Sentences with phrase «of talent acquisition leaders»

For a growing number of talent acquisition leaders, we are the alternative - of - choice to leading retained executive search firms Some companies want the quality of retained executive search, but with greater flexibility.

Intellerati is fast becoming the preferred alternative to contingency search firms for a growing number of talent acquisition leaders.

But, first let me take you back in time: A few years ago, I delivered a training presentation on the relationship between employment branding and candidate experience to a group of talent acquisition leaders.

Not exact matches

Alexa Merschel, one of PwC's campus talent acquisition leaders, said 8,200 employees have signed up so far for the benefit and that number is growing.

Nearly half (46 per cent) of HR leaders surveyed by IBM's Smarter Workforce Institute WorkTrends 2013/14 Survey believe it will transform their talent acquisition capability, and 49 per cent think it will transform payroll administration.

Recently, Simply Hired played host to a series of roundtables sessions with talent acquisition leaders, and I had the privilege of leading the discussion.

In the past talent acquisition leaders only considered the first half of their recruitment funnel posting a job or creating a visible webpage this has worked before but will not continue to work in the future.

In doing so, she sheds light on the opportunity ways to make executive search a better experience for hiring executives, executive search leaders, heads of talent acquisition, and candidates.

Recruiter Our client, a leader in their sector of the manufacturing industry has an immediate contract need for a Recruiter to join their talent acquisition team.

In fact, of the 700 talent acquisition leaders surveyed in the 2017 LinkedIn U.S. / Canada Recruiting Trends, 52 percent said they first look for employee referrals before contacting a candidate.

LAKEVILLE, MN — September 11, 2013 — Verified Credentials, Inc., the leader in background screening since 1984, announced today a new technology partnership with iCIMS, a leading provider of Software - as - a-Service (SaaS) talent acquisition software...

LAKEVILLE, MN — September 11, 2013 — Verified Credentials, Inc., the leader in background screening since 1984, announced today a new technology partnership with iCIMS, a leading provider of Software - as - a-Service (SaaS) talent acquisition software solutions for growing businesses.

Talent acquisition strategies are changing in terms of the skills and competencies prospective employers are looking for in both senior leaders and frontline employees.

While we've seen the use of sourcing increase — CRMs and talent networks to grow our candidate pools — talent acquisition leaders are focused on pre-candidate communication and resources.

In our work as recruiters, HR and talent acquisition leaders, there are two kinds of recruiting needs: 1) reactive and 2) proactive recruitment.

• Managed talent acquisition programs for multi-billion dollar companies across the United States • Clients included Yahoo!, Microsoft, Tumbleweed Communications, BEA, & Aderactive • Responsible for designing and implementing comprehensive recruitment and training programs • Trained and led staffing team consisting of recruiters, sourcers, coordinators, and schedulers • Offered guidance in recruitment, interview, negotiation, and training best practices • Developed execution plans offering metrics, hiring goals, and improvement strategies • Evaluated company staffing model, identified needs, and recommended remedial measures • Interacted with company CEO's, Presidents, and other members of senior leadership • Partnered with HR, Development, and other company departments to best meet company goals • Significantly cut personnel costs and turnover rate through recruitment of career employees • Recruited, interviewed, screened, and filled positions from entry level to senior leadership • Negotiated and finalized compensation packages and job descriptions • Managed complex personnel issues during company acquisitions and mergers • Responsible for ensuring that recruitment procedures empowered underrepresented groups • Authored reports detailing cost per hire, turnover ratios, and retention statistics • Utilized online and in - person recruitment tools and methods to attract best possible candidates • Developed working knowledge of varied professional fields to best fill positions • Built strong, long - term relationships with industry leaders across multiple professions • Cultivated sourcing pool for technology, sales, marketing, and other professional skill sets • Maintain strong ties to leading colleges and universities for recruitment purposes • Performed all duties in professional, efficient, and effective manner