Blogs and articles
Here are some blogs we’ve written and some articles by others you may find interesting when it comes to talent acquisition and getting the most from your TA partner.
Diversity is an important aspect of recruitment; however, unconscious biases are still an issue in workplaces today. Unconscious bias, also called Implicit Bias, happens when an opinion is formed about candidates based solely on first impressions.
One of the big lessons of 2020 is that staying relevant in the market is challenging in these dynamic times, so learning and developing new skills should be a personal priority for us all. Here are three top skills for talent acquisition to have this year.
The talk of the office this time of year is usually around the company Christmas party. Except that many of us are not in an office, and social gatherings are not allowed. So, what does this mean for the infamous corporate Christmas party?
Along with all the challenges this year has brought us, 2020 has created one of the best hiring markets that employers have seen in recent years. There are high numbers of quality candidates searching for new jobs. But, these sought-after candidates won’t stay on the market for long and the employers that start hiring now will have a competitive advantage. So, how do you process a high volume of applications and make the most of a candidate-rich jobs market?
Many employers are keen to create a more diverse and inclusive workplace as well as staying ahead of game in the search for talent. But are both attainable with a single policy change? Dee Jas, Founder of diversity and inclusion consultancy colourfull shared four key ways to get the most out of your search for talent.
This is a crunch time for recruitment teams across the UK. We’re hearing time and time again that recruitment processes are taking longer and longer to reach fruition. The ability of recruitment teams to meet the needs of their businesses is being severely tested. Brexit anxieties aren’t helping matters, as candidates become more reluctant to move – and European candidates become harder to attract. But it’s not just market factors contributing to this problem, there are also deficiencies in the ways that businesses are going about their hiring activities.
We’re almost midway through 2017, but we still know very little about what Brexit actually means. Even without a defined Brexit deal, one thing we can be sure of though is that Brexit will bring some restriction to people’s movement.
It always surprises us how few companies don’t see candidate sourcing as integral to their succession planning strategy. Sourcing and approaching candidates before you need them greatly improves the responsiveness of candidates to your initial approach.
In our experience, you can have all the latest tools and technology available, yet still fail to run a successful candidate sourcing campaign because of lack of planning, lack of resources, and too narrow a focus.
Critical to a successful hiring campaign is having enough time and resource to dedicate to it. Working out what ‘enough’ is can be challenging. All too often the quality of the hire is compromised because you haven’t been able to give it the time it needs.
Brexit will have an impact on employment and recruitment in the UK. What that impact will be is still very uncertain at the start of 2017. Who will be able to work in the UK? Who won’t?