If you’re a recruiter or sourcer, do you often find yourself starting your day early or staying up late to coordinate interview scheduling, pull together spreadsheets and reports, or search for tools that can improve your sourcing effectiveness? If you’re a talent acquisition leader or recruiting

As a recruiting executive, you know how important it is to be able to demonstrate the value your team brings to your business. But with everything on your plate, it’s easy to put your recruiting metrics on the back burner. Or, perhaps you’re just not a math person, and so you’ve been putting it off

We’ve all had these weeks... the Head of Engineering comes strolling by the Talent Acquisition team one fine Monday morning and nonchalantly says, “Hey team, we are planning for the build out of a new product and need to hire 20 engineers and 7 technical architects over the next 3 months.”

Are you a startup or a small and medium-sized business with an unknown brand? Or even if you’re a big and established corporation, perhaps you have a misunderstood brand where the market perception is different from your actual company culture and employee experience? In both cases, trying to

You may have heard that virtual reality and augmented reality are the next “big thing” in technology, and how they will revolutionize the way we live, learn, work and play. And they may completely change how we attract, engage and recruit talent in the future as well.

Is your company still relying on text-based recruitment marketing in a visual world? The thing is, candidates want to know what it's really like to work at your company, and a bullet list of skills and a blanket sell statement about the company in a job description just doesn't cut it anymore.

A bad hire can cost companies more than $50,000. But that’s not the end of the story. According to this recent TLNT article, there are many hidden consequences of a mis-hire: unwanted turnover, lower employee productivity and engagement, increased manager and leadership burnout, reduction in

Research shows that job boards on average gather 43% of all applications companies receive for new job openings. But while job boards may have the highest number of applications, their conversion-to-hire rates fall drastically behind other sources of hire like employee referrals and company career

There’s lots of buzz around talent personas these days. As a Program Recruiter at heart, I’ve always been on the bandwagon of casting a wide but focused net. For those of you who are evaluating if this “new” technique, adapted from our friends in marketing and user design, is one you want to learn