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.
By Kendra Van Nostran
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.
By Jayne Kettles
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.
By Jennifer Dang
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.
By Kendra Van Nostran
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.
By Jennifer Dang
EUREKA! is GR8 People’s answer to a more intelligent way to connect with talent through AI, machine learning and automation.
By Annette DeHaven
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.
By Marisa Cogan
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.
By Kendra Van Nostran
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.
By Annette DeHaven
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.
By Diane Smith
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.
By Patrick Amaral
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.
By Marisa Cogan
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.
By Kendra Van Nostran
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.
By Patrick Amaral
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.
By Annette DeHaven
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.
By Marisa Cogan
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.
By Kendra Van Nostran
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.
By Kendra Van Nostran
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.
By Annette DeHaven
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.
By Marisa Cogan
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.
By Kendra Van Nostran
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.
By Annette DeHaven
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.
By Annette DeHaven
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.
By Diane Smith
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.
By Marisa Cogan