Hidden Workers: Part-Time Potential Report | Harvard Business School and Accenture

Talent Acquisition Talent Management

In September 2021, I shared a 74-page report by Harvard Business School and Accenture titled “Hidden Workers: Untapped Talent.” This report identified several barriers that hinder organizations from considering “hidden workers” as potential employees or workers. Hidden workers are characterized as individuals who are seeking employment but face obstacles because of hiring practices that primarily focus on what they …

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2023 LinkedIn Talent Trends Report – May 2023 | LinkedIn Talent Solutions

Workforce Trends

This latest LinkedIn global talent trends report explores labor-market trends and their implications for candidates, employees, and the workplace. The trends are organized into four areas: 1) Hiring, 2) Internal Mobility, 3) Employee Values, and 4) Employee Growth. One finding is that while hiring has slowed down in many organizations, internal mobility is trending upward across 16 of 19 global industries (via promotions and internal role …

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Job Listings Abound, but Many Are Fake | The Wall Street Journal

Talent Acquisition

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 …

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The Future of Recruiting 2023 Report | LinkedIn Talent Solutions

Talent Acquisition

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 …

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The Promise (and Risk) of Boomerang Employees | Harvard Business Review

Talent Acquisition

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 …

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The New-Collar Workforce | Harvard Business Review

Workforce Trends

Many organizations continue to face challenges in attracting and hiring talent. However, hiring managers often contribute to this challenge by including irrelevant criteria in their job descriptions. One selection criterion that has come under increased scrutiny is academic degrees. As organizations use academic degrees as a filter for identifying talent—particularly for roles where this criterion is less …

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2023 The Future of Talent Acquisition | Korn Ferry

Talent Acquisition

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 …

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Do Jobseekers Value Diversity Information? Evidence from a Field Experiment and Human Capital Disclosures | Harvard Business School |

Talent Acquisition

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 …

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Considerations and Recommendations for the Validation and Use of AI-Based Assessments for Employee Selection | SIOP

HR Technology

The use of artificial intelligence (AI) in employment decisions continues to garner interest from organizations that want to use these tools fairly, ethically, and legally for hiring decisions. And while industrial and organizational (IO) psychologists have been at the forefront in helping organizations ensure that their selection tools meet these criteria, I/O psychologists’ involvement in …

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Overcome Hiring Manager Resistance to Nontraditional Candidates | Gartner

Talent Acquisition

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 …

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