acquisition

To succeed today, organizations need to take advantage of information technology in every area of their business. Talent acquisition is no exception. Robust, reliable technology can help recruiters more effectively engage with candidates. According to Aberdeen Group, the user experience is key. It is more important than ever to have friendly and interactive platforms. In terms of talent acquisition, companies that prioritize the candidate experience are more than twice as likely to improve their cost per hire on a year–by-year basis.1 In addition, social capabilities can enable recruiting professionals to use the Internet for job applications, social referrals and video interviewing. Mobile integration also enables users to connect with information where and when they need it. With better tools and insight into people and data, organizations can much more quickly identify talent, match capabilities to market needs, retain the best talent and improve recruiting outcomes. Simply put, rec

Join this virtual discussion between industry thought leaders to learn how to: - Separate the myths from realities related to the Millennial workforce. - Understand the value provided by alternative work arrangements and the independent worker. - Identify opportunities for your organizations to better adapt to these shifts within the workforce.

Big data. We've heard the phrase for quite some time, but how can human resource leaders get into the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations and practitioners are thinking about the role of HR and organizations uncovering never before seen insights.

Analytics has permeated, virtually, every department within an organization. It’s no longer a ‘nice to have’. It’s an organizational imperative. HR, specifically, collects a wealth of data; from recruiting applications, employee surveys, performance management data and it sits in systems that remain largely untapped. This data can help drive strategic decisions about your workforce. Analytic tools have, historically, been difficult to use and required heavy IT lifting in order to get the most out of them. What if an analytics system learned and continue to learn as it experienced new information, new scenarios, and new responses. This is referred to as Cognitive Computing and is key to providing an analytics system that is easy to use but extremely powerful.

Attend this webcast to learn ways you can: 1. Educate the acquisition team about your audience. What are their preferences and motivations? 2. Utilize marketing tactics to reach the talent you want. Are your recruiters storytellers? 3. Measure success. Are you evaluating your efforts along the way? 4. Engage in continuous improvement. What challenges are you tackling every day to make yourself a better recruiter?

Nowadays, organizations need top-notch technologies to attract top talent, support their recruiters, and empower their organizations to grow. Thankfully, data analytics, open talent acquisition suites, talent communities, mobile optimization, and more are readily available and can enhance experiences for both candidates and recruiters while providing insight on HR for business leaders. But refreshing talent acquisition isn't just about technology; it's also about realigning its definition to the demands and expectations of the twenty-first century.

Analytics has permeated, virtually, every department within an organization. It’s no longer a ‘nice to have’. It’s an organizational imperative. HR, specifically, collects a wealth of data; from recruiting applications, employee surveys, performance management data and it sits in systems that remain largely untapped. This data can help drive strategic decisions about your workforce. Analytic tools have, historically, been difficult to use and required heavy IT lifting in order to get the most out of them. What if an analytics system learned and continue to learn as it experienced new information, new scenarios, and new responses. This is referred to as Cognitive Computing and is key to providing an analytics system that is easy to use but extremely powerful.

Ever wondered what an ideal candidate experience looks like? Candidates today shop for a job like they shop for a bike – based on brand, buzz and blogs. Recruiters must respond accordingly by engaging early and often; promoting the brand; and selling company culture. Tune into this 3:52 video to experience Recruitment is Marketing through the eyes of a candidate.

In this paper, Frank Dravis, Six Factors Consulting, discusses how even with the finest marketing organizations, the success of marketing ultimately comes down to the data.

Discover how publishers, newspapers, studios, and broadcasting companies are using SAP solutions to automate the processes involved in acquisition and exploitation of content assets. They can accurately capture rights and effectively manage royalty processing for higher profits and better relationships.

This paper aims to discuss the various capability acquisition and it solution deployment options and provide a perspective on how to evaluate the suitability of those options, given an enterprise's situation, and to get the best outcome.

Employee assessments can give organizations and managers consistent, in-depth, and objective information about their people. This Information helps leaders and managers rely less on gut instinct and make smarter people decisions.

The number of identities that an organization must control and secure is exploding as companies support the evolution of business. Traditional users, customers and partners, outsourced or offshore IT, support and development teams, and new users from mergers and acquisitions are working from increasingly distributed locations and devices and to be efficient they need the right set of privileges across a diverse set of servers and applications. So, how can an organization successfully control privilege for all of these identities to mitigate identity-related risk without slowing down the business? From this webinar you will learn: • Forrester’s predictions for next generation privileged identity management. • How best-in-class organizations are successfully controlling privilege and mitigating risks

Use this guide to help you set transparent goals, create a transparent experience and adopt transparent authenticity.

You conducted hours of talent acquisition software research, sat through countless sales demos, made multiple vendor comparisons and you finally found the best recruitment software for your company. You’re ready to sign the dotted line so you can measure your recruitment marketing ROI, automate candidate communications, eliminate paper resumes and more. But first, the tough part: selling the C-Suite on the value. Use this guide as your roadmap to get your leadership team bought in and excited for the recruiting year ahead.

Many digital offerings are sold on a subscription and recurring basis. Bring Digital Goods and Subscribers Together - this eBook gives you nine essentials for acquiring subscription and recurring revenue customers.

The eBook ‘Digital Age / Digital Goods’ provides information on the various components you’ll want to address while you test an acquisition mix best suited for your organization, and your target audience.

As your organization deals with constant changes-such as operational growth, expansion from mergers or acquisitions, new business processes, and shifting personnel-your IT infrastructure might not be in a position to recover from a disaster. If that's the case, the entire enterprise may be at risk-and it's probably time to focus on this issue.

Find out what motivates recent graduates and the messages that resonate most as they explore finding a job and building a career. If you thought you understood the millennial marketplace, get ready to be surprised.

In recent years, law firms have enjoyed remarkable financial returns due to a strong global economy, free flowing capital and a high level of demand for legal services. Law firm revenues and profits continued to be strong, even during the dotcom bust, the post 9/11 slowdown and the increasing cost of associate recruitment and retention. This success could be partly explained by the growth imperative in law firms: they must continue to grow, either by acquisition, or by recruiting laterals or associates, because law firm economics correlates size with profits. And many firms grew rapidly in the past several years.

In recent years, law firms have enjoyed remarkable financial returns due to a strong global economy, free flowing capital and a high level of demand for legal services. Law firm revenues and profits continued to be strong, even during the dotcom bust, the post 9/11 slowdown and the increasing cost of associate recruitment and retention. This success could be partly explained by the growth imperative in law firms: they must continue to grow, either by acquisition, or by recruiting laterals or associates, because law firm economics correlates size with profits. And many firms grew rapidly in the past several years.

The online advertising industry is a billion-pound industry1, with hundreds of millions spent on online acquisition campaigns alone; from Pay-Per-Click (PPC) advertising on search engines like Google and Yahoo!, to banner ads, email campaigns, organic search, blogging and web PR.

Fan loyalty is everything in the sports business. So when Major League Soccer (MLS), the top flight pro soccer league in the US and Canada, wanted to deepen customer engagement, it turned to SAS® Marketing Automation to get a better understanding of its fans.

Attend this webcast to see Microsoft Dynamics CRM Online in action, including integration to Microsoft Business Productivity Online Services (BPOS), and learn about customers who have used Microsoft Dynamics CRM Online.

The War for Talent is going to have winners and losers, and we all want to hire a winning team. In such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is key, few really analyze the candidate experience as the most important element of your brand. This eBook will dive into everything HR managers and recruiters must know about optimizing the candidate experience. You will also receive a product demo.