Companies adopt a data-driven hiring strategy for a few key reasons today: Relying on gut instinct is no longer enough (and hasn't been for some time). Using emotions and hunches to determine who to extend offers to and hire is...
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If it seems like diversity in the workplace is becoming an increasingly important initiative for companies across industries, that's because it is — and there's data to back it up. Our latest State of Diversity, Equity, and Inclusion Efforts Report...
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Many companies are reducing headcount budgets in light of the economic downturn, bringing about new challenges for talent acquisition professionals: Layoffs or hiring freezes on your People team can make it more difficult to manage the recruitment process. For instance,...
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As HR tech expert Meghan M. Biro wrote for Forbes, many companies (finally) recognize the value of internal recruitment. More to the point, they understand "there are strong indicators that promotions are key to retention" and keeping top performers satisfied....
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There are essentially three types of talent acquisition partners: 1) Internal stakeholders outside the recruiting org (e.g., C-suite members, human resources leaders, hiring managers) who support one or more hiring-process stages 2) External agencies or consultants, like recruitment process outsourcing...
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When you find yourself at the highest talent maturity level — and achieve your pipeline, DEI, and hiring goals with great ease and efficiency — you understand the need to build strong candidate relationships and align with leadership on long-term...
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At the Strategic talent maturity level, human resources and talent acquisition are considered (you guessed it) strategic pillars within their organizations. That is to say, they have a 'seat at the table' and a voice in discussions around near- and...
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