Recruiters have a tough gig. Getting talent in the door — quality, experienced, enthusiastic, talent, no less — is difficult in a competitive, job seeker’s market.
At the end of the day, though, “good” talent is a function of a recruiter’s judgment — what they care about, what they’ve seen, and how their definition of culture evolves over time.
A lot of complexity goes into that judgment, between biases implicit and explicit, deal-breakers in an interview, or key traits that have been proven to yield a great worker. Understanding the why behind those judgments is key to evaluating the crucial role recruiters play in hiring.
No longer just for marketing teams, content marketing can be a key tool for talent acquisition teams in their overall recruiting strategy. You’ve heard that it’s a candidate’s market, and research from HCI supports the shift in power from the employer to the job seeker. To ride the new wave, employers need to give more time and effort to advanced recruitment activities that really create awareness of an organization’s employer brand.
Discover how to leverage simple KPIs to combine recruitment data with other human capital data to make statistically-sound and predictive business decisions.