All in Talent Acquisition
In today’s highly competitive job market for top talents, candidate experience is one area that could potentially be a key differentiator to help organizations secure the desired piece to enable greater success in the longer term. But, what does it really mean by creating a positive candidate experience?
This article argues why unstructured panel interviewing is one of the inconsistent and unreliable forms of screening methods available, what we can do to use panel interviews strategically.
A brief example of how to spot a good recruiter from a bad one.
A reflection piece on my key takeaway from a recent WSG "Adapt and Grow" session where Eddie Lee shared about how HR can become more proactive rather than reactive when delivering business value.
How Is HRTech Involved In Getting Singaporeans Their Future Jobs?
Google Chrome plugins that can help to accelerate talent sourcing.
As a newly minted toastmaster, my experience thus far has been nothing short of enriching and invigorating. Every meeting has brought along fun, surprises and esprit de corps with the serendipity of how applicable and relevant the things I learnt were to my role as a HR professional.
Start your Employer Branding from your recruitment efforts. Here's how.
In this article, I share my thoughts and experiences working with recruitment agencies over the years... a commonly misunderstood industry sometimes by many. They work just as hard as many of us, and there are good partners out there, gems waiting to be discovered.
Perspective on the usefulness of psychometric testings at the workplace.
Why is Quality of Hire (QOH) being overlooked? To measure true business impact, organizations must measure their success in attracting, hiring, onboarding and retaining talent. It’s critical for business growth and sustainability. QOH is an area of opportunity for HR/Talent practitioners to be the drivers and advisors of talent acquisition, rather than merely order-takers. Seizing the opportunity to drive the value and measurement of QOH both enhances business success and cements HR’s role as a strategic rather than an administrative, transactional and reactive function.
Did you know that organizations in Asia are actually spending more over time by keeping cost-per-hire low? In this post, I will show that while CPH is an often used metric, its use should be balanced with other critical metrics such as quality of hire and cost-per-vacancy that give organizations more insight into the true ROI of TA.
How is Talent Acquisition being redefined in today's corporate world? How should we move away from being an order-taker to a strategic partnering role to the businesses?
Is reference check still relevant in today's context and should it remain as part of the recruitment process or be removed? How can we further tweak the process to capitalize on the benefits that it might yield in getting the right talent onboard?
Why Talent Acquisition (TA) needs to go beyond filling requisitions and drive real business impact through influence and an overview of how TA Advisory can be put into action.
List of good talent acquisition methods SMEs can do in the war for talents.
Part of the Elevating Talent Acquisition Across Asia series, this post explains the need to go beyond transactional and reactive recruiting practices.
Talent Acquisition plays a pivotal role in creating the building blocks for retention and engagement, and here are some examples and practices that explain the linkages.
Here's a perspective what to look out for when hunting for stars in entry-level positions.
"Hire Right, Hire Fast" -- is this a myth or a reality? Or are there ways or areas to improve on so that we can morph the myth into a reality?