As the labor market begins to rebound from COVID-19 impacts, talent acquisition teams within the finance and insurance sector are recognizing they must act quickly in order to ensure their organizations attract and retain the A-players needed to steer the business to a full recovery.
Well before businesses across America were forced to rethink every aspect of their strategic, operational and management plans for 2020, people analytics had taken hold as a means for making a broad range of talent decisions based on data.
While some employers are putting a temporary pause on their hiring initiatives as they re-examine their 2020 talent needs in the face of a global pandemic, healthcare recruiters worldwide are confronting a drastically different reality.
While attracting workers overall remains a major focus among talent acquisition professionals, employers are also keenly aware of the value of keeping their organization’s recruiting pipelines full of diverse candidates.
One of the most rewarding aspects of the work I do guiding enterprise organizations through their implementation of new recruiting software is seeing firsthand the impact modern technology has on everything from better sourcing strategies and shorter time to fill averages to much happier hiring managers and candidates.
Anyone who works in the talent acquisition space is aware that 2019 was characterized by strong job growth, the entry of Gen Z into the workforce and, of course, rapid advancements in recruiting technology.
Given the immense focus on the use of AI among enterprise organizations for talent management, it’s relatively easy to find reports examining the perspectives of HR leaders and C-suite executives regarding the promise of AI when it comes to improving recruiting efficiency and talent outcomes.
Among the biggest benefits a career website content management system (CMS) affords is the ability for recruiters to act immediately on shifting hiring demands, whether that means adding content about a new office location to support the associated hiring push or developing a landing page that highlights a functional area that represents a critical talent need.
If there’s one thing that this year’s HR Technology Conference & Exposition confirmed it’s that the frenetic pace with which new solutions and providers are popping up on the market shows no sign of slowing.
Faced with an increasing lack of external talent, organizations are finally refocusing their efforts on internal mobility, a talent acquisition strategy that has become critical to successful recruiting outcomes.