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.
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.
The goal and intent of the recruiting process hasn’t changed in the past 50 years, but everything else has. And the reality is that the traditional model of talent acquisition is a fundamental misfit in the current reality.
Losing quality applicants because they don’t fit your current openings is a common talent acquisition problem. You need to nurture relationships with interested candidates, keeping them engaged with your organization until the perfect-fit opening comes along.
Passive candidates aren’t as passive as you think: 90 percent of global professionals admit they are interested in hearing about job opportunities.
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 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.
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.
By now, you’ve heard all the buzz about cognitive technology transforming HR including talent acquisition and the employee experience. But is there any data to support this latest trend? What do top HR executives actually think about cognitive in relationship to their own programs?
Whenever we walk into the offices of our clients, we ask one simple question: ‘Can you share your workforce forecast?’ Now, if you’re in talent acquisition, you’re probably smiling right now.
I’m sure you’ve heard the saying, “Happy wife, happy life.” If this phrase is true, when a wife is happy in her marriage, then her spouse is more likely to be happy in life overall.