Automated assessments

Changing how you think about talent acquisition

Posted by Kevin Moss, Bill Cleary, and Bhawna Bist on May 14, 2019.

Candidate assessments have long been an integral part of helping organizations gauge candidates’ skill level, fit for the role, and cultural fit with the organization. While traditional assessment methods aren’t likely to disappear in the near future, there is a growing shift in the way talent is assessed. As automated, AI-based assessments mature, many organizations are using these innovative solutions to capture the right candidate data and facilitate more effective hiring.

Continue reading “Automated assessments”

The retooled recruiter: Driving talent acquisition value through advanced capabilities

Posted by Bill Cleary and Nicole Brender à Brandis on May 8, 2019.

The introduction of Ulrich’s new HR model almost 20 years ago changed the way business thought about HR. HR Generalists found themselves in a strange new world, suddenly expected to perform strategically as an HR Business Partner. While many liked the concept, they found they didn’t necessarily have the skill to perform in the new role. Not unlike HR Business Partners, talent acquisition professionals also need to reinvest in and reinvent themselves in sync with the times.

Continue reading “The retooled recruiter: Driving talent acquisition value through advanced capabilities”

Will shifting to the Future of HR help attract talent?

Posted by Bill Cleary, Arthur Mazor, Denise Moulton, and Michael Stephan on April 24, 2019.

The Future of HR lies in helping the organization adapt to three futures happening simultaneously: the future of enterprise, the future of the workforce, and the future of work itself. To do that, HR should shift itself in four key ways—cultivating a digital mind-set, adopting a customer-centric focus, viewing operations through a new lens, and fostering productivity and engagement through the use of technology enablers. Making these shifts can help position HR to lead the organization into the future—which includes meeting what may be the most critical future need of all: attracting talent.

Continue reading “Will shifting to the Future of HR help attract talent?”

Predictive analytics: 5 truths about data-driven recruiting

2.26.19.png
Posted by Denise Moulton, on February 26, 2019.

Like it or not, somebody is always watching us. In today’s digitized world, it’s impossible to search for anything online, like or share something on social media, or research a dream vacation without revealing information about ourselves to any number of invisible data collectors. Many businesses don’t just use this data to increase their bottom line—predictive analytics allows companies to use the information gathered to more efficiently and productively attract potential talent to the organization. These five truths about predictive analytics will help shed light on just how valuable this data is in talent acquisition (TA).

Continue reading “Predictive analytics: 5 truths about data-driven recruiting”

Turn Quality of Hire into insights for a competitive advantage

The importance of TA analytics


Posted by Bill Cleary, Charles Goretsky, and Navti Narang, on February 6, 2019.

Finding the right high-performing talent is a key imperative in today’s highly competitive market—it’s tough to win with less-skilled, less-motivated, and less-culturally-matched people on your team. And business executives are keenly aware of this fact—Quality of Hire (QoH) is the Talent Acquisition (TA) outcome that matters most. Here’s a look at some ways to measure it.

Continue reading “Turn Quality of Hire into insights for a competitive advantage”

The digital revolution and your candidate as customer

HR for humans: How data, digital, and human-centered design can transform HR


Posted by Mike Grennier on January 28, 2019.

While the customer has long been king in business—and rightly so—the digital age has enabled companies to treat customers like royalty by catering to their needs and preferences in unprecedented ways. Now, a competitive job market and underlying social and workforce trends have given employers another royal to consider: candidates. How is your Talent Acquisition organization taking advantage of digital capabilities to treat candidates like customers?

Continue reading “The digital revolution and your candidate as customer”

Navigating the complex world of Talent Acquisition technology


Posted by Bill Cleary and Bhawna Bist on January 18, 2019.

With more than 2000 vendors in the space, the Talent Acquisition (TA) technology landscape is large and complex. No single end-to-end solution exists, so organizations must evaluate a variety of solutions from various vendors to address different stages within the TA life cycle (i.e., sourcing to onboarding). To make matters even more complex, the TA technologies are evolving rapidly. In light of these challenges, how should TA organizations approach this crucial decision?

Continue reading “Navigating the complex world of Talent Acquisition technology”

Talent sourcing solutions: Offering improvements beyond efficiency


Posted by Matthew Shannon on January 11, 2019.

Healthy economic growth in recent years has spurred talent markets in which job openings currently outnumber job seekers.1 Yet, recruiters still spend an average of more than 12 hours per week seeking new candidates.2 The challenge many talent acquisition (TA) organizations face is finding additional resources that can help them identify and engage top candidates before their competitors. Fast-changing technological advances position the TA function to benefit from new tools to augment the time-consuming task of sourcing talent. Our new research assessing different talent sourcing solutions provides insights into which next-generation capabilities can streamline the recruitment process, improve recruiter productivity, and enhance candidate experience.3

Continue reading “Talent sourcing solutions: Offering improvements beyond efficiency”

Prediction: Talent acquisition will use AI and predictive data to become truly embedded in the business


Posted by Denise Moulton on December 5, 2018.

For several years, talent acquisition (TA) has been emerging from its silo of filling headcount to become part of an overarching talent strategy. In 2019, we expect record-low unemployment rates and a demand for niche skills to hasten that transformation and make the TA function a critical player in ensuring that organizations have the talent they need to be productive. This means more than improving TA strategies, enhancing relationships with hiring teams, or becoming data-driven. A substantial shift in behaviors, capabilities, and business integration will fuel TA in those organizations keen to embrace the possibilities.

Continue reading “Prediction: Talent acquisition will use AI and predictive data to become truly embedded in the business”

Using cognitive automation to solve the age-old problem of hiring the best talent


Posted by Stefan Lint on November 12, 2018.

You cannot follow the news today without reading stories about how robots and machines are taking over the world. One aspect of this revolution is the role of artificial intelligence in deciding who is hired and who is not. Depending on your point of view, this may either strike fear in your heart (or at least creates a level of unease), or may feel like we are finally seeing the promise of AI come true. The reality is more nuanced.

Continue reading “Using cognitive automation to solve the age-old problem of hiring the best talent”