no exception.
Measure What You
Can
Good analysis relies on
sound data – and that
means tracking
activities and outcome
frequently and
consistently.
Measure Frequently,
Consistently
Yessssssss! Analysis is
the best! Name one
thing that’s better than
data analysis. One
single thing.
Analyze, Analyze,
Analyze
C F
AM
Data-Driven Recruiting/revisiting
30. Modern Measures of Success in Talent Acquisition
How important are the following categories when evaluating strategic areas of talent acquisition? (Very or Critically Important)
30
69% Far more than a buzzword – candidate
experience is the heart of high-performance
talent acquisition.
Candidate Experience
Your talent acquisition team is only as good
as the recruiters it’s comprised of. Who
knew?
Recruiter Performance
69%
Hiring managers play a big role in hiring
success, and things like Time to Review can
illustrate that.
Hiring Manager Performance
58%
If we’re investing so much on acquiring
talent, our ability to retain those investments
should count for something.
New Hire Turnover
59%
56% If talent acquisition is ever to evolve beyond
a cost center, we have to demonstrate
business value.
ROI of Talent Expenditures
Lacking insight into the effectiveness of your
diversity hiring initiatives, they’re doomed to
become contrived and pointless.
Diversity Hiring
41%
University hiring programs can be
complicated beasts. Make the most of them
by measuring what matters.
University Hiring
32%
Community management, web traffic and
SEO, paid search – there’s a lot more to
recruiting than you can keep up with on
spreadsheets.
Specialty Recruiting
43%
Data-Driven Recruiting/revisiting
31. Modern Measures of Success in Talent Acquisition
To what extent are you measuring performance in strategic areas of talent acquisition? (Not Tracking or Anecdotal)
31
46%
Candidate Experience
Recruiter Performance
26%
Hiring Manager Performance
57%
New Hire Turnover
37%
45%
ROI of Talent Expenditures
Diversity Hiring
49%
University Hiring
46%
Specialty Recruiting Performance
47%
Data-Driven Recruiting/revisiting
Far more than a buzzword – candidate
experience is the heart of high-performance
talent acquisition.
Your talent acquisition team is only as good
as the recruiters it’s comprised of. Who
knew?
Hiring managers play a big role in hiring
success, and things like Time to Review can
illustrate that.
If we’re investing so much on acquiring
talent, our ability to retain those investments
should count for something.
If talent acquisition is ever to evolve beyond
a cost center, we have to demonstrate
business value.
Lacking insight into the effectiveness of your
diversity hiring initiatives, they’re doomed to
become contrived and pointless.
University hiring programs can be
complicated beasts. Make the most of them
by measuring what matters.
Community management, web traffic and
SEO, paid search – there’s a lot more to
recruiting than you can keep up with on
spreadsheets.
32. 32
Recruiting Data isn’t Just for Recruiters
How does your team report recruiting data?
Performance
In a modern hiring organization, talent
analytics provide valuable insight into
your ability to attract, engage, and
acquire the people the business needs
to succeed today – and tomorrow. But
there are still some groups that are left
in the dark when it comes to
performance data.
Reporting
Data-Driven Recruiting/revisiting
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Within the talent
acquisition
function
To Hiring
Managers
To Business Unit
Leaders
To HR Leadership To C-level
Executives
To Operations
Leadership
33. 33
How Recruiting Has Evolved
Recruiting Analytics & Measurement
Recruiting
Marketing Platform
Social
Recruiting
Search
Engine
Optimization
Diversity
Campaigns
Employee and
External
Referrals
Recruiting
Events
Mobile
Landing
Pages
Internal
Mobility
Job
Distribution
Talent
Community
Emp
Branding
Campaigns
ATS
Recruiting Metrics
• Key Perf Indicators
• Brand/Visitor Traffic
• Campaigns/Activity
• Converts/Captures
• Cost Per
Visit/Apply/Hire
• Time To hire/Quality
Programs
Spend
$$$$
Advanced
Analytics
Data-Driven Recruiting/cool tools
34. Cool Tools & Applications: Talent Attraction
Apply analytics to make better decisions, and optimize efforts
34
Recruitment
Marketing Platforms
All in one platforms making your
your career site mobile, built on
a CMS for easily updated
content, and transformed into an
analytics layer for an
ecommerce approach to full
lifecycle metrics.
Job Distribution &
Automation
Tools that automate the job
posting process, distribute
jobs to the best sources,
manage PPC & PPA
campaigns, and measure
results.
Social Recruiting &
Employer Branding
Your employees are your
employer brand. These tools
empower them and allow
companies to amplify the
content. Employee generated
content--easily curated.
Data-Driven Recruiting/cool tools
35. Cool Tools & Applications: Talent Engagement
Apply analytics to make better decisions, and optimize efforts
35
Talent
CRM
Integrated in the ATS or stand
alone, these are a few cutting
edge CRM’s allowing companies
to better pipeline and engage
talent to build proactive recruiting
approaches.
Open Web
Sourcing
Open web aggregation
tools that save time on
sourcing and provide
analytics on outreach
effectiveness with
CRM/ATS integration.
Talent
Communities
More than just job alerts
these technologies allow
companies to build their
own internal social
communities to engage
talent for the long term.
Data-Driven Recruiting/cool tools
39. #TMwebinar
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Management
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