Ideas from books, articles & podcasts.
Traditionally, attraction and selection have been treated as two distinct challenges. Companies have always benefited from high volumes of candidates, so they rarely had to worry about not having enough talent to choose from.
Now, as talent pools shrink, employers realize that this approach to recruitment is deeply flawed. At the same time, they’re becoming anxious about people having more leverage over their job preferences. Translation: You can’t attract candidates unless you make your brand, workplace, and offering attractive.
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For the first time since 2008, volume is missing from high-volume hiring, leaving most organizations using traditional recruitment strategies unprepared. As a result, employers are now having to quickly adapt to the current situation — with no true guideline for doing it the righ...
The heightened risk of getting sick, along with low wages, inflexible work schedules, and the increasing number of remote vacancies are all contributing to the talent crisis affecting the high-volume hiring.
Selection processes, whether powered by a single recruiting platform or multiple tools, tend to be linear in how they screen out candidates. A candidate needs to meet the threshold set for each stage to progress to the next. However, in a rapidly-changing labor market, this approach sets you up f...
In the current context, the lack of candidates at the top of the funnel seems like the most pressing problem. Yet if we look beneath the surface, we see that across industries, companies in the high-volume-hiring space are struggling with high attrition, poor-quality hires, and high drop-off rate...
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Human Resources is obsolete. Enter People Operations.
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