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This white paper explores the application of Talent Intelligence in modern HR practices, specifically in talent acquisition, employee retention, employee development, and diversity, equity, and inclusion (DEI). HR leaders must do more with less in today's ever-changing business landscape. Talent Intelligence can provide valuable insights to help achieve this goal.
In this blog post we answer how to forecast headcount needs and how to build a recruiting capacity model to meet those needs
One of the biggest frustrations for candidates, recruiters, and hiring managers is waiting, be it for a follow-up email, interview feedback, or qualified prospects. In this post we discuss why delays occur and what we can do about them.
Recruiting analytics is a broad and complex field. Established people analytics functions at large organizations normally have a whole team dedicated to analyzing and improving recruiting performance using the data produced by applicant tracking systems, talent intelligence platforms, and relationship management tools.
After deferring our 2021 tickets due to COVID concerns, we were thrilled to attend the 2022 HR Tech Conference this year. Many of our HR advisors had suggested attending ASAP.
New tool allows recruiters to engage strong untapped talent by sourcing using traits rather than keyword searches
One of the hardest tasks facing talent acquisition leaders is how to improve the quality of hires they make. They ask questions such as: Where should we focusing our sourcing? Which hires have outperformed their peers? How can we improve the onboarding process to help performance?
The quick fix to hiring shortfalls is often to add more recruiters to the team. This approach may work in the short term, but organizations can quickly become bottlenecked by coordinator or hiring manager capacity.
Hiring managers are often frustrated by the vague answers recruiters give when asked “when will my role be filled?” The truth is that recruiting activity can be hard to predict.
As founders we can be overly optimistic when setting aggressive goals. Here we help to answer: How long does it take to complete the hiring process? What is a reasonable number of direct reports? How will attrition impact my headcount plan?
Many talent acquisition leaders have to constantly answer questions such as: How many vacancies can a recruiter handle? How many positions should a recruiter fill each month? When will we clear our requisition backlog?
