talent acquisition

Hear a panel of HR leaders engage in a conversation about how they are using predictive and prescriptive analytics applied to talent to drive better business results. Join us to explore how you can be more effective in designing pilots, demonstrating the ROI for talent analytics, and translating talent data into talent insight.

This webinar talks about the IBM Kenexa Talent Acquisition Suite, which includes IBM Kenexa BrassRing on Cloud and IBM Kenexa Onboard on Cloud.

What if you could always hire like your best? The best talent expect great experiences.

Get the latest insights on College Hiring trends from talent acquisition experts today! WePow, a leading video interviewing provider, teamed up with the Accelir, a strategic talent advisory firm, to uncover trends and tips for college recruiters, career services and corporate HR leaders.

Do you know how much a poor hiring decision actually affects your company? To find out, download this article to learn more about the factors that determine the cost of a bad hire.

Even though you are job-matching expert, you still need rules to create an awesome candidate experience. Get candidates talking about how great your hiring process was with these simple rules.

Online video use has grown by huge numbers over the past few years and isn't showing any signs of slowing down. Beyond personal lives, the impact it is having on the way we do business and more specifically talent management can't be argued. Check out WePow's latest infographic on video trends in 2015.

Do you want to win the talent war when it comes to connecting with eager college graduates? Download this free playbook to learn how to implement these strategic recruiting tips to position your organization apart from competitors.

Most organizations ignore key signs that determine whether or not their recruiting process needs improvement. Read this free article to learn about new HR solutions, like video interviewing platforms, which make recruiting processes more efficient.

The "best" talent expect great experiences.

In Aberdeen's recent "An Asset for HR in the Age of the Candidate," we learned that there isn't a one-size-fits-all, pre-hire assessment approach to fit in with every company's talent acquisition process. However, there are universal steps that can be taken to optimize its usage to be as fruitful as possible.

Explore how to uncover the potential of pre-hire assessments. After attending this webinar, you will have insights and knowledge to help take your organization’s hiring to the next level.

Your recruiting strategy should be an integrated partnership between strategy and tools. There is no secret sauce. However, if you broaden your approach and your definition of recruiting, attraction and connection, the goal of finding the right talent becomes increasingly attainable. Try creating a multi-faceted approach to talent attraction using target audiences and ads. Create a robust strategy to connect with talent in your lead management tool, social network, and career site or recruitment technology system. Be willing to change and try new tactics, even if it means starting small. There are countless ways to approach a truly social strategy for recruitment – when done right; they yield great results that can actually prove ROI. Embrace that recruiting is marketing and change how your team finds, attracts and connects with the next great employee for your company.

Attracting candidates and retaining current employees is a lot like attracting and retaining customers.

Companies are always looking for ways to determine just how effective and capable candidates can be in the workplace before they start. On paper, candidates have indicated that they can code in Python and Java or can resolve any customer service problem, but how do their skill sets compare with internal success standards, let alone everyday coding or service expectations? That’s where pre-hire assessments can be so valuable. They provide extensive insights into candidates’ skill sets, strengths, struggles, ideal working environments, and more. Top companies understand just how worthwhile such a resource is for making informed hiring decisions. In fact, Best-in-Class organizations are 45% more likely than All Others to use pre-hire assessments as part of the hiring process. Greater insights about candidates can be a game changer for the future success of any company. While there isn’t a one-size-fits-all pre-hire assessment approach to fit in with every company’s talent acquisition pr

Smart organizations are consistently looking for ways to determine just how effective and capable candidates can be in the workplace. Sure, these candidates have said they can solve this algorithm or resolve that customer problem, but how do they stack up with internal success standards? That's why pre-hire assessments are valuable - they provide extensive insights into candidates' skill sets, pain points, ideal working environments, and more. Such information can then be used to make more informed hiring decisions that can be a game changer for the future success of any company.

Whether it's through using pre- or post-hire assessments, applying managerial feedback or learning results, identifying high potentials is a huge win for determining who will lead your company forward. With such information, businesses can ensure that their most valued employees are promoted, challenged, and encouraged to succeed - and that they stay with your business. Without this data, companies risk losing the talent that keeps them competitive and successful.

Attracting today’s savvy candidate requires much more than a creative job description and a flattering email message. The transparency provided by web sites such as Glassdoor combined with a millennial desire for meaningful work and corporate responsibility have the upped the ante when it comes to employer brand and candidate experience. While many firms have good intentions when it comes to employer brand, these intentions aren’t always translated to action, leaving many candidates feeling frustrated as they move through the process. New hires need confirmation that everything they were told in the interview processes is not only accurate, but even better than expected. When the onboarding process falls short of those expectations, candidates immediately question their decision to accept the offer and retention efforts in jeopardy. Join this webcast to learn how to avoid costly new-hire attrition in your organization.

Analyst Zach Lahey from Aberdeen group will share research insights in this webinar and will explore how to evaluate your internal and external talent acquisition processes to determine what’s working and what’s not. In addition, we will delve into the technologies that are available to make talent acquisition more effective than ever. After attending this webinar, you will be able to answer these three questions about your current process: What is your recruiter’s experience like? What are their trials, tribulations, and daily interactions? What is your candidate’s experience like? Where do they struggle, how much effort does it take for them to find information and apply for jobs? Finally, if either one (or both) doesn’t meet your expectations, what are you going to do about it and when?

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.

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.

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.