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Guest Blog: IQNavigator's Kevin Poll Forecasts a New, Blended Model for Hiring

Collaboration is the name of the game in business today. And while collaboration is a human mindset, there are new technologies helping us along as we shift our ways of thinking and interacting. At IQNavigator, we’re seeing convergence in the way companies hire and manage the permanent and contingent segments of their workforce. It’s a major business swing toward collaboration, and it’s being fueled by innovative technology.

Topics: Talent Acquisition Research and Insights RPO Organizations

4 Need-to-Know Facts about Job Candidates in 2016

If I had to sum up this past year, 2015 would be The Year of Candidate Engagement. The focus in talent acquisition has expanded from offering a great candidate experience (so 2014) to wanting an active connection with job seekers. And in our quest to design strategies for engagement, and plan out what we want job seekers to know about our organization, it’s easy to lose sight of a simple fact: Engagement is a two-way street. If TA strategies for engaging job seekers don’t account for their preferences and behaviors, our best work won’t deliver on the goal. So as we prepare to engage candidates in 2016, I thought it would be helpful to take a look at how candidates searched for jobs this past year.

Topics: Talent Acquisition Research and Insights Healthcare Hiring Recruiting Advice

Rethink Your Strategy: Give Candidates a Voice in Your Hiring Process

Yesterday’s Human Capital Institute (HCI) webinar by David Szary, founder of Lean Human Capital, gave us all some things to think about in terms of recruitment and hiring. And here’s one shocker: 64% of the audience indicated they’d never secret-shopped their hiring process. I have to admit, that number was a lot higher than I’d expected, especially given the emphasis today in TA on the candidate experience.

David’s presentation, “Is Your Hiring Process Fair? How to Know & Why it Matters,” was data-rich. Over nearly two years, his organization has surveyed more than 125,000 candidates who were not hired – NHCs as Lean Human Capital calls them – to understand the candidate and applicant experience through their eyes. The overarching goal is to understand the impact of the candidate experience on business success through the lens of referral rates, re-apply rates, and candidates’ purchasing behavior. The research found that 38% of the candidates who had a positive experience would likely change their consumer habits around utilizing services from the employer organization in the future, while 11% of candidates who had a negative experience would do the same. In essence, the hiring experience has the power to change buying behavior with 55% of non-hired candidates. I’d say that’s pretty significant.

Topics: Hiring Best Practices Recruiting Advice

Helping HR Get a Seat at the Table

Splashed in bright yellow highlights across a recent Harvard Business Review were the words “Go to War for Talent.” Even without the yellow, this would have caught my eye: The war for talent has been on for a long time, so what’s the new angle? The article inside predicts unprecedented challenges ahead for companies in North America and Western Europe as competitors from other countries and the tech sector change the way business is done. The authors believe more than 45% of the Fortune Global 500 will come from emerging markets by 2025. Going to war for talent is one of the key strategies they recommend for companies to respond to ensure their survival.

Topics: Hiring Best Practices