International Talent Acquisition Explorer
14.2K views | +0 today
Follow
 
Scooped by Alexander Crépin
onto International Talent Acquisition Explorer
Scoop.it!

Sourcing talent a key recruiting differentiator part 2 - the (Big) Da…

Sourcing today is Data Driven.
Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing successfully and become a winner in the War-for-Talent.
Alexander Crépin's insight:
Share your insight
more...
No comment yet.
International Talent Acquisition Explorer
Sharing interesting publications on contemporary recruitment
Your new post is loading...
Your new post is loading...
Scooped by Alexander Crépin
Scoop.it!

Recruitment life cycle model: SAAA by Alexander Crepin

Workshop Recruitment Strategy, introducing the SAAA Recruiting model
more...
compressedlips's comment, December 20, 2017 4:23 AM
Nice
pillowbedding's comment, March 6, 11:21 PM
Cool
Scooped by Alexander Crépin
Scoop.it!

LinkedIn Embraces Its Inner Snapchat With New Video Features | ERE

LinkedIn Embraces Its Inner Snapchat With New Video Features | ERE | International Talent Acquisition Explorer | Scoop.it
Launching less than a year ago, LinkedIn was really late to the native video upload game. At the time, I wrote, 'Employers will now be able to post videos and get data that actually supports recruiting. Imagine a company promoting a
more...
wholesalesoapsupplier's comment, April 5, 2:23 AM
Nice
Scooped by Alexander Crépin
Scoop.it!

Short of Technicians, We’re Trying Virtual Reality 

Short of Technicians, We’re Trying Virtual Reality  | International Talent Acquisition Explorer | Scoop.it
2.500 Glasses Delivered at Home
The VR films are used in various ways to recruit technicians. In January, for example, 2,500 of the technicians from Alliander received cardboard VR glasses at home. They can show the films to family and friends. We believe that our involved colleagues in the recruitment of new colleagues are our greatest asset. With the VR glasses we enable them to show through their surroundings what a beautiful job Alliander does.

In addition, recruiters get applicants through the VR films prior to a job interview, during a cup of coffee, to meet the company. Visitors who visit job fairs and events also get a glimpse into the field of work of our energy company through the virtual reality experience.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

4 Ways to Use Mobile Geo Fencing for Recruitment | ERE

4 Ways to Use Mobile Geo Fencing for Recruitment | ERE | International Talent Acquisition Explorer | Scoop.it
If you aren’t familiar with geo fencing, it is a tactic that allows you to deliver digital display ads to websites and apps accessed by mobile phones based on the location of the device. That is, you set up a “fence” — a small geographic radius — in which your ads will appear. (See below for more explanation).

Here are four ways you can use mobile geo fencing for recruitment:

College recruiting. Target colleges, or other schools, and deliver recruitment ad campaigns to smart phones on/around the desired campus or campuses.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Find your place on the “culture continuum” (recruiting for cultural fit)

Find your place on the “culture continuum” (recruiting for cultural fit) | International Talent Acquisition Explorer | Scoop.it
Once derided as “soft stuff,” company culture is now understood to affect business performance and is increasingly an area of strategic contribution for HR leaders. Yet many culture change efforts fall short of expectations—or fail outright.

One reason? Companies fail to accurately (and candidly) assess their starting point and therefore create plans that are unrealistic, unsustainable, and unpersuasive. By starting with a clear-eyed view of where a culture is, HR leaders can better articulate what a culture could be—and spark the sorts of frank management conversations that help link culture to commercial goals.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

3 Hot Technologies That Will Disrupt Recruiting this year

3 Hot Technologies That Will Disrupt Recruiting this year | International Talent Acquisition Explorer | Scoop.it

It’s that time of year again when we dust off our crystal ball and try to gaze into the future of recruiting.
So after making my standard resolution to lose that 15 pounds in the New Year, I’ve given the stars another gander to see what the future of recruiting will hold.
1 — Supercharged referrals and the future of recruiting
The first thing that I see that can make a major impact on recruiting in 2018 is Teamable.

more...
pillowbedding's comment, March 6, 11:21 PM
Awesome
Scooped by Alexander Crépin
Scoop.it!

4 Big Barriers That Will Impede Talent Acquisition This Year 

4 Big Barriers That Will Impede Talent Acquisition This Year  | International Talent Acquisition Explorer | Scoop.it
Given that 2017 marked a 17-year low for unemployment, there will be a big battle for talent this year – especially in technology, health care and professional services. With the rapidly changing career climate and low unemployment, recruiters and hiring professionals must do everything they can to find and retain talent. Since a variety of …
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

The World’s Most Talent Competitive Countries, 2018

The World’s Most Talent Competitive Countries, 2018 | International Talent Acquisition Explorer | Scoop.it
The leaders in talent competitiveness

Countries that realise the importance of leveraging diversity as a resource and do so effectively lead this year’s Global Talent Competitiveness Index.

Switzerland (1) remains top of the index, retaining its spot of previous years. The country is especially sensitive to cognitive diversity; it retains the talent it grows and is also welcoming to outside talent. 24 percent of Switzerland’s population was born abroad but with regards to gender diversity, there are still obstacles preventing women from assuming leadership roles.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

You Don’t Need Dedicated Sourcing If You Do These Things Well

You Don’t Need Dedicated Sourcing If You Do These Things Well | International Talent Acquisition Explorer | Scoop.it
I don’t think a dedicated sourcing function has to be included in a TA organization.

The reasons TA organizations hire dedicated sourcers vary, depending on the size and scope of the organization. Some bring on sourcing teams to help offload some of the administrative burdens from existing recruiting staff, others bring them in to focus on going after difficult-to-find talent profiles, and others are brought in for quick-hit augmentation projects. Some companies want sourcers to pipeline, some want them to screen applicants, some want lead generation… the list goes on and on.
more...
bastingumami's comment, January 26, 11:24 PM
Nice
Scooped by Alexander Crépin
Scoop.it!

The War is Over

The War is Over | International Talent Acquisition Explorer | Scoop.it
2018, the year of acquiring the best talent will once again be our primary focus.

As always, talent acquisition will be on the hot seat everywhere.

Locate, identify, qualify, engage and secure the top performers from the competition and do it faster than ever before.

Here to save the day once again, technology. Let me repeat it “T-E-C-H-N-O-L-O-G-Y” (can you hear titanium clanking from the robots clapping and cheering?).

The evolution of tools and resources driven by “technology” has revolutionized the way we’ve recruited over the past 20 years. These advances have given ALL recruiters the competitive advantage.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

4 Storylines to Tackle That Tough Recruiting Challenge

4 Storylines to Tackle That Tough Recruiting Challenge | International Talent Acquisition Explorer | Scoop.it
Picture a hiring manager who has come to you complaining about applicant quality for the open positions on her team. She believes that her team specifically provides a unique opportunity given its vantage point within the organization, and — while she’s tried to communicate this opportunity in job description text — the messaging is not making it through to top talent.

What’s needed in this situation is some story-based content specific to the hiring manager’s team. The stories driving that content should come straight from the mouths of the people on the team, so you’ll want to sit down with them to hear what makes their team special.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Dangers of Stereotyping People

Dangers of Stereotyping People | International Talent Acquisition Explorer | Scoop.it
Only by eliminating stereotyping in the workplace—both explicit and implicit—can companies enable employees to be themselves and behave authentically. Add to that the need to judge all individuals on their merits and their performance, not making assumptions about them based on flawed stereotypes. Then companies can create true meritocracies where men and women perform to their full potential.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

#EmployerBranding: How to craft an employer branding strategy

#EmployerBranding: How to craft an employer branding strategy | International Talent Acquisition Explorer | Scoop.it
What are the key attributes for a successful employer branding strategy?

Foremost, employer branding needs to be viewed as a strategic, integrated approach as opposed to companies assuming that it rests solely with human resources (HR) and/or marketing. It is driven from the top by the CEO and the management team; and dedicated buy-in and participation is required from every stakeholder within every functional/operational division of the business.
A defined objective, whether it be a long-term or tactical (campaign based) approach, needs to be agreed upon, with clearly defined deliverables, time-frames, measurables and more importantly, how it ties in with meeting company’s holistic business objectives and bottom line profitability.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

5 Ways to Introduce Video Into Your Candidate Experience 

5 Ways to Introduce Video Into Your Candidate Experience  | International Talent Acquisition Explorer | Scoop.it
Showing is better than telling. Video is a powerful medium to showcase your jobs and company culture. It is the new medium to meaningfully discover, understand, and connect. Video is also predicted to account for 75 percent of mobile Internet traffic in the next five years.

But with so many options to use video in recruiting, where do we start? And how do all of these options come together to make a human-centered candidate experience?
more...
wholesalesoapsupplier's comment, April 5, 2:23 AM
Cool
Scooped by Alexander Crépin
Scoop.it!

Hoe Deloitte zijn 3 grootste recruitment-uitdagingen te lijf gaat

Hoe Deloitte zijn 3 grootste recruitment-uitdagingen te lijf gaat | International Talent Acquisition Explorer | Scoop.it
En over recruitment:
Het recruitmentteam telt zo’n 40 mensen;
Van hen houden zo’n 10 campusrecruiters zich uitsluitend bezig met de universiteiten;
Deloitte Nederland biedt jaarlijks ongeveer 1.600 contracten aan 1.250 unieke hires aan. Dat komt neer op ongeveer 6 per werkdag;
Daarnaast zijn zo’n 250 interimmers per jaar aan Deloitte verbonden. En dat aantal groeit;
Elk jaar voert het team zo’n 10.000 sollicitatiegesprekken, ongeveer 40 per dag
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

When It Comes to the Candidate Experience It’s the Same ‘Ol Story | ERE

When It Comes to the Candidate Experience It’s the Same ‘Ol Story | ERE | International Talent Acquisition Explorer | Scoop.it
If I hear it one more time, I think I’m going to scream.

This part: The research reports are great, but it’s the same old story. So, what’s new and fresh?

I’m talking about the Talent Board global candidate experience research. The overall data from pre-application to onboarding we capture hasn’t varied much over the past few years that we’ve been conducting this annual research.

That doesn’t mean there aren’t incremental trends of improvement that have been happening across the board around the world. There have been. But there have also been negative sentiment increases around the world.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Talent Pipeline Case Study — Nestlé Purina Reaches an Amazing 43 Percent of Hires 

Talent Pipeline Case Study — Nestlé Purina Reaches an Amazing 43 Percent of Hires  | International Talent Acquisition Explorer | Scoop.it
You might be surprised to learn that a talent pipeline strategy can yield a time to fill that can actually be zero days. If you’re not familiar with the concept, a talent pipeline recruiting strategy provides a tremendous competitive advantage because it allows your firm to fill positions almost immediately with higher-quality talent then you would normally get by using the typical just-in-time sourcing. This pipeline approach is called a “pre-need strategy” because the candidate sourcing starts before you have an immediate opening. And that means that rather than “chasing talent” under time pressure, you can take your time finding top candidates. And once they are found, you can then slowly and deliberately make a thorough candidate assessment and completely sell them on working for your firm.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

The Hype of Candidate Engagement and Candidate Experience 

The Hype of Candidate Engagement and Candidate Experience  | International Talent Acquisition Explorer | Scoop.it
Does having a good experience or being engaged result in better candidates? How do we define quality? Again, there is no accepted, measurable definition of candidate quality that I have seen. There are mounds of anecdotes, but there were mounds of anecdotes and case studies proving that sanitariums and sunshine cured tuberculosis. Anecdotes are not evidence.

We are a long way from showing that a positive experience or engaged candidates are any better than those who were not particular engaged or from those who had a bad experience. Spending time and money on unproved theories is not only wasteful, it can divert us from doing things that make a bigger difference — learn about the business, anticipate future needs, build relationships, and work with hiring managers to set realistic requirements.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

What Companies With a Great Candidate Experience Do That Others Don't 

What Companies With a Great Candidate Experience Do That Others Don't  | International Talent Acquisition Explorer | Scoop.it

The longer I write about recruiting and hiring, the more I believe that the candidate experience needs to be at the heart of how every organization recruits and hires people.
And the longer I write about recruiting and hiring, the more clearly I see that is not the case.
This thought popped into my head again this week as I read through the 2017 Talent Board North American Candidate Experience Research report. 
This is a serious piece of research from theTalent Board. It’s an in-depth look at how job candidates, and the companies and organizations that are looking to hire them, view all aspects of the candidate experience.
And, the North American Candidate Experience 2017 research report is based on a whopping 180,000 surveys of candidates who applied to positions at 200 companies — “most of whom did not get the job.”

more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

How AI Is Improving Candidate Sourcing Tools In 2018

How AI Is Improving Candidate Sourcing Tools In 2018 | International Talent Acquisition Explorer | Scoop.it
Candidate sourcing: where is recruiting headed?
Recruiting increasingly needs to become a strategic advantage.

It’s true that automation will eventually fully get to scale and potentially eliminate million of jobs, but that’s still decades away. Today, people power organizations and having the best people makes the best organizations.

Unfortunately, the popular phrase “war for talent” has become “the war on talent”:

Instead of winning a war for talent, organizations appear to be waging a war on talent, repelling and alienating employees more successfully than harnessing their skills. The result is a highly inefficient job market where most companies complain about their talent shortages while most employees complain about their pointless jobs.

There are numerous reasons why this happened. One of them is that recruiting is usually through HR, and HR isn’t directly revenue-facing. As a result, decision-makers haven’t cared about it as much as they should in the past.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Let’s Change the Whole Definition of a Full-lifecycle Recruiter 

Let’s Change the Whole Definition of a Full-lifecycle Recruiter  | International Talent Acquisition Explorer | Scoop.it
“Full-lifecycle recruiter” is a misnomer, inferring a finite lifecycle limited to talent identification through the new hire onboarding process. Let me explain below. But first, some numbers.

Nearly 78 percent of candidates say the overall experience they have during the interview process is an indication of how the company values its employees (CareerBuilder, Candidate Experience from End-to-End, 2017)
More than 58 percent of people with a negative impression of a company from a prior experience say they will not apply to that company in the future. (IBM, The Far-Reaching Impact of Candidate Experience, 2017)
92 percent would consider leaving their current job if offered a job by a company with an excellent corporate reputation (Corporate Responsibility magazine, 9/2015)
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

The Number of People Who Should Be Involved in Approving Your Employer Brand

The Number of People Who Should Be Involved in Approving Your Employer Brand | International Talent Acquisition Explorer | Scoop.it
The number of people involved in approving your employer brand: Is it one? Three? 27? As a general rule, the more minds, opinions, and pseudo-machinations that are applied to assessing and ultimately approving a creative idea, the less unique the final idea will be.

In the world of employer brand marketing, we call this “having too many cooks in the kitchen.” (We’re a simple lot, us employer brand marketing folks.)

The point is this: More often than not, a great creative idea “gets through” because that decision was made by one or a few individuals who felt free to be bold … who felt unencumbered in their thinking and unafraid to be different.
more...
bastingumami's comment, January 26, 11:25 PM
Great
bastingumami's comment, January 26, 11:25 PM
Great
Scooped by Alexander Crépin
Scoop.it!

Study Says Less Is More and Cheaper is Better When It Comes to Recruitment Videos

Study Says Less Is More and Cheaper is Better When It Comes to Recruitment Videos | International Talent Acquisition Explorer | Scoop.it
I'm not a big fan of video when it comes to resumes, but for employers, I think it's a must-have. What companies struggle with, however, is exactly how video should be done. Many opt for professionals armed with with costly
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Talent? Wat is dat? En wat is Talentmanagement? 

Talent? Wat is dat? En wat is Talentmanagement?  | International Talent Acquisition Explorer | Scoop.it
Talentmanagement in organisaties gaat uiteraard over het managen van talent. Echter, wat onder talent wordt verstaan, is zeer uiteenlopend. Uit analyses van deze diversiteit blijkt dat er grosso modo sprake is van drie vormen van talent. De manier waarop talent wordt gemanaged, hangt af van de in de organisatie vigerende vorm van talent. Ook daarin is verschil van benaderingswijze met zeven verschillende talentmanagementbenaderingen tot gevolg. Zo ontstaat er breed palet aan invalshoeken rondom het managen van talent in organisaties. Hier volgt het overzicht.
more...
compressedlips's comment, December 20, 2017 4:23 AM
Cool
Scooped by Alexander Crépin
Scoop.it!

Hiring trends to be aware of in the US | HR Trend Institute

Hiring trends to be aware of in the US | HR Trend Institute | International Talent Acquisition Explorer | Scoop.it
As hiring volumes increase and the field continues to evolve, HR managers in the United States face unique challenges. Some hiring trends to consider.
more...
No comment yet.
Scooped by Alexander Crépin
Scoop.it!

Blind Auditions Might Prove Key to Better Hiring - Dice Insights

Blind Auditions Might Prove Key to Better Hiring - Dice Insights | International Talent Acquisition Explorer | Scoop.it
For the vast majority of companies, hiring employees works in a very rigid, time-tested way: The applicant submits a resume and cover letter, which is reviewed by recruiters or HR staffers; if the details of that resume align with the offered position, the applicant is called in for interviews; and if the applicant makes it through that process, he or she is offered the job.

The problem, at least according to a subset of pundits and recruiters, is that traditional hiring is fraught with bias. Managers (however well-intentioned) bring a collection of conscious and unconscious preferences into every candidate interview. In a 2014 interview with Fast Company, Brian Welle, director of people analytics at Google, suggested that hiring executives might counter those biases by focusing on skills rather than the individual; attempting to become more self-aware of behavior and predisposition; examining demographic data related to company hiring; and talking through decisions.
more...
No comment yet.