The IBM Talent Acquisition Optimization Sourcing Science Team is a group of subject matter experts whose members are aligned with each recruitment process outsourcing (RPO) client delivery team.
Candidate experience is critical to the success of a talent acquisition function and a business. Research has supported this concept, and as talent acquisition professionals we have collectively agreed on this for a few years now.
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.