Tag Archive for: talent acquisition

3 Recruiting Insiders on Urgency in Hiring

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3 Recruiting Insiders on Urgency in Hiring

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Here are tips from 3 Brightwing talent consultants on what it takes to meet urgent needs in this candidate-driven market…  

1. How to beat the competition when the clock is ticking for in-demand talent…

  “Earlier this year, I worked with a client whose hiring process unfolded SO WELL that I need to call it out. A software engineering manager from a major tier 1 auto supplier reached out to me about a candidate I’d posted about on LinkedIn. She took my call even though she was in China on business. → #1: she didn’t sleep on good talent (literally!) Turns out the candidate had another offer on the table, but wasn’t 100% sold. So, the hiring manager had one shot. I gave her some guidance: 1) Gather every decision maker including HR, and let’s get everything done in a single interview; 2) Move fast!! The next day, they bring in our candidate to meet with all stakeholders in a single interview. → #2: they adapted the hiring process to match the urgency of the situation. After the interview, they made their decision quickly. The candidate had an offer in-hand (for exactly what he was asking for) by the end of the following day. → #3: They took decisive, quick action! The client’s flexibility, speed and fair offer landed them an A+ candidate who is currently thriving within their organization. That’s how hiring should work…every time.” – Steve Ermak, Engineering Talent Consultant  

2. How to qualify client needs properly to land the talent who fits best…

  “I was recently in discussions with a VP of Finance about her hiring needs for the coming year. Problem was, I’d heard whispers about the company’s bad reputation. And bad reputations are problematic on a bunch of levels. But whispers are one thing, and first-hand knowledge is another. So I go out to meet the team in person. Why? We need to learn about the culture, the day-to-day atmosphere, in person. We need to meet the people that our candidates could potentially be working for… 1 – to weed out the opportunities that we wouldn’t feel good about matching candidates with 2 – to understand the environment so we can qualify the candidates who’d thrive there 3 – to be able to pitch the company well to candidates. Turns out – the bad reputation was based on a misperception about their industry. The more I talked to them, the more excited I got about their mission. They were doing something valuable and didn’t deserve the bad rap at all. Digging deeper not only let me find a client worth partnering with – but it also put me in a great position to get candidates as excited about the opportunity as I was. Goes to show: qualifying with the intention of DISqualifying can lead to surprising – and great – results.” – Joe Dombles, Finance & Accounting Talent Consultant  

3. How to use “working interviews” after proper qualification of both the client and candidate…

  ” ‘I need a bookkeeper yesterday.’ I had a client in a tough situation. The bookkeeper put in her 2 weeks’ notice. He really wanted to find a replacement before she left so they could get some training. The office couldn’t manage without a bookkeeper for any extended period of time. Enter: the working interview. Because of the crazy time crunch, we sent a candidate we were super confident about to work for a day at the office. The candidate had the time & was excited: career change is a big deal. Spending time with your new potential team is a great way to know whether it’s a good move. The client was happy to give it a shot: if it worked out, problem solved! If not, the risk was ours – Brightwing would pay for the day. A day after the working interview, I got some seriously happy messages from the client & candidate. They’d decided to take the leap together and make it official. Not the answer for every situation, but in the right circumstances, working interviews are a very effective way to make a decision for everyone involved. – Dan Start, Finance & Accounting Talent Consultant

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Why You’re Not Closing Job Offers …and 5 Ways to Fix It

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To maximize offer acceptance, you’ve got to help candidates imagine a future where they love working for you and with you. Here are 5 keys to making it nearly impossible to turn down your offer…

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4 out of 5 Employees May Switch Jobs in 2019: What Does That Mean for Your Organization?

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Brightwing recently invited its talent network to participate in a survey to gain an inside perspective of the candidate market.

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Will Your Marketing Team Thrive or Fail Under These 3 Trends?

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The core trends influencing the marketing industry are simultaneously changing the hiring profile of the best marketing talent.

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Why You Won’t Find Millennials Working in Accounting & Finance

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So where are the Millennials that hiring managers need? Look at what they want and how they can be attracted to Finance and Accounting roles.

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2019 IT Salaries: Do Your Competitors Have Deeper Pockets?

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While money isn’t the only way to recruit and retain talent, it’s a massive motivator. Stay current with the market with our 2019 IT salary guide.

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Brightwing 2019 Hiring Insights in Marketing

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Brightwing 2019 Hiring Insights in Marketing Did you know that an overwhelming 97% of marketers are reportedly open to new opportunities? Most of them aren’t actively looking, but that number is still a massive cause for concern. Employers are already battling with a marketing talent shortage in order to fill new positions, let alone backfill roles that people leave.   This supply-demand dilemma is the underlying theme for many of the recruiting and hiring trends that are top of mind this year in the marketing sector. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Marketing
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in marketing can expect a 9.1% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year:   68% of employees believe the candidate experience is a reflection of the employee experience 51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Marketing

  The digital marketing industry, valued at the beginning of 2018 at $192 billion, is expected to grow to $306 billion by 2020. That’s massive, exponential growth, putting the demand for marketers at an all-time high. In fact, marketing manager is the 3rd best job according to Glassdoor, a ranking based on number of job openings, salary, and overall job satisfaction.   That said, marketing is yet another field feeling the pain of a skills gap. CMOs agree that finding marketing talent is one of their biggest challenges in today’s market.   The cherry on top of this talent shortage is that a reported 97% of marketers are open to new opportunities – usually to gain a better salary or career advancement. Although only 19% are actively searching for a new job, this is still massive cause for concern.  

Top digital marketing trends

  1. Interactive chatbots
  2. Voice search
  3. AI and blockchain
  4. Influencer marketing
  5. Security and data privacy
  6. Personalized messaging
  7. Data analytics
 

Most valuable skills when hiring marketing talent

  • Creativity
  • Natural leadership abilities
  • Emotional Intelligence
  • Curiosity
  • Marketing platform experience
  • Data science background

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Marketing Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in Finance & Accounting

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Brightwing 2019 Hiring Insights in Finance & Accounting You don’t have to be an accountant to do the math: The BLS reports that 5.5 million jobs in America are currently unfilled due to lack of talent. Meanwhile, they project a 10% increase in the number of finance and accounting occupations by 2026. It’s no surprise, then, that employers can expect 2019 to be another year spent struggling to recruit the best people.   This ongoing talent shortage is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the finance and accounting labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Finance & Accounting
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in finance can expect a 9.4% wage increase – a highly attractive reason to seek something new.  [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands, and minds, of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience 51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity 55% of applicants give up if they haven’t heard back from a company within two weeks     In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Accounting & Finance

  The finance field is undergoing a transformation due to trends such as:
  1. FinTech
  2. Cryptocurrency
  3. Blockchain
  4. Robotic process automation (RPA)
  5. Cloud
  6. Artificial Intelligence
  7. Cybersecurity
  8. Regulatory changes
  But finding the talent to tackle these trends presents a major challenge.   [vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] 47% of CFOs believe their teams are too shorthanded to meet future industry demands. 57% say that skills in predictive and prescriptive analytics are crucial for finance and accounting functions of the future.    

773,800 new jobs will be added to the finance and accounting marketplace by 2026.

     

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Finance & Accounting Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in Engineering

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Brightwing 2019 Hiring Insights in Engineering The engineering sector is experiencing a brain drain dilemma. Many baby boomer engineers are retiring at greater rates than graduates are entering the workforce. This isn’t a new phenomenon, but it will play a significant role in how organizations strategize for their 2019 hiring.   This skills gap is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Engineering
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in engineering can expect a 4.9% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare
 

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience  51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process

Hiring Insights in Engineering

  Engineering employment has seen sustained growth over the last few years, up 2.27% in the last year alone. A majority of companies, 69%, anticipate hiring more engineers over the next 5-10 years.  

The Growing Engineering Talent Shortage

The demand is strong, but the level of engineering talent can’t keep pace. This is partly due to too few engineering graduates, as well as an increasing number of retirees. It’s a major concern; 98% of companies are all too aware of how their business can suffer if they can’t fill open engineering positions.   Here are the top 5 biggest concerns with the engineering shortage:
  • Loss of competitiveness
  • Inability to innovate
  • Higher product development costs
  • Lost revenue opportunities
  • Poor design efficiency
  Not only are there too few engineering graduates, it also appears that even those who do graduate with an engineering degree aren’t fully prepared for their career ahead. Here are some skills they’re missing out on:
  • Product cost management
  • Manufacturability
  • Industry knowledge
  • Project management
  • PDM
  • CAM
  • PLM
  • CAE
  • Problem solving
  • Systems engineering
  • Ideation
  • CAD
  • Technical problem solving
  • Integrating software and electronics

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Engineering Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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Brightwing 2019 Hiring Insights in IT

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Brightwing 2019 Hiring Insights in IT This year feels a little bit reminiscent of the movie Groundhog Day with Bill Murray. We’re seeing the same forecasts that have been the reality for months: demand for tech talent massively exceeds the supply. In fact, this will be a repeating scenario for the next decade, with a debilitating talent shortage to the tune of 4.3 million tech workers on a global scale by 2030. It’s a gap that is detrimental to business growth, costing companies trillions of dollars collectively and opening up the door to serious cyber risk.   This supply-demand tug of war is the underlying theme for many of the recruiting and hiring trends that are top of mind this year. Our aim is to provide you with a comprehensive guide to the IT labor market to prepare your staffing and recruiting practices for the year ahead.  

Contents

  • A Quick Glance at the 2019 Labor Market
  • A New Focus for the Future of Hiring
  • Hiring Insights in Information Technology
  • 2019 from the Perspective of Key Leaders

A Glance at the 2019 Labor Market

The national unemployment rate is at a record low since 1969 and is even lower in many industry sectors and regional markets. This is a typical increase in wages, only 0.1% higher than 2018, which implies stagnant wage growth. However, job switchers in tech can expect a 9.1% wage increase – a highly attractive reason to seek something new. [vc_empty_space] 25.7% of employees are actively seeking new job opportunities. And 55.5% are passively open to new job opportunities.        

Best cities for jobs

Glassdoor ranks these cities based on hiring opportunity, cost of living, and overall job satisfaction:
  1. Pittsburgh, PA
  2. St. Louis, MO
  3. Indianapolis, IN
  4. Cincinnati, OH
  5. Hartford, CT
  6. Boston, MA
  7. Memphis, TN
  8. Raleigh, NC
  9. Cleveland, OH
  10. Detroit, MI
 

Top Perks Employers are Highlighting

  • Casual dress codes
  • Employee discounts
  • Remote work opportunities
  • Extra paid time off
  • Signing bonuses
  • Free lunches
  • Gym memberships
  • Work from home Fridays
  • Daycare
 

A New Focus for the Future of Hiring

  In 2018, AI-powered recruitment technologies took off across every industry. Seeking to automate the application, screening, and interviewing processes, these tools unburden the hands and minds of recruiters and corporate talent acquisition professionals everywhere.   However, our stance on this trend has been, and always will be, that humans are greater than machines – most especially in recruiting for highly skilled Technology, Finance, Engineering and Marketing professionals.   Even with a quarter of employees looking for a new job, and over half passively interested should the opportunity present itself, employers cannot rely on the programming of their recruitment technology to make the right matches and entice the best-fit talent. This is the year that employers must focus on the human side of recruitment, specifically, the candidate experience.   Here are a few numbers proving why the candidate experience is critical this year: 68% of employees believe the candidate experience is a reflection of the employee experience  51% of people continue to look for jobs even after they’ve accepted an offer 31% of candidates expect a customized message when a company reaches out with a new opportunity  55% of applicants give up if they haven’t heard back from a company within two weeks      In short, the role of the candidate experience in your recruitment process cannot be overlooked. One in seven new hires accept a job offer only to walk away at the last minute. Do not let this become your story.  

Quick steps to an awesome candidate experience

  1. A fast and easy (and mobile-responsive) application process
  2. Quick feedback and responses to every candidate
  3. A compelling employer brand that reflects your company culture
  4. Personalized emails, phone calls, and messages throughout the process
  5. A short, but thorough, interview process
  6. A clear understanding of the benefits and perks you offer
  7. An efficient and valuable onboarding process
 

Hiring Insights in Information Technology

  There is no surprise that the IT field continues to be one of the most competitive to recruit in. Unemployment remained under 2% for most of 2018, and 33% of organizations plan on increasing their IT staff in 2019. That is the recipe for a high-demand, low-supply IT marketplace.         One in four IT professionals plans to look for a new job in 2019:   [vc_row row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css_animation=””][vc_column][vc_column_text] 62% are seeking a better salary  52% are seeking IT skill advancement  36% are seeking better work-life balance  35% are seeking more prioritization of IT   

2019 from the Perspective of Key Leaders

  “Low unemployment and increasing skills gaps continue to plague employers who are struggling to fill roles at all levels within their organizations,” said Matt Ferguson, CEO of CareerBuilder. “Fifty percent of U.S. employers reported that it is taking them longer to fill jobs today compared to any other period of time — a trend that is ultimately giving job seekers more leverage.”

How Are You Overcoming the Tech Talent Shortage?

  You’re probably gearing up for 2019 hiring, but some of these statistics might be concerning.   For us, these statistics are eye-opening. We’re always looking for new ways to partner with companies to overcome these challenges. Our talent acquisition solutions are one-part relationships, one-part insight, and one-part results. It’s a recipe that works every time, and we’d love to introduce you.  

We want to partner with you. Let’s chat.

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How I Recruit the Best .NET Developers

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with unemployment rates at historic lows, the vast majority of .NET developers are gainfully employed. Attracting that talent requires a unique approach.

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AI in Hiring: Is it Good, Bad, or Ugly?

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AI in hiring can be helpful in automating monotonous tasks, but can also de-personalize the process. Here’s how to strike a balance.

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What to Look for in a Staffing & Recruiting Firm: A Checklist

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What should you look for in a staffing and recruiting firm that can best serve your company? Read more to find out.

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The Power of Company Culture in Your Talent Acquisition Strategy

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Let’s take a look at the power of an outstanding corporate culture, and how to leverage it to improve your talent acquisition strategy.

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Get Competitive with a Candidate-Driven Talent Acquisition Process

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The talent economy in today’s job market is low—demand is higher than supply. Because top talent is so difficult to find, the best way to compete in today’s job market is to develop a fast-acting, flexible talent acquisition process.

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5 Strategies for Assessing the Strength of Your Hiring Process

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If you’re not regularly assessing the strength of your hiring process, this is the year to start. Here are five key areas to consider.

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12 Employment Statistics to Know

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There are many things that affect your ability to hire top talent. Check out these 12 employment statistics every hiring manager must know.

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Closing the Deal as a Hiring Manager

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Demand for high caliber IT & Engineering professionals has been constant, but the supply hasn’t. So how do hiring managers and recruiters get ahead in 2016?

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Talent Acquisition – It’s All About Keeping Up With The Times

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Getting ahead of the curve, and involving technology in your recruiting efforts is key. 4 trending talent acquisition topics to get ahead of the curve.

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Five Strategies for Effective Talent Procurement

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Use these five strategies for effective talent procurement to ensure that your organization remains nimble and competitive.|Use these five strategies for effective talent procurement to ensure that your organization remains nimble and competitive.|Use these five strategies for effective talent procurement to ensure that your organization remains nimble and competitive.

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How to Provide Real Value in Talent Acquisition

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Today’s quick and fast recruitment solutions are not showing the real value in talent acquisition. The focus should be on quality of resumes not quantity.|Today’s quick and fast recruitment solutions are not showing the real value in talent acquisition. The focus should be on quality of resumes not quantity.|Today’s quick and fast recruitment solutions are not showing the real value in talent acquisition. The focus should be on quality of resumes not quantity.

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Talent Acquisition — What Every C-Level Exec Should Know

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For organizations requiring specialized skills & top talent, relying on VMS systems alone is not enough for effective talent acquisition.|For organizations requiring specialized skills & top talent, relying on VMS systems alone is not enough for effective talent acquisition.|For organizations requiring specialized skills & top talent, relying on VMS systems alone is not enough for effective talent acquisition.

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