The inability to source and hire adequately skilled talent is a major challenge for organizations today. The scarcity is not that of bodies — many locations face very high unemployment — rather, it is a lack of the increasingly sophisticated skillets required in today’s labour market. Adding to this challenge for recruiters and staffing professionals is the plethora of technology available to assist in employment branding, sourcing talent, and managing the hiring and onboarding processes (estimates exceed over 20,000 at this writing)
Talent Tech Labs and Mercer have collaborated on the The Buyers Guide to Talent Acquisition Technology, an HR research report which segments the talent acquisition technology providers (especially the newer market entrants) into easily understood categories — resulting in this Buyers Guide to Talent Acquisition Technology for over 200 companies.
Know which three key areas new technologies can have the biggest impact?
Companies who can be categorized as supporting the ability to source, engage and hire will enable companies to effectively move forward in the battle for top talent. LEARN HOW
Ready to understand and potentially trial non-traditional hiring technologies?
Even if your compliance department is nervous about profiling or other negative elements unintentionally caused by some new technologies, you need to have an opinion and strategy for leveraging technology that drives reduced costs and improved employee performance. SEE HOW
Aware of what “CRM” stands for in the world of hiring?
“CRM” used to refer to “customer relationship management” now just as often, it refers to managing the relationship with a prospective job candidate. Candidate relationship management tools and processes have evolved from a static approach to capturing inbound candidates’ basic information to powerful systems for acquiring, engaging, nurturing and retaining quality candidates who may initially be employed passive candidates GET UP TO SPEED