Passive candidates aren’t as passive as you think: 90 percent of global professionals admit they are interested in hearing about job opportunities.
Jason Berkowitz serves as a Business Development Executive for IBM Talent Acquisition Optimization, where he focuses on crafting Recruitment Process Outsourcing (RPO) solutions for Financial Services and Communications organizations.
There are probably as many different reasons to look for a job as there are people looking, and every experience is different. So how do you create and communicate a message that will speak to many different kinds of people?
Much attention is given to how talent acquisition professionals should attract passive candidates. When it comes to active candidates, we can spend less time on these prospects because we assume “post and pray” is an appropriate strategy.
How Cognitive Technology Is Helping Talent Acquisition Be More Effective and Optimize Business Outcomes
If you’ve been following my blog series on how cognitive technology is transforming talent acquisition, you are likely seeing the potential it can have on your organization. So far during this blog series, I’ve covered how IBM cognitive capabilities can:
In the world of talent acquisition, it’s all too commonplace for recruiters to try to corral every candidate into a one-size-fits-all process. But the truth is, every candidate’s recruitment journey is wholly unique.
As a talent acquisition professional, one of the most confounding parts of your job can be developing a compelling employment brand and applying it consistently across all online channels. Sometimes it’s tempting to look for the one channel that will matter the most to your candidates. But here’s the thing—there is no one best channel. The truth […]
As a talent acquisition professional, one of the most confounding parts of your job can be developing a compelling employment brand and applying it consistently across all online channels. Sometimes it’s tempting to look for the one channel that will matter the most to your candidates.
In my last blog, I discussed how cognitive HR technology can quickly provide recruiters with the knowledge they need to find the quality candidates hiring managers are looking for.
Building a strong candidate pipeline doesn’t happen overnight. However, organizations can both strengthen its employer brand and increase the likelihood candidates will join its talent communities by building and capitalizing on digital opportunities.
If you’re like most talent acquisition (TA) leaders, you want more effective ways to measure your impact on the organization’s business outcomes and continue driving significant value. It’s common to experience challenges implementing measurement programs.
Hailey Herleman serves as a Portfolio Executive for IBM Talent Acquisition Optimization, where she is responsible for retaining, growing and providing a best in class delivery to our largest accounts in Talent Acquisition and Recruitment Process Outsourcing (RPO).