Many factors contribute to the strength of your employment brand, ranging from overall market brand awareness to the candidate experience during the application process.
In our previous blog about passive candidates, we discussed how you can attract applicants who are primarily motivated by personal factors such as salary, cutting a career path and working for a “dream company.”
Rebecca Pearce serves as a Client Solutions Executive (CSE) with IBM Talent Acquisition Optimization, leading sales strategy for the UK & Ireland and Life Sciences across Europe.
What is your organization’s biggest annual expenditure? If your company is like most others, your largest cost is talent.
In the first blog of this series, we discussed that most employees — even the ones who appear satisfied in their current jobs — are open to the idea of changing jobs if the right opportunity comes along.
In the “Reaching Passive Candidates” blog series, we’re examining how talent acquisition professionals can use candidate motivators and elements of employment branding as a method of triggering a passive candidate’s interest in a job.
The challenge Recent restructuring changes were hindering perceptions of what it’s like to work at Kennametal.
I’ve worked in the Recruitment Process Outsourcing (RPO) industry for almost 20 years, so it may seem strange that I’m sharing a list of reasons not to partner with an RPO provider.
The explosion of technology has opened the eyes of the HR industry to seemingly limitless possibilities. While the art of the possible is fascinating, it’s time for a pragmatic discussion of available technology.