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Talent Acquisition

Analytics in HR

An internal skills gap analysis can help determine what needs to be developed the most. That way, businesses can plan trainings for existing and new employees accordingly. Organizational needs analysis The organizational needs analysis is the foundation of your recruitment strategy and selection choices. A Full Guide 3.

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Secure the Right HR Business Partner Manager for the Future

Visier

Last week, I shared the job description for the People Analytics Leader (you can download the job description template for your use here). In my forthcoming research on people analytics enablement, I spoke with numerous organizations that reported less than 25% of their HRBPs understood the businesses they support.

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MidWest TechRecruit ‘19 is just around the corner! [Recruiters can’t miss]

Hacker Earth

This one-day conference is all about technologies that can be leveraged to make talent acquisition more efficient. The conference will house 30+ internal talent acquisition, employer branding, recruitment marketing, talent analytics, and sourcing experts, sharing their tricks and tips on recruitment.

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MidWest TechRecruit ‘19 is just around the corner! [Recruiters can’t miss]

Hacker Earth

This one-day conference is all about technologies that can be leveraged to make talent acquisition more efficient. The conference will house 30+ internal talent acquisition, employer branding, recruitment marketing, talent analytics, and sourcing experts, sharing their tricks and tips on recruitment.

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Talent Professionals Share Their Top Recruiting Priorities for 2021

Linkedin Talent Blog

With geographical barriers eliminated, companies can use data like this to identify underleveraged talent pools, informing where they should search for remote employees. Use data to drive continuous improvement across the talent acquisition function. Adjust employer branding material to reflect the new reality.

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Recruiters Share Their Top Priorities for 2021

Linkedin Talent Blog

With geographical barriers eliminated, companies can use data like this to identify underleveraged talent pools, informing where they should search for remote employees. Use data to drive continuous improvement across the talent acquisition function. Adjust employer branding material to reflect the new reality.