The candidate experience—the total of all interactions a job seeker has with a company during the hiring process—is vital to a firm’s employment brand and ability to attract top talent. And while one of the first touchpoints of the candidate experience is the initial job posting and application process, I increasingly hear of cases where candidates …
As the recruiting and hiring landscape continue to shift, this 29-page report shares 17 predictions that will influence talent acquisition practices. The insights are based on interviews with global talent leaders, surveys of thousands of recruiters, and analysis of billions of data points generated on LinkedIn. The report is broken into five sections, including 1) The Role …
Much has been written about how employees are leaving their jobs in search of an employee value proposition (e.g., pay, more flexible work arrangements) that better aligns with their values and preferences. However, some of these workers have learned that the “grass isn’t always greener” when moving to another company or organization. As many organizations …
The talent acquisition function continues to undergo change in many organizations. This 21-page Korn Ferry paper explores seven trends that are impacting the world of recruiting, hiring, and talent acquisition. One part of the paper (p.15) notes how there will be an uptick in the number of former employees being rehired in organizations—often referred to as …
Diversity, equity, and inclusion (DEI) remain a top priority for many organizations. As pointed out in my one-page summary on 2023 talent priorities according to seven sources, several sources identified DEI as a priority. However, making meaningful progress in DEI requires organizations to not only prioritize it, but also to implement practices that have an impact. To help …
This article shares 40 strategies organized into seven categories that either strengthen an organization’s hiring process or enhance a company’s offer. The seven categories include: 1) hiring campaign and selection, 2) talent sourcing, 3) channel strategy, 4) compensation and benefits, 5) career development, 6) work design, and 7) culture. A few tactics include: a) figure out what work needs …
As several organizations experience hiring slowdowns—and another segment announcing job cuts and layoffs— this article provides seven strategies that recruiting teams can employ to stay engaged and add value to the business. The authors mention, “now, when you’re not recruiting, is the time to level up your skills and optimize your processes. If you do …
Nontraditional candidates—those from functions, industries, educational backgrounds, etc., that differ from those typically sought after in a given role—are an untapped talent source. These candidates often have the skills and desire to take on a new role (or other types of work opportunity—such as projects, short-term assignments, etc.), but a segment of managers resist hiring …
Employers are increasingly integrating skills into their talent practices—from workforce planning to hiring. Regarding hiring, a segment of firms is removing academic degree requirements and other criteria (e.g., specific experiences, credentials) from certain job postings in favor of a more skills-based approach. While these efforts are a step in the right direction, shifting to skills-based talent practices is …
Organizations continue to find ways to tap various sources of talent to supply their talent pipeline. And according to i4CP’s Talent Ecosystem Integrated Model, high-performance organizations consistently leverage talent from 11 alternative sources—from gig workers to colleges and universities. This BCG article provides ideas on how employers can partially meet their talent needs by enabling better partnerships with …
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