Although many organizations cite a paucity of talent and an inability to fill important roles as a key challenge, there is a vast overlooked talent pool of workers who are Skilled Through Alternative Routes (STARs). These are workers who have a high school diploma or equivalent and do not have a four-year college degree but …
Time-to-hire is one of the most important hiring metrics and is generally defined as the duration of time (usually measured in days) from when an applicant enters the hiring pipeline until they accept a job offer. This measure differs from “time-to-fill” which focuses more on the time from when a job is posted until a candidate accepts …
Most organizations understand the importance of fair and valid hiring practices. However, criteria beyond the scope of knowledge, abilities, and performance can still permeate (often unintentionally) the hiring practices of organizations, even amongst seasoned professionals with experience reviewing resumes and interviewing job candidates. In this study, the researchers tested whether people’s speech patterns — how …
This is the first resource of a six-part series from Cielo and Josh Bersin on how organizations should assess and transform their talent acquisition strategies to better meet the talent demands of today’s business context. This issue focuses on using market insights (i.e., research & data analysis, local market intelligence, and industry benchmarks) to guide …
This LinkedIn report outlines 7 ways recruiting will/is changing based on input from thousands of talent acquisition professionals. Insight #4 on p. 21 (Your #metrics will track outcomes, not just actions) shares how the more commonly used activity-based metrics, such as time-to-fill, candidates per hire, or offer acceptance rate, are being augmented with outcome-based metrics, …
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