Published By: Wonderlic
Published Date: Dec 19, 2017
Effective hiring takes hard work, dedication, and practice. Often a candidate who looks great on paper, aces the interview, and appears to be your next rock star will flop on the job. But frankly, it isn’t the candidate who is at fault. For organizations that have made a few too many mis-hires, the hiring process is to blame.
Too many hiring processes are fraught with unproven, unscientific, subjective measures. Fortunately, there are simple, practical steps you can take today to avoid the missteps frequently made when hiring.
This eBook will identify the 5 most common mistakes businesses make when hiring and how to solve for them. Learn how to:
Attract the right candidates
Upgrade your job descriptions
Select more confidently with data
Keep top candidates engaged
Provide more value when hiring!
Published By: Silkroad
Published Date: Aug 01, 2017
The Sources of Hire Report is back for 2017 and is more comprehensive than ever, covering more than 14 million applications, 655,000 interviews, and 329,000 hires. The job market is back—and so is increased competition for top candidates.
Get ahead by starting where the candidate journey begins.
Download this report to learn data-driven insights, including:
Internal vs. external sources
Online vs. offline sources
Top 5 branded job boards
Hot issues and best practices
In this e-book, you'll learn how to:
-Increase hiring velocity for high-demand talent
-Create stronger recruiting teams
-Find and engage the right agencies
The six data points in this e-book are critical to unlocking the full potential of direct hire agencies in order to land those highly sought-after job candidates. Commanding this data will also position your recruiting teams to become strategic advisors to your company and its business units.
Published By: Infosys
Published Date: May 21, 2018
In HR, working purely on instinct is dangerous. HR Professionals are highly skilled, and their experienced opinion is extremely valuable when it comes to selecting candidates, assessing performance, and all the other important aspects of this function. But can you rely on their instinct alone? This was the big question that our client, a large CPG company was facing.
When we realized this was the problem, the solution was obvious. Not necessarily easy, but obvious. There was plenty of data, but it wasn't being used to improve HR decision making. We designed an analytics solution that would improve HR Decision making. We designed an analytics solution that would improve the efficiency of data gathering, to make the HR function more effective. We then proposed an additional layer, which would use artificial intelligence (AI) to improve HR Decision-making further.
Published By: CEB Global
Published Date: Oct 27, 2016
As a leader in the field of talent assessment, we have identified 10 best practices for establishing a worldclass assessment function that leads to important business outcomes and helps transform talent leaders from process experts to talent advisors.
Attracting talented job candidates is one of the biggest
challenges facing HR in the next 10 years.1 Understandably,
organizations want top talent and they are highly focused on
recruiting strategies that enable them to hire the very best.
One increasingly popular strategy is mobile recruitment. As
mobile devices become ever more ubiquitous, potential
candidates are starting to look more favorably at organizations
offering a mobile recruitment option.2 But are all candidates
created equal when it comes to mobile recruitment? We decided
to take a look at the coveted members of the workforce and
explore their use of and attitudes towards mobile recruitment.
Using the high-potential employees subset of our global
WorkTrends™ survey data, we were able to compare top talent,
who significantly outperform their peers and demonstrate a
stronger capacity to succeed,3,4 with other employees. The
results provide new insight into mobile recruiting and guidance
for organizations looking to attract
To succeed today, organizations need to take advantage of
information technology in every area of their business. Talent
acquisition is no exception. Robust, reliable technology can
help recruiters more effectively engage with candidates.
According to Aberdeen Group, the user experience is key.
It is more important than ever to have friendly and interactive
platforms. In terms of talent acquisition, companies that
prioritize the candidate experience are more than twice as
likely to improve their cost per hire on a year–by-year basis.1
In addition, social capabilities can enable recruiting
professionals to use the Internet for job applications, social
referrals and video interviewing. Mobile integration also
enables users to connect with information where and when
they need it.
With better tools and insight into people and data,
organizations can much more quickly identify talent,
match capabilities to market needs, retain the best talent
and improve recruiting outcomes.
Simply put, rec
Published By: ZoomInfo
Published Date: Sep 07, 2010
Generate highly-qualified candidate lists effortlessly and instantly connect with direct contact information. The ZoomInfoT Database is the only source of business information combining the business web, community contributors, and professionals who post their own profiles-updated 24 hours a day, 7 days a week. Unlock the power of this data with our next-generation candidate sourcing tool, ZoomInfoT Pro, featuring robust search criteria, in-depth candidate profiles, and automated alerts on profile updates and changes. Start your free trial today.
If you’re dealing with large amounts of data and complex problems, you might be ready to hire a data scientist. But what will you ask in the interview, and how will you evaluate the candidates? In this e-book, we provide 20 interview questions, so you can walk right into the interview knowing what to ask. We also profile three working data scientists, so you can better understand the backgrounds and habits of this new breed of analytical data expert. Whether you’re hiring your first data scientist or your fifteenth, we hope this e-book helps you find the right candidate.
In This Paper
• Internal technology services that lack resources, rigor or efficiencies are prime candidates for the cloud
• Understand the business and regulatory requirements around the data to be moved to the cloud
• Know your cloud provider’s security and privacy commitments, and what responsibilities you retain
Finding and retaining top talent is no easy task.
The national unemployment rate is just about as low
as it has been in almost a decade and job seekers are being more particular about where they want to work — and for how much money. In this “candidates’ market,” you need every advantage you can get.
With that in mind, we hope the data in our 2018 Salary Guide will help you recruit, retain and pay employees
at all levels — and win the competition for top talent.