Recruiting in the US
The job market in the US is finally looking up although hiring still
remains measured. As companies gear up to start hiring for fulltime positions, they require professional, efficient and innovative
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talent to face challenges of the future. Simultaneously, companies
are also moving forward with ambitious plans to corner larger
market shares and expand to newer environments.
Talent Neuron has studied the job scenario in the US market and
come up with a few trends currently shaping the hiring
M&A: Companies are looking at mergers and acquisitions as a
quick way to find crucial talent and close the market gap. At the
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same time, companies are looking at enhancing infrastructure to
support growth and quickly adding operational and engineering
staff in crucial roles.
Use HR analytics: Recruiting is the biggest application for Big Data
in HR. Intense competition for the best talent means that recruiters
should measure the recruiting process. They must know the
answers to crucial questions such as where the best candidates
come from or which sourcing channels work the best, etc.
Companies such as LinkedIn, Broadbean and others are offering
recruitment dashboards, which analyzes data to help companies
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streamline its recruiting process.
Candidate experience: With more options, employers have begun
to realize that treating candidates poorly during the recruiting
process can damage the company’s brand and lower the quality of
hires as word gets round. This can be by making it difficult to apply
for a job, not getting back to them promptly or treating them poorly
during the interview. Therefore, HR teams must manage the
recruiting experience of the candidate to measure and improve the
overall process continually.
Co-op opportunities: Companies have partnered with universities
to offer co-ops as an alternative to the standard internship. It offers
a lot more training as students do three work terms alternated with
school terms. While graduation may take a little longer, students
gain a more holistic experience and can work in different areas of
a company. Companies too profit from such an arrangement with
the ability to judge students over time and hire the most suitable
Boomerang employees: These people are former employees of a
company that have been re-hired and restored to their previous
positions or entirely new roles. Former employees are more
attractive because they are more productive than completely new
hires and easier to re-integrate into the company. While even the
most rigorous interviews and tests can only provide a snapshot of
a person, actual experience in the company speaks volumes and
is a reason why boomerang employees are emerging as a
valuable source of talent.
According to Talent Neuron research, businesses around the
world spend anywhere between $3,000 - $3,400 per hire on
recruiting and this number has steadily risen over the past year.
For companies, recruiting today has become increasingly complex
and the flurry of new technologies is quite overwhelming. Talent
Neuron partners companies during the recruitment process to plan
and manage talent acquisition. Our skills include technology
selection, talent availability, and analytics capability and we
provide customized services for a unique strategic value.