GR8 BLOG
#GR8THINKING FOR GR8 MINDS IN TALENT ACQUISITION
#GR8THINKING FOR GR8 MINDS IN TALENT ACQUISITION
Recruiters do amazing work. From connecting people with great opportunities and shepherding candidates through the hiring maze, to persuading talented professionals to accept a job offer and so much more. Recruiters “bring it” every day. And they do so while under the weight of tremendous organizational pressure to fill roles fast—and fill them fast in the most challenging hiring market many of us have ever seen.
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By Annette DeHaven
It’s tough out there for talent acquisition teams across all industries. However, healthcare recruiters are facing particularly difficult challenges to attract and hire talent beginning with severe and persistent clinical worker shortages.
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By Dan Mayo
Is poor communication costing you great hires? Employer brand messaging has become more essential than ever in today’s hiring climate. However, all the hard work invested in elevating the employer brand won’t negate poor communication and stalled feedback loops to candidates throughout the hiring process—and that’s true whether a job offer is extended or not.
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By Annette DeHaven
In recognition of International Women’s Day, we went straight to GR8 People’s favorite sources of inspiration—CEO Diane Smith and Chief Product Officer Jayne Kettles.
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By Annette DeHaven
Those who have existing Talent CRM programs in place can attest that success is rooted in authentic and credible candidate communications, which require an in-depth understanding of one’s target audiences—often in the form of candidate personas—and the ability to personalize the experiences of your talent pool members.
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By Dan Mayo
The name GR8 People sums up everything our software helps our customers in talent acquisition find—GR8 People.
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By Alex Adams
Organizations are desperately seeking skilled professionals to fill their open positions and the war for top talent is at an all-time high. While this isn’t new news, let’s take a look at some of the stats. As much as 69% of companies globally have reported a talent shortage, and during 2021, employers added an astounding 3.8 million job openings. There’s currently fewer than one available worker for every available job opening (0.75 to be exact)—the lowest ratio ever recorded. So, how can talent acquisition teams combat these troubling numbers? By tapping into data they likely already have at their fingertips, that’s how.
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By Dan Mayo
There was a time when organizations viewed gig workers as a luxury or an auxiliary piece of their workforce. The last few years have turned that notion on its head. Research supports the growing trend of gig workers becoming a force to be reckoned with.
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By Alex Adams
Whether hosting events for recruiting, internal mobility or early talent information sessions, there’s a strong chance that your event will be—or can be—virtual.
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By Annette DeHaven
Is it a watershed moment for company culture? Yes. And a recent LinkedIn 2022 Global Talent Trends report agrees. The report shares the commonly held opinion by many of us in talent acquisition that company culture “is being reshaped in a crucible fired by the pandemic, the acceleration of automation, the rise of millennials and Gen Z in the workforce, and the Great Reshuffle. Employees are demanding—and quite often getting—more freedom to work where and when they want and more attention to their well-being.”
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By Annette DeHaven
The scramble for top talent is on. Job seekers are carefully looking for location flexibility, alignment with a company’s ethics, salary transparency and more across corporate career sites, in job descriptions and within the overall candidate experience and communications. On top of resignations and job openings at record high levels, recruiters are also finding it common to have final candidates fielding multiple and competitive offers.
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By Alex Adams
Jayne Kettles is the co-founder and chief product officer at GR8 People. She’s been a technologist, product visionary, and innovator in the enterprise software industry for more than 15 years. A senior executive with strong leadership skills and technical expertise, Jayne has a history of delivering value to customers through innovative software and technology. In this blog she shares thoughts on the challenges and opportunities AI brings to talent acquisition.
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By Annette DeHaven
Real talk: 2021 was a pivotal year for recruiters and talent acquisition teams alike. Employers endured arguably the most topsy-turvy labor market in recent memory. Many employees, perhaps wanting to update their priorities from money to meaning, vacated their roles in droves—in what has since been dubbed the "Great Reshuffle."
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By Dan Mayo
The name GR8 People sums up everything our software helps our customers in talent acquisition find—GR8 People.
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By Alex Adams
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.
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By Annette DeHaven
One of the most common challenges talent acquisition teams face when launching—and especially maintaining—a Talent CRM program is finding fresh content that will appeal to their talent pool members and convert them to applicants.
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By Dan Mayo
Matt Miller is the Senior Director of Global Talent Acquisition at Worldwide Clinical Trials, a Contract Resource Organization founded by physicians to advance medical science and achieve successful drug development.
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By Annette DeHaven
When most people, whether they’re on the employer side or the job seeker side, think about the traditional hiring process, agile usually isn’t the word that comes to mind.
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By Jayne Kettles
One of the main reasons organizations avoid replacing sub-par talent acquisition technology is the time-intensive nature of implementation.
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By Alex Ockford
Qualified, interested and available candidates. You need a lot of them and you need them now. With unemployment still towering above pre-pandemic levels, high-volume hiring should be easier and faster than ever, right? Wrong.
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By Annette DeHaven
Pandemic restrictions are easing up and many professionals are brushing up their resume. Earlier this year, 1 in 4 American workers indicated that once the threat of COVID took a sharp decline, they’d start looking for a new job. Interestingly, 42% of those who admit they’re ready to jump ship also graded their employer a “C” or below for their ability to maintain employee “connectedness and culture” during the pandemic.
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By Annette DeHaven
There’s little mystery as to why top talent is in the driver’s seat. There are 8.6 million people considered out of work in the U.S. and nearly 10 million job openings. Supply and demand aside, people’s mindsets have changed about their jobs. Many Americans have questioned what really works for them at work over the course of the pandemic. The answer of ...
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By Diane Smith
The strategies early talent recruiters plan to use in order to engage and recruit on campus and online only continue to evolve.
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By Patrick Amaral
Diane Smith is GR8 People’s Co-founder, CEO, head coach and curator for our overall strategic direction and the driving force behind our commitment to teamwork, talent platform excellence and superior customer service.
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By Annette DeHaven
Competition for tech workers alongside the need to attract, retain and support diverse talent will only increase in the coming months. Investing time now to assess your organization’s ability to connect and engage with a broader range of skilled tech talent, as well as leverage the hiring tools that mitigate bias, will help you proactively prepare.
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By Annette DeHaven
