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employer brand

Aligning Your Employer Brand Themes to Gen Z Perspectives

With spring commencement ceremonies winding down, it’s caps off to the roughly 1.9 million students—based on National Center for Education Statistics projections—who will earn a bachelor’s degree in 2019.

ai for recruiting

The How and Why of Conducting a Recruiting AI and Automation Readiness Audit

Asked to identify their biggest talent acquisition challenges, corporate leaders continually point to difficulty finding qualified people with the right skill sets. Unfortunately, recruiting technology doesn’t appear to be helping much.

applicant tracking systems

Want Hiring Managers to Love Your ATS? Make Their Experience More Meaningful.

It’s easy for recruiters to see the tremendous value a well-designed applicant tracking system (ATS) brings to their work given their reliance on the technology to continually identify, nurture and convert exceptional talent into new hires.

candidate experience

Too Humble to Hire? Refining Your Interview Questions to Serve Veterans

Last year, the unemployment rate for post-9/11 veterans hit an all-time low, declining to 3.8% from 12.1% in 2011. A strong employment market is undoubtedly driving the numbers, as is the value former military members offer civilian employers.

talent acquisition

3 GR8 Ways to Move Candidates Through Your Pipeline Faster

Before transitioning to my current role as a software training specialist, I worked as a recruiter for more than a decade. So, I understand and appreciate the day-to-day challenges talent acquisition is grappling with, especially when it comes to moving candidates through the pipeline quickly.

ai for recruiting

Eureka! Native AI-Empowered Recruiting is Here

EUREKA! is GR8 People’s answer to a more intelligent way to connect with talent through AI, machine learning and automation.

talent acquisition

Onboarding New Hires: Four Proven Success Principles

Move over orientation, strategic onboarding has arrived with an emphasis on reinforcing the reasons new hires accepted an organization’s offer in the first place, as well as establishing a strong foundation for engagement.

campus event recruiting

Recruiting Gen Z: 8 GR8 Rules of Attraction

As the oldest members of Gen Z enter the workforce, talent acquisition is shifting attention to the expectations of this cohort and how to shape recruitment marketing messages in response. If you’re wondering where Millennials end and Gen Z begins—and what the transition means for your talent strategy—we’ve got answers.

candidate experience

Spring Cleaning Your Career Site: Remove the Clutter and Spark Joy for Candidates

If you’ve been buried under so much clutter that you missed the huge Netflix hit “Tidying Up with Marie Kondo,” we’ll bring you up to speed.

candidate experience

GR8 Take: The Talent Board’s 2018 Candidate Experience Report

When the Talent Board released its 2018 North American Candidate Experience (CandE) Benchmark Research Report earlier this year, I couldn’t wait to pore over every detail.

applicant tracking systems

Change Management Practices for Successful ATS Implementation & Adoption: Part II

Now that you’ve effectively guided your organization through the “before” phase of ATS implementation, it’s time to address what needs to happen both “during” and “after” implementation in order to get the greatest returns from your new system.

candidate experience

Graduate to Self-Scheduling for More Time with Top Talent on Campus

You’re super busy, especially during the demanding campus recruiting season. Whether you have a light schedule of a few events per month, or a jammed-packed, “I cannot even catch my breath” roster, every talent acquisition professional could benefit from more time on their side.

candidate experience

Keep Your Recruiting Leads Warm by Keeping Candidates Coming Back for More

One of the keys to getting the most out of your Talent CRM is ensuring that you have great content to share on a continual basis.

applicant tracking systems

Change Management Practices for Successful ATS Implementation & Adoption: Part I

When it comes to the purchase of a new Applicant Tracking System (ATS), investing in exceptional technology is a given. However, ROI isn’t dictated by the technology alone. It’s also influenced by how smoothly implementation goes, including widespread adoption and proper use of the system long after the switch is flipped.

employer brand

How to Create an Authentic Career Website Experience

Your recruitment marketing footprint may span numerous channels and platforms, but it’s your career website that remains a major destination for job seekers, housing—and selling—all aspects of your employment experience, a.k.a. your employer brand.

campus event recruiting

University Recruiting: 8 GR8 Ways to Win

Career fairs and information sessions remain among the most common ways for students and employers to connect. What’s not so common? The ability to stand out as an employer of choice in the sea of sameness. Here are 8 GR8 ways college and university recruiters can do just that and win.

recruitment marketing

Awesome & Automated: Breathe New Life Into Your Employee Referral Program

Talent acquisition teams are well aware of the tremendous value of Employee Referral Programs (ERPs), from faster hiring and onboarding to higher quality candidates and better employee tenure.

applicant tracking systems

In the Market for an ATS? Everything You Need to Know to Make the Best Choice

Looking to replace a dated legacy or homegrown Applicant Tracking System (ATS)? Implementing new HR technology at the enterprise level is always a significant undertaking, so it’s likely that you’re feeling overwhelmed. Don’t be. You can make it easier for you—and your organization—by breaking the process down into three main phases.

employer brand

Candidate Personas: Your Path to Better Messaging

Candidate personas—borrowed from marketing’s highly successful use of “buyer” or “shopper” personas to drive consumer messaging—represent a picture of your target candidate based on a composite of common and desirable attributes.

campus event recruiting

How to Win at Campus Recruiting: Get Personal

If you think campus recruiting events no longer yield effective results, think again. I recently shared some advice on how to engage the next generation on campus with a variety of fresh approaches. High-touch strategies, personalization and leveraging your unique employer brand are essential.

recruitment marketing

Talent CRM Content Creation: A Broader View for Recruiting Success

Continually creating relevant and meaningful content for your Talent CRM doesn’t need to be a challenge. There are a number of internal and external resources just waiting for you to tap into, but only if you think beyond your usual suspects—HR and marketing.

talent acquisition

AI and Bias: The Challenges & Opportunities for Talent Acquisition

Chris Cella is GR8 People’s Vice President, Product. Known for his passion, discipline and imagination, Chris leads all aspects of product life cycle management for the company's next phase of product growth and market leadership.

employer brand

Your Employer Brand: 8 GR8 Things to Focus on in 2019

The year ended with a blowout jobs report – The Bureau of Labor Statistics shared the news that 312,000 jobs were added to the U.S. economy in December. Only 184,000 new jobs were anticipated, and stocks surged on the news.

talent acquisition

Ground-breaking Technology for Talent Acquisition is on the Horizon in 2019

Happy New Year! Hard to believe it’s already 2019. Each year I find myself asking, *“Where did the time go?”*, and every year it seems to have flown by even faster than the year before. As I look back, 2018 was a year of strong growth for GR8 People from both a product and market-leadership perspective.

campus event recruiting

Campus Recruiting: How To Engage The Next Generation

In a former life, I produced and marketed career events throughout the Mid-Atlantic region for a multimedia company. The events were held in places like Major League ballparks and cultural centers, and typically lured thousands of candidates who lined up at the door hours in advance for their best shot at landing a job.