Whether you’re looking to hire talent with in-demand skills, women, new college grads, scientists, veterans, or international hires, you need a channel management strategy that enables you to build a database of qualified, interested, and available talent. The most effective strategy includes a mix of active and passive sourcing methods, and the cultivation of a pipeline through identification of priority roles, use of market segmentation strategies, and a database that houses future prospectives.
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Lisa Sherr, Director of Branding, Communications and Metrics at ADP shares that every hire that ADP makes is made with diversity in mind. The strategy around diversity and recruiting is two-fold. The first is to gain a diverse slate of ...Read more
Loren Moore, Talent Acquisition Manager at Vertex Inc. explains the virtues of targeting, attracting, and developing talent at Vertex Inc. Moore claims that some of the most effective ways to attract and retain talent is by providing a stable ...Read more
Presented by: Lisa Maronski, Director, Strategic Sourcing, John Hancock Life Insurance Company & Ray Bixler, President and CEO, SkillSurvey, Inc.
It is the age-old question that circulates through corporate talent acquisition ...
Is your organization getting enough love from candidates? Have you considered your customers as potential job candidates? In a recruiting world ever obsessed with the "passive" candidate, many organizations often overlook a great source ...Read more
The purpose of the survey was to provide insight into the following questions:
What kinds of talent will Columbus MSA employers need over the coming years?
What will be the relative difﬁculty of recruiting, hiring ...Read more
Want to liven up a leadership meeting? Just introduce the topic of how to deal with the newest generation in the workforce, the millennials. Some people think that the differences in attitude between this group and more experienced workers are so ...Read more
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