Building a strong candidate pipeline doesn't..
As a talent acquisition professional, one of..
Changing workforce demographics are set to have a major impact on energy and utility (E&U) companies. As much as 38% of the E&U workforce will be eligible for retirement in the next five years. Among the executive ranks the numbers are even higher — almost 60% will..
One of the biggest challenges facing global talent acquisition leaders is accurately measuring the value that their work contributes to the success of their business.
Losing quality applicants because they don’t fit your current openings is a common talent acquisition problem.
You need to nurture relationships with interested candidates, keeping them engaged with your organization until the perfect-fit opening comes along.
Passive candidates aren’t as passive as you think: 90 percent of global professionals admit they are interested in hearing about job opportunities.
Why shouldn’t they hear about yours?
Jason Berkowitz serves as a Business Development Executive for IBM Talent Acquisition & Optimization, where he focuses on crafting Recruitment Process Outsourcing (RPO) solutions for Financial Services and Communications organizations.
There are probably as many different reasons to look for a job as there are people looking, and every experience is different. So how do you create and communicate a message that will speak to many different kinds of people?
Much attention is given to how talent acquisition professionals should attract passive candidates. When it comes to active candidates, we can spend less time on these prospects because we assume "post and pray" is an appropriate strategy.
But the truth is that it..
If you’ve been following my blog series on how cognitive technology is transforming talent acquisition, you are likely seeing the potential it can have on your organization. So far during this blog series, I’ve covered how IBM cognitive capabilities can:
In the world of talent acquisition, it's all too commonplace for recruiters to try to corral every candidate into a one-size-fits-all process. But the truth is, every candidate's recruitment journey is wholly unique.