Lotis Blue Consulting conducted a research study to understand how Talent Acquisition functions are organized and investing in sourcing strategies and technology to meet current demands and prepare for a post-pandemic hiring boom.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
Talent is the lifeblood of every company. Whether it’s a startup, SMB, or enterprise, there would be no systems or processes in place without the people to drive them. Learn 3 ways on how you can Improve Your Talent Pipeline with Technology
https://www.aberdeen.com/hcm-essentials/jim-stefanchin-3-ways-improve-talent-pipeline-technology/
Data-driven recruitment uses data and analytics to improve the hiring process. It integrates data from various sources like applicant tracking systems to enhance hiring quality. Data-driven recruitment relies on analytics, predictive analysis of candidate success, performance metrics, technologies like AI and machine learning, big data, competitive intelligence, and personalized candidate experiences while ensuring compliance. It provides strategic, scalable, and cost-effective benefits to organizations.
The COVID-19 pandemic has encouraged many recruitment companies to adapt their talent acquisition processes to new realities. A survey was conducted to know what the talent acquisition function looks like now and what it will look like in the future. Go through this PDF and get an overview of the significant findings of the survey! For talent management solutions and services, visit - https://www.emptrust.com/
The document discusses recruitment process outsourcing (RPO). It notes that RPO is becoming more important as recruiting quality talent becomes more difficult. While RPO adoption is growing, many companies still do not understand available outsourcing models well. The RPO market size is expected to continue growing significantly in coming years, especially in Asia. Technological changes are also driving changes in the RPO industry toward more integrated, data-driven, and user-friendly solutions.
How to shape the Procurement Workforce of the FutureFerhat Uensal
The document discusses how procurement organizations are evolving to become more strategic and deliver greater value through digital technologies. It finds that only a small group of "master" companies have highly mature procurement capabilities across 13 dimensions such as demand management, category management, and workforce. These masters leverage digital technologies across five key dimensions - connectedness, insights, sourcing, compliance, and efficiency - to dramatically boost procurement ROI to a 15:1 return. They use technologies like analytics, robots, and platforms to optimize purchasing, increase collaboration, and reduce costs.
The document discusses how technology is disrupting HR practices such as recruitment and healthcare spending. A survey found that 73% of companies' recruitment processes have changed in the last two years due to technology. While technology can automate some tasks, humans are still needed to make final decisions. The document recommends that HR professionals become proficient in data analysis to adapt to these changes. It also provides statistics on companies' recruitment budgets and tool investments.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
Talent is the lifeblood of every company. Whether it’s a startup, SMB, or enterprise, there would be no systems or processes in place without the people to drive them. Learn 3 ways on how you can Improve Your Talent Pipeline with Technology
https://www.aberdeen.com/hcm-essentials/jim-stefanchin-3-ways-improve-talent-pipeline-technology/
Data-driven recruitment uses data and analytics to improve the hiring process. It integrates data from various sources like applicant tracking systems to enhance hiring quality. Data-driven recruitment relies on analytics, predictive analysis of candidate success, performance metrics, technologies like AI and machine learning, big data, competitive intelligence, and personalized candidate experiences while ensuring compliance. It provides strategic, scalable, and cost-effective benefits to organizations.
The COVID-19 pandemic has encouraged many recruitment companies to adapt their talent acquisition processes to new realities. A survey was conducted to know what the talent acquisition function looks like now and what it will look like in the future. Go through this PDF and get an overview of the significant findings of the survey! For talent management solutions and services, visit - https://www.emptrust.com/
The document discusses recruitment process outsourcing (RPO). It notes that RPO is becoming more important as recruiting quality talent becomes more difficult. While RPO adoption is growing, many companies still do not understand available outsourcing models well. The RPO market size is expected to continue growing significantly in coming years, especially in Asia. Technological changes are also driving changes in the RPO industry toward more integrated, data-driven, and user-friendly solutions.
How to shape the Procurement Workforce of the FutureFerhat Uensal
The document discusses how procurement organizations are evolving to become more strategic and deliver greater value through digital technologies. It finds that only a small group of "master" companies have highly mature procurement capabilities across 13 dimensions such as demand management, category management, and workforce. These masters leverage digital technologies across five key dimensions - connectedness, insights, sourcing, compliance, and efficiency - to dramatically boost procurement ROI to a 15:1 return. They use technologies like analytics, robots, and platforms to optimize purchasing, increase collaboration, and reduce costs.
The document discusses how technology is disrupting HR practices such as recruitment and healthcare spending. A survey found that 73% of companies' recruitment processes have changed in the last two years due to technology. While technology can automate some tasks, humans are still needed to make final decisions. The document recommends that HR professionals become proficient in data analysis to adapt to these changes. It also provides statistics on companies' recruitment budgets and tool investments.
EN_AD2_How can Technology Help You Surf the Global Talent RevolutionYohan Labesse
This document discusses the challenges that companies face in managing global human capital as they expand across borders. It notes that while technology solutions have proliferated, relying solely on technology does not address the challenges. Outsourcing certain HR functions through solutions like multi-process HR outsourcing (MPHRO) and recruiting process outsourcing (RPO) can significantly reduce costs while improving processes. Integrating HR technology with outsourced services provides companies with seamless human capital management that allows HR to focus on strategic priorities rather than administrative tasks.
An Applicant Tracking System (ATS) helps talent acquisition experts manage and organize the hiring process. This PDF comprises of the key findings of the survey conducted to understand the state of Applicant Tracking Systems in 2020. It also includes details about how prevalent applicant tracking systems are and the benefits of using an ATS. If you're looking for an applicant tracking and recruiting software, visit us at https://www.emptrust.com/ats/applicant-tracking-and-recruiting-software.aspx.
The document discusses the evolution of talent supply chain management (TSCM) and its importance for the success of professional services firms. It outlines the key elements of TSCM, including talent management, resource management, demand management, and supplier management. It also reports the results of a survey that found most firms have only standard TSCM processes in place and they are not well integrated with other business functions like business development and human resources. The document suggests professional services firms should focus on improving talent management and resource management processes as initial steps to enhance their talent supply chains.
The document discusses the benefits of outsourcing recruitment processes through a recruitment process outsourcing (RPO) provider. It outlines key reasons for outsourcing such as gaining access to a larger talent pool, increasing innovation and expertise, and improving supplier and process management. The document also summarizes the benefits an RPO provider like ManpowerGroup Solutions can provide, including standardized global recruitment processes, harnessing new recruitment technologies and tools, and helping to reduce costs.
Strategic importance of hiring with recruitment & employmentacreatynigeria
Recruitment Outsourcing Firms in Nigeria invest their resources, time and energy into sourcing, selecting and hiring the best talent to the client Company. RPO companies have the right models and structures in place to adapt to any situation.
Study on Benchmarking with Respect to Recruitment ParametersIJMTST Journal
Benchmarking of the recruitment parameters is indeed the process by which, an organization can compare
its recruitment parameters and policies. As the employee is an undividable but the most important part of an
organization, it is the main component in an organizations growth and success. Thus, at certain point in time,
every organization needs to evaluate its recruitment strategies in accordance to hire the skillful and most
productive workforce. Today organizations should measure to confirm whether you are employing effectively
or not, you would end up spending most of time measuring recruiting activities instead of actually recruiting.
Benchmarking of recruitment parameters will help organization how business is doing on the talent
management front.
Data Integration: Huntflow and PowerBI | Case Study | Software Development Co...*instinctools
What problems can flexible and detailed analytics tackle in recruitment?
Here is the case study on data integration from Huntflow, a professional recruiting CRM system, with PowerBI software, that provided informative dashboards and helped:
✔️ Recruiters to get a clear picture of the talent pipeline, showing the path of every candidate from every source through every stage of the hiring process;
✔️ The company to fill the positions 21% faster than it used to;
✔️ C-levels to make the necessary adjustments to the wage scale.
Reach out to *instinctools Business Intelligence experts if you have a similar project idea or challenge with data integration > contact@instinctools.com
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
17th Learning EB: Current trends and challenges on talent managementSonnie Santos
This document discusses current trends and challenges in talent management in the Philippines. It notes that attracting and retaining skilled talent is difficult for many organizations globally. Specifically, the document outlines difficulties in attracting critical-skill, high-potential, and top-performing employees according to a recent survey. It also discusses strategic recruiting challenges such as increasing turnover, the need for faster hiring, limited resources, and the shortage of qualified recruiters. The document concludes by highlighting 12 of the hottest recruiting opportunities for 2014, such as using social media and video interviews.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Recruiting leaders surveyed globally reported the following key trends:
1. Recruiting teams play a crucial role in companies' futures and talent is the top priority, though most teams' sizes will remain the same.
2. Hiring volume will increase for many, with a focus on sales, operations, and engineering roles. Quality of hire and time to fill remain top metrics.
3. Most recruiting budgets are spent on traditional tactics like job boards and agencies, though leaders want to invest more in branding and tools.
4. Employer branding has significant impact on hiring but receives limited budgets; culture messaging attracts candidates' interest the most.
5. Key future trends include increasing diversity, automation
The document outlines six key elements of an effective talent acquisition strategy: 1) Conduct workforce planning to analyze future staffing needs. 2) Build an effective employer brand on websites and social media to attract candidates. 3) Source and recruit both internal and external job candidates through methods like referrals, job boards, and social media. 4) Leverage recruiting technology like applicant tracking systems, algorithms, and mobile optimization. 5) Develop an onboarding program to integrate new hires. 6) Utilize data analytics to measure recruiting performance and quality of hire. Implementing these six elements can help companies develop a strategic approach to talent acquisition.
SalesProfessionals.co.in is a niche job portal especially designed for Sales Professionals, which differentiates it from other generic portals.
Provides a complete end-to-end recruitment solution to an organization, from vacancy posting to screening to shortlisting to hiring.
Also, run sales training program of 3-6 months practical training for freshers to get them ready for the industry.
How to Choose the Right Marketing Automation PlatformSalesfusion
SiriusDecisions analyst Jen Horton covers:
1. Top use cases from the SiriusDecisions 2014 marketing automation platform adoption study
2. Emerging trends in the marketing automation marketplace
3. A framework for assessing current process needs and evaluating offerings against your priorities
Seven HR Capabilities that Drive Performance Leadership - Hackett Group June ...Nhat Nguyen
The 2015 analysis of The Hackett Group’s HR benchmarking database quantifies the performance advantage of world-class companies compared to typical HR organizations. Among the results: world-class HR organizations spend 37 percent less (Figure 1) – up to $17 million for the typical company1 and use 31 percent fewer FTEs (Figure 2) than peers. Analysis also revealed the hallmarks of current world-class HR organizations and the critical capabilities they leverage to achieve superior results.
Achieving Results With Talent Mobility: Case Studies and LessonsHuman Capital Media
This document summarizes a webinar on achieving results with talent mobility. The webinar discussed research showing that many organizations lack integrated talent management strategies and systems to effectively manage talent mobility. Case studies showed that organizations with integrated talent management outperform those without. The webinar also provided examples of how organizations have improved talent sourcing, retention and alignment through implementing talent mobility programs using talent management technology platforms.
Unlocking Success: Recruitment Trends and the Positive Leader AdvantageEmilyGore7
The document discusses recruitment trends for 2023 and introduces the Positive Assessment Tool for hiring. It covers the following key points:
- New employees reach 25% productivity in month one, 50% in month two, and 75% in month three, showing the importance of effective onboarding. Remote work and data-driven hiring are also on the rise.
- Bad hires can cost organizations up to 300% of the employee's salary due to high turnover. Nearly a quarter of new hires leave within the first year.
- The Positive Assessment Tool provides holistic candidate evaluation of values, personality, and culture fit to reduce risk and increase retention. It also enables personalized onboarding based on strengths.
Recruitment Process Outsourcing (RPO) in 2023: Top TrendsExela HR Solutions
Discover the top trends of Recruitment Process Outsourcing in 2023. Learn how RPO can streamline the talent acquisition process and enhance HR functions.
The document discusses innovation in talent acquisition technology. It summarizes that:
- The talent acquisition technology market is growing rapidly due to changes in the workforce and increased competition for talent.
- Venture investment in talent acquisition startups is increasing, with over 40% going to early stage companies.
- Key trends are shaping the industry, such as the rise of mobile, social networking, and a demand for all-in-one customized solutions.
EN_AD2_How can Technology Help You Surf the Global Talent RevolutionYohan Labesse
This document discusses the challenges that companies face in managing global human capital as they expand across borders. It notes that while technology solutions have proliferated, relying solely on technology does not address the challenges. Outsourcing certain HR functions through solutions like multi-process HR outsourcing (MPHRO) and recruiting process outsourcing (RPO) can significantly reduce costs while improving processes. Integrating HR technology with outsourced services provides companies with seamless human capital management that allows HR to focus on strategic priorities rather than administrative tasks.
An Applicant Tracking System (ATS) helps talent acquisition experts manage and organize the hiring process. This PDF comprises of the key findings of the survey conducted to understand the state of Applicant Tracking Systems in 2020. It also includes details about how prevalent applicant tracking systems are and the benefits of using an ATS. If you're looking for an applicant tracking and recruiting software, visit us at https://www.emptrust.com/ats/applicant-tracking-and-recruiting-software.aspx.
The document discusses the evolution of talent supply chain management (TSCM) and its importance for the success of professional services firms. It outlines the key elements of TSCM, including talent management, resource management, demand management, and supplier management. It also reports the results of a survey that found most firms have only standard TSCM processes in place and they are not well integrated with other business functions like business development and human resources. The document suggests professional services firms should focus on improving talent management and resource management processes as initial steps to enhance their talent supply chains.
The document discusses the benefits of outsourcing recruitment processes through a recruitment process outsourcing (RPO) provider. It outlines key reasons for outsourcing such as gaining access to a larger talent pool, increasing innovation and expertise, and improving supplier and process management. The document also summarizes the benefits an RPO provider like ManpowerGroup Solutions can provide, including standardized global recruitment processes, harnessing new recruitment technologies and tools, and helping to reduce costs.
Strategic importance of hiring with recruitment & employmentacreatynigeria
Recruitment Outsourcing Firms in Nigeria invest their resources, time and energy into sourcing, selecting and hiring the best talent to the client Company. RPO companies have the right models and structures in place to adapt to any situation.
Study on Benchmarking with Respect to Recruitment ParametersIJMTST Journal
Benchmarking of the recruitment parameters is indeed the process by which, an organization can compare
its recruitment parameters and policies. As the employee is an undividable but the most important part of an
organization, it is the main component in an organizations growth and success. Thus, at certain point in time,
every organization needs to evaluate its recruitment strategies in accordance to hire the skillful and most
productive workforce. Today organizations should measure to confirm whether you are employing effectively
or not, you would end up spending most of time measuring recruiting activities instead of actually recruiting.
Benchmarking of recruitment parameters will help organization how business is doing on the talent
management front.
Data Integration: Huntflow and PowerBI | Case Study | Software Development Co...*instinctools
What problems can flexible and detailed analytics tackle in recruitment?
Here is the case study on data integration from Huntflow, a professional recruiting CRM system, with PowerBI software, that provided informative dashboards and helped:
✔️ Recruiters to get a clear picture of the talent pipeline, showing the path of every candidate from every source through every stage of the hiring process;
✔️ The company to fill the positions 21% faster than it used to;
✔️ C-levels to make the necessary adjustments to the wage scale.
Reach out to *instinctools Business Intelligence experts if you have a similar project idea or challenge with data integration > contact@instinctools.com
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
17th Learning EB: Current trends and challenges on talent managementSonnie Santos
This document discusses current trends and challenges in talent management in the Philippines. It notes that attracting and retaining skilled talent is difficult for many organizations globally. Specifically, the document outlines difficulties in attracting critical-skill, high-potential, and top-performing employees according to a recent survey. It also discusses strategic recruiting challenges such as increasing turnover, the need for faster hiring, limited resources, and the shortage of qualified recruiters. The document concludes by highlighting 12 of the hottest recruiting opportunities for 2014, such as using social media and video interviews.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Recruiting leaders surveyed globally reported the following key trends:
1. Recruiting teams play a crucial role in companies' futures and talent is the top priority, though most teams' sizes will remain the same.
2. Hiring volume will increase for many, with a focus on sales, operations, and engineering roles. Quality of hire and time to fill remain top metrics.
3. Most recruiting budgets are spent on traditional tactics like job boards and agencies, though leaders want to invest more in branding and tools.
4. Employer branding has significant impact on hiring but receives limited budgets; culture messaging attracts candidates' interest the most.
5. Key future trends include increasing diversity, automation
The document outlines six key elements of an effective talent acquisition strategy: 1) Conduct workforce planning to analyze future staffing needs. 2) Build an effective employer brand on websites and social media to attract candidates. 3) Source and recruit both internal and external job candidates through methods like referrals, job boards, and social media. 4) Leverage recruiting technology like applicant tracking systems, algorithms, and mobile optimization. 5) Develop an onboarding program to integrate new hires. 6) Utilize data analytics to measure recruiting performance and quality of hire. Implementing these six elements can help companies develop a strategic approach to talent acquisition.
SalesProfessionals.co.in is a niche job portal especially designed for Sales Professionals, which differentiates it from other generic portals.
Provides a complete end-to-end recruitment solution to an organization, from vacancy posting to screening to shortlisting to hiring.
Also, run sales training program of 3-6 months practical training for freshers to get them ready for the industry.
How to Choose the Right Marketing Automation PlatformSalesfusion
SiriusDecisions analyst Jen Horton covers:
1. Top use cases from the SiriusDecisions 2014 marketing automation platform adoption study
2. Emerging trends in the marketing automation marketplace
3. A framework for assessing current process needs and evaluating offerings against your priorities
Seven HR Capabilities that Drive Performance Leadership - Hackett Group June ...Nhat Nguyen
The 2015 analysis of The Hackett Group’s HR benchmarking database quantifies the performance advantage of world-class companies compared to typical HR organizations. Among the results: world-class HR organizations spend 37 percent less (Figure 1) – up to $17 million for the typical company1 and use 31 percent fewer FTEs (Figure 2) than peers. Analysis also revealed the hallmarks of current world-class HR organizations and the critical capabilities they leverage to achieve superior results.
Achieving Results With Talent Mobility: Case Studies and LessonsHuman Capital Media
This document summarizes a webinar on achieving results with talent mobility. The webinar discussed research showing that many organizations lack integrated talent management strategies and systems to effectively manage talent mobility. Case studies showed that organizations with integrated talent management outperform those without. The webinar also provided examples of how organizations have improved talent sourcing, retention and alignment through implementing talent mobility programs using talent management technology platforms.
Unlocking Success: Recruitment Trends and the Positive Leader AdvantageEmilyGore7
The document discusses recruitment trends for 2023 and introduces the Positive Assessment Tool for hiring. It covers the following key points:
- New employees reach 25% productivity in month one, 50% in month two, and 75% in month three, showing the importance of effective onboarding. Remote work and data-driven hiring are also on the rise.
- Bad hires can cost organizations up to 300% of the employee's salary due to high turnover. Nearly a quarter of new hires leave within the first year.
- The Positive Assessment Tool provides holistic candidate evaluation of values, personality, and culture fit to reduce risk and increase retention. It also enables personalized onboarding based on strengths.
Recruitment Process Outsourcing (RPO) in 2023: Top TrendsExela HR Solutions
Discover the top trends of Recruitment Process Outsourcing in 2023. Learn how RPO can streamline the talent acquisition process and enhance HR functions.
The document discusses innovation in talent acquisition technology. It summarizes that:
- The talent acquisition technology market is growing rapidly due to changes in the workforce and increased competition for talent.
- Venture investment in talent acquisition startups is increasing, with over 40% going to early stage companies.
- Key trends are shaping the industry, such as the rise of mobile, social networking, and a demand for all-in-one customized solutions.
Similar to Lotis Blue Consulting Talent Acquisition Report (20)
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Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
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Lotis Blue Consulting Talent Acquisition Report
1. LOTIS BLUE CONSULTING ALL RIGHTS RESERVED. CONTAINS PROPRIETARY AND CONFIDENTIAL INFORMATION.
Lotis Blue Research Study
Talent Acquisition
Report
2021
2. 1
Research Overview
Who, where and how organizations recruit has changed rapidly over the past year with no signs of slowing down. Talent
Acquisition organizations are challenged to keep pace with the changing talent needs of the business, an increasingly
competitive talent market and quantum leaps in recruiting technology and analytics.
Lotis Blue Consulting conducted a research study to understand how Talent Acquisition functions are organized and
investing in sourcing strategies and technology to meet current demands and prepare for a post-pandemic hiring boom.
Cross industry
representation
Majority of
Companies with
over 5K employees
Talent Acquisition
Leaders
(Director and Above)
PARTICIPANTS:
3. 2
Our research revealed insights related to four key topics:
Talent Acquisition Capabilities
Talent Acquisition organizations will need to advance capabilities
in three key areas to keep pace with external demands
Talent Acquisition Operating Model & Structure
Talent Acquisition organizations are driving efficiency and
scale through centralized models and relatively flat structures
Sourcing Strategy
Use of digital marketing and sourcing strategies have
increased due to the pandemic and are likely here to stay
Technology
Use of technology, automation and AI, however, is still
in its infancy in most Talent Acquisition organizations
4. 3
Talent Acquisition Capabilities
Talent Acquisition organizations are experiencing increasing pressures to be more strategic, proactive and agile in the face of
rapidly evolving talent needs. Our research surfaced three key challenges that were rated among the least effective recruiting
capabilities that we believe will be critical to addressing future hiring needs in a hyper-competitive market.
MOST EFFECTIVE
LEAST EFFECTIVE
Sourcing active candidates
Selection (screening, interviewing, and assessment)
Onboarding new hires
Recruitment Marketing & Digital Sourcing
Use of data and analytics
Providing realistic job previews / tryouts
Employment branding
Creating a talent marketplace for internal mobility
Sourcing passive candidates
Workforce Planning
On-premise sourcing (hiring events)
Leveraging Agencies, RPOs and Search
High Priority Gaps to Close
Workforce
Planning
Sourcing
Passive
Candidates
Leveraging
External
Recruiters
Talent Acquisition Capability Effectiveness
5. 4
Talent Acquisition Operating Model & Structure
• 88% of organizations
deploy Talent Acquisition
resources through either
a centralized or hybrid
model with centralized
resources enabling
greater scale,
consistency and
organization agility
• As organization size and
number of employees
increases, organizations
are more likely to adopt
a hybrid model, with
some recruiting
resources embedded
within a business or
geography to stay close
to local or unique hiring
needs
Centralized
62%
Hybrid
26%
Decentralized
12%
62%
Centralized
Operating Model Type
by Organization Size
77%
58%
38%
20%
75%
33%
50%
60%
25%
15%
13%
20%
Decentralized
Less than 1,000
Hybrid
1,000 – 5,000
5,000 - 15,000
15,000 - 50,000
0%
More than 50,000
Centralized
8%
8%
# OF EMPLOYEES
Talent Acquisition
Operating Models
6. 5
Talent Acquisition Operating Model & Structure
• In most organizations, TA
holds primary
accountability for all
candidate facing parts
of the recruiting process
including sourcing,
branding and attraction
and management of the
active recruiting process
• Establishing clear
accountabilities and
handoffs between TA
and HR related to
interdependent
processes such as
workforce planning and
assessments is critical to
driving efficiency and
consistency in the
process
Recruiting
TA
Operations
Sourcing
University
Recruiting
Employment
Branding
Executive
Recruiting
Contingent
Hiring
Selection /
Assessment
Workforce
Planning
Onboarding
Diversity,
Equity &
Inclusion
People
Analytics
TA 60% 71% 85% 80% 61% 64% 64% 53% 18% 28% 33% 31%
HR 31% 29% 30% 20% 35% 32% 23% 58% 57% 78% 85% 79%
Business /
Division 17% 0% 4% 10% 4% 11% 18% 26% 36% 16% 15% 0%
Other 0% 3% 0% 0% 4% 14% 0% 16% 14% 9% 11% 10%
Marketing 0% 0% 0% 0% 30% 0% 0% 0% 0% 0% 0% 0%
Supply Chain/
Procurement 0% 0% 0% 0% 0% 0% 18% 0% 0% 0% 0% 0%
Percentages include areas that may have dual-accountability across functions and may not equal 100%.
Talent Acquisition Primary
Accountabilities
Human Resources
Primary Accountabilities
7. 6
Talent Acquisition Operating Model & Structure
Recruiters make up
68% of total Talent
Acquisition headcount,
followed by Sourcers
which account for 14%
of TA staff which our
research suggests will
continue to grow as
organizations invest in
sourcing and attraction
over the coming years.
Recruiting
68%
TA
Operations
Sourcing
14%
University
Recruiting
2%
Employment
Branding
3%
Executive
Recruiting
4%
Contingent
Hiring
2.6
9.0
30.7
83.4
Volume of Hires
(annual)
< 500 Hires
500 – 1,000
1,000 – 5,000
>5,000
Number of Recruiters
by Hiring Volume
Talent Acquisition
Team Composition
# of FTE
Recruiters
8. 7
Talent Acquisition Spans of Control
• 78% of TA organizations
have 2 or fewer levels of
staff within their recruiting
teams, with most
organizations deploying
Manager and Recruiter
levels
• While spans of control
within recruiting teams
grow significantly with
the size of the
organization, large
organizations maintain a
relatively flat structure to
promote organization
agility and efficiency and
minimize organization
complexity
Small Organizations
(<5000 employees)
The average ratio of
manager to recruiters:
Medium Organizations
(5k – 30k employees)
1 : 4.1
The average ratio of
manager to recruiters:
Large Organizations
(>30k employees)
1 : 7.2
The average ratio of
manager to recruiters:
1 : 1.6
9. 8
Chargeback Methodology
“The ‘cost per hire’
chargeback
methodology left me
constantly defending the
value proposition of TA.”
‒ Fortune 500 Global
Head of TA
A common challenge that centralized
and hybrid Talent Acquisition
organizations face is how to resource or
fund the organization when usage and
hiring needs differ across operating
divisions.
While a variable cost-per-hire approach
promotes a feeling of fairness around
only paying for what you use,
organizations cite several benefits to a
fixed budget approach, including:
• Reduced scrutiny on the value / cost
of an individual hire
• Less reliance on accurate workforce
planning to predict spikes in volume
• Improved transparency around
methodology and underlying
expenses
83%
Fixed Budget
Treated as an
operating
10%
Variable
Cost per hire
7%
Other
Talent
Acquisition
Resourcing
10. 9
Sourcing Strategy
• Organizations quickly
shifted from in-person to
virtual sourcing as a result
of the pandemic and the
pace of technology
adoption is unlikely to slow
given the expected post-
pandemic hiring boom
• Less than 1/3 of
organizations have
adopted more advanced AI
and technology enabled
strategies to drive passive
candidate sourcing
• While 84% of organizations
rated their active sourcing
strategies as effective, only
58% rated their passive
sourcing strategies as
effective
Decreased usage of
on-premise job fairs & hiring events
90%
92%
86%
Increased usage of
virtual job fairs & hiring events
Decreased usage of university
recruiting
90%
86%
86%
74%
69%
62%
60%
52%
52%
43%
33%
31%
Social Media
Job Fairs/Hiring Events
Agencies/RPO
Job Boards
Company Careers Site
Referrals
University
Internal Hires
Executive Search
Virtual Job Fairs
Job Posting Optimizers
Talent Communities
Sourcing Strategy Usage
Covid-19 Changes In
Sourcing Strategy Usage
11. 10
Technology
While most organizations
leverage technology in some
capacity, few are using AI
like chat bots for recruiting
or delivering “nudges” to
candidates to encourage
them to apply, showing
they’re still early in the
technology journey.
Organizations embracing
more advanced
technologies and machine
learning to target and
engage passive candidates
are more likely to attract
and convert prospects into
candidates.
42%
31%
31%
28%
25%
25%
17%
11%
11%
11%
3%
Matching external candidates to jobs ads
Candidate nudges
For assessment
Targeted Job Ad Distribution
Candidate declination
Resume scoring & screening
Optimizing the onboarding process
Preparing offer letters
Matching internal candidates to roles
Interview scheduling
Chat bots
How Organizations are Using Technology Today
12. 11
Technology
Who has primary accountability for the Applicant Tracking System?
62
52
79
79
100
79
41%
14
31
In most organizations, accountability for technology configuration and
investment does not reside in Talent Acquisition, but rather in HR or IT,
contributing to the slow adoption of recruiting technology.
Technology decisions that reside too far from the end user (TA and
recruiters) tends to result in slower decision making and technology
adoption, under investment and sub-optimized, clunky tech
configuration.
TA
HR
IT
Configuration
Ongoing
Management
Data Access
& Reporting
Technology Adoption
31% of organizations
have not adopted any
technology to enable the
recruiting process,
putting them behind the
curve particularly in
targeting passive
candidates
69% of organizations
use AI or technology to
automate or enable at
least one element
of the recruiting process
13. 12
Addressing Areas of Opportunity
IMPLICATIONS
FOR
TA
To prepare for the demands of hiring in a hyper-competitive talent market, we recommend Talent Acquisition refocus on the
three key recruiting capabilities that will deliver the greatest impact on an organization’s ability to attract, engage and hire
the talent your organization needs to deliver results.
Workforce Planning
Effective workforce planning is a
critical, yet often missing, enabler of
the recruitment process. Less than
50% of organizations would
characterize their workforce
planning process as effective.
Proactive sourcing and pipelining is
highly dependent on Workforce
Planning that provides visibility into
the skills, requirements and
volume of future workforce needs
for recruiters to engage ahead of
business needs.
Sourcing Passive Candidates
As competition for talent intensifies,
an organization’s ability to attract
and engage passive candidates will
become critical to filling the
recruiting funnel, particularly for
strategic and “in demand” roles.
Effective employment branding,
digital marketing and sourcing
strategies like talent communities,
external partnerships and job
posting optimization will be key
levers to attracting and recruiting
high-quality and diverse talent
before they’re ready to move.
Leveraging External Recruiters
While not all Talent Acquisition
organizations currently use contract
recruiting staff such as RPOs or
agencies, they might want to
consider it in the future.
Contract recruiting labor enables TA
organizations to quickly flex to
changing hiring volumes without
the expense of holding full-time
recruiting staff. In addition, as the
talent market becomes more
competitive, so will the competition
for skilled recruiters.
14. Get in touch with one of our team members for more information.
Your Business Today
Transform
egrant@lbconsulting.com
313.658.0444
PRINCIPAL – BUSINESS TRANSFORMATION
& HEAD OF TALENT
Erica Grant
asorensen@lbconsulting.com
312.343/4644
PARTNER – HEAD OF BUSINESS
TRANSFORMATION AND BEHAVIORAL SCIENCE
Aaron Sorensen PhD
15. 14
Research Study Participation
APPENDIX
Average number of hires per year Annual Revenue Company Size by Employees Industry Served
46% <1K 38% $1-10 B 33% <1K 22% Retail
33% 1K – 5K 20% <$500M 22% 5-15K 16% Professional Services
21% 5K+ 13% $10-25B 11% 1-5K 13% Other
13% $500M - $1B 11% 30-50K 9% Financial
Services/Banking
7% $25-50B 9% 15-30K 9% Insurance
2% $75B+ 9% 50-75K 9% Manufacturing
4% 75K+ 7% Consumer Packaged
Goods
7% Healthcare
7% Technology
2% Transportation
45 Survey
Respondents
36% Executive Talent
Acquisition Leaders
56% Talent Acquisition
Leaders
16. 15
Source: 2017 SHRM Customized Talent Acquisition Benchmarking Report
Additional Benchmarks for Consideration
APPENDIX
n
25th
percentile
Median
75th
percentile
Average
Cost-per-hire 488 $500 $1,663 $4,669 $4,425
Executive cost-per-hire 247 $1,300 $5,000 $18,000 $14,936
Recruitment-expenses-
to-HR-expenses ratio 198 0% 4% 19% 15%
Requisitions per
recruiter (or HR FTE) 716 5 15 35 29
Requisitions per
recruiter (organizations
with dedicated
recruiters)
349 10 25 54 54
Requisitions per
recruiter (organizations
without
dedicated recruiters)
373 3 10 22 20
Cost Per Hire & Requisition Metrics
n
25th
percentile
Median
75th
percentile
Average
Time-to-fill 864 20 days 30 days 45 days 36 days
Acceptance rate 839 86% 96% 100% 91%
Positions
externally filled 747 66% 89% 100% 74%
Positions
internally filled 747 0% 11% 33% 25%
Time to Fill & Offer Acceptance