Talent Acquisition

In the war for talent organizations must develop a multi-layered talent acquisition approach in order to gain a competitive edge and attract coveted passive candidates. A talent acquisition strategy should be high-touch—engaging with candidates throughout the entire lifecycle from application to hire to onboard. Technology powers organizations to elevate the candidate experience. Social media channels offer the opportunity to deliver engaging content and reinforce employment branding to top talent.

Critical Considerations

India Economy

Four factors impacting talent and hiring in the world’s fastest-growing economy.

By Michael Switow

Confused about the state of the India’s economy? The planet’s largest democracy is the fastest-growing major economy, with 2019-2020 fiscal year GDP growth expected to clock in between 6.8 and 7.3 per cent. But growth is starting to slow with government deficits rising and unemployment reportedly running at 6.1 per cent, a 45-year high (although Delhi has disavowed the statistic).

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Building Blocks to Diversity

Diverse Hiring

People, process, and technology are key pillars to creating a more diverse workforce.

By Irina Novoselsky

The recruitment process has always been riddled with biases. Humans find it nearly impossible to prevent their opinions and experiences from coming into play when making a decision. But technology is empowering organizations to work toward eliminating bias, which in turn allows companies to build stronger and more diverse workforces. Just imagine if interviews were structured like an episode of The Voice, where those making the hiring decisions only judged candidates based on skills and couldn’t be swayed by gender, physical appearance, or ethnicity. There would be no pre-conceived notions—only the most qualified candidate would win. Technology is turning this reality show concept into a reality for recruiters.

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Advancing the Process

Screening Technology

Screening tech innovations are improving speed, trust, transparency, and ultimately, the candidate experience.

By Marta Chmielowicz

With record numbers of millennials and Generation Z job candidates entering the workforce, employers are reconsidering their long-held hiring practices in order to attract and retain best-fit talent. Candidate experience is now one of the hottest topics in hiring, with organizations striving to illustrate their brand from their very first interactions with potential candidates. In fact, the State of Employer Branding survey by Jibe indicates that 95 percent of HR professionals feel that their brand is impacted by candidate experience.

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Moving the Needle

Total Talent Management

As organizations transition to a total talent approach, these five strategies can help improve the process.

By The Editors

Change is on the horizon for many organizations when it comes to managing their talent ecosystems. There are many factors driving this: low unemployment, a rise in contingent labor, and evolving worker preferences, among others. In fact, recent research from Ardent Partners found that 73 percent of organizations are utilizing new methods to address the workforce. One such approach is total talent management.

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You Are What They Think

Employer Branding

New research provides insight into how companies invest and measure the impact of employer branding.

By Larry Basinait

How do organizations measure the impact of their employer branding activities and how are they investing in those brands? New research from HRO Today, in partnership with PeopleScout, found several best practices that help answer those questions by comparing companies that consider their employer brand a high priority to those that attach less significance to it.

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Scholarly Advice

Retaining Millennials

An organization shares its strategic approaches to attracting recent college graduates.

By Julie Palmer and Claire Romaine

With the unemployment rate below 4 percent, competition for top talent is tougher than ever. However, waves of new talent are about to enter the workforce as the collegiate class of 2019 graduates across the country. Organizations must capitalize on the momentary influx and adjust both their recruitment strategies and benefits programs to appeal to the graduating demographic. When it comes to attracting and retaining young talent, there are a few key factors for HR professionals to consider.

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Keys to Recruiting Physicians to Non-urban Areas

Attraction strategies to help ease a challenging recruitment process.

By Tierney McAfee

They say it takes a village to raise a child. The same can go for recruiting physician talent to rural  or even suburban hospitals and health systems. With unprecedented competition for physician talent in the United States, organizations in America’s non-urban areas must work harder than ever to attract desirable doctor candidates.

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Leveraging Expertise From Abroad

How international nurses are alleviating the nursing shortage—and improving U.S. health systems.

By Tierney McAfee

The national nursing shortage is driving organizations in the United States to look outside the country for talent. But experts say recruiting international nurses is more than just a temporary solution—it’s a valuable opportunity to improve U.S. hospitals and health systems.

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Putting Talent First

In a competitive job market, the question is no longer, “Why should we hire you?”—it’s “Why should I work here?”

By Tierney McAfee

Company branding is important, but it isn’t everything—especially when it comes to attracting the best talent for an organization. In a job market where the unemployment rate is historically low, organizations must work harder than ever to incentivize job candidates.

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