Data. It’s become my new addiction at work. Workforce Analytics is becoming a hot topic in HR, and Emsi has… Read more A Powerful Tool for Labor Market Insights- Emsi
Honestly, recruiters should be one industry using AI to revolutionize how we do things. Here are 3 ways AI could improve recruiting.
Perhaps one of the downfalls of companies’ recruiting strategy is this elusive idea that external talent is “sexier” than the… Read more Increase Employee Retention – Create an Internal Career Advisor!
Talent shortage…. These two words strike hysteria in organizations which almost always leads to War Room meetings and perceived Defcom status levels. I’ve found that when organizations use the term Talent Shortage, they actually have a problem with their recruiting strategy. If you find yourself experiencing a Talent Shortage, ask yourself these three questions.
The key to talent acquisition metrics is measuring what counts. I know it sounds redundant to say but there are a lot of recruiters and talent acquisition teams measuring the wrong metrics.
One of the key principles in Sprint Recruiting is the use of Work in Progress (WIP) limits to help manage candidates through the process.
I’ve already confessed my obsession with analytics on this website in previous posts so it should be no surprise that… Read more The Ultimate Recruiting Metrics Dashboard-A Review of Visier’s Talent Analytics Add-on
What does a headhunter do? I’d like to give some perspective from two different angles: for their client and for the candidates.
Every morning can either set you up for success or chaos. Most of us in talent acquisition tend to have a touch of ADD which means we rarely like the word routine. Like it or not, to be successful, a recruiter needs to have a morning routine.
My job is to ensure all of my clients are happy but about 80% of the time, the obstacle to filling the job is not the shortage of talent or the lack of talent but rather, the length of time it takes for managers to provide feedback on the talent. I find a lot of managers don’t understand why it’s important to provide quick feedback on candidates.