Talent Analytics: Maximizing the TA ValueRob McIntosh
油
The document discusses the importance of talent analytics in optimizing recruiting processes, emphasizing the need for predictive analytics and data integrity. It highlights challenges such as relying on outdated metrics and the lack of standardized data collection methods, along with strategies for improving recruitment efficiency and quality through data-driven decision-making. The document also explores various performance metrics and their implications for hiring practices, suggesting that effective storytelling with data can significantly influence talent acquisition success.
The document outlines a master intake template for a job position, detailing essential elements such as the job title, hiring manager, target hire date, and key selling features of the role. It includes criteria for recruiting assessments, core behaviors to evaluate candidates, cultural assessments, and additional questions to aid the hiring process. Furthermore, it stresses the importance of obtaining insights from the hiring manager on ideal candidate profiles and assessment strategies for interviewers.
ATS Step & Status Recruiting Workflow TemplateRob McIntosh
油
The document outlines various candidate application statuses throughout the recruitment process, including steps from application to hiring. It highlights actions for different statuses such as rejections, candidate withdrawals, and hiring manager reviews, along with notes on managing future fit candidates. The process aims to streamline communication and tracking by categorizing candidates into relevant workflows and tagging them for future reference.
The document outlines 14 key competencies for talent advisors that help hiring managers identify top performers, including trust-building, effective communication, and data-centric thinking. Talent advisors are described as proactive problem solvers who enhance the recruiting process and ensure a positive candidate experience while providing impactful feedback and consulting on recruitment challenges. Their role is crucial in delivering top candidates to support the business's mission and continuously improve the hiring process.
The document outlines the traits of exceptional hiring managers, emphasizing their commitment to an exemplary candidate experience and effective collaboration with recruiters. These managers proactively support change and prioritize hiring by quickly responding to inquiries and making decisive decisions based on key success criteria. They leverage internal and external networks to enhance talent attraction and assessment strategies.
This document discusses establishing a standard set of recruiting metrics. It recommends contributing to an open source recruiting metrics list on Wikipedia and links to the original article on ERE Media that supports developing standardized recruiting metrics. The article aims to help recruitment professionals measure and improve their processes.
2015 State of Talent Acquisition - Empower EventRob McIntosh
油
This document discusses a disconnect between what technical assistance (TA) leaders think versus what recruiters think. It notes top 7 lists on various topics and questions on different subjects. The author continues to see a difference in perspectives between TA leaders and recruiters. The document is signed by H. James Harrington and includes a smiley face.
The document explores the current state of talent acquisition analytics, highlighting a lack of standardized metrics in organizations and the need for improved data storytelling. Many organizations are beginning to adopt analytics solutions to measure key metrics like quality of hire, candidate satisfaction, and cost per hire. The document emphasizes the importance of predictive analytics and actionable insights to enhance recruitment processes and better demonstrate the value of talent acquisition efforts.
This document contains a priority order list of 6 recruitment goals for various organizations with their current status updates. The goals include increasing employee referrals and diversity hires while reducing agency usage. Current plans to improve include bi-weekly leadership meetings, social media referral tools, and monthly business reviews. The recruiter requests manager support on communication alignment for referrals and advice on a challenging manager requiring 10 interviews per open position.
The April talent acquisition scorecard highlights the launch of an enhanced employee referral program and delays in the SEO solution due to contract negotiations. Key performance indicators show mixed results, with speed and quality issues particularly in technical roles and first-year attrition in sales. Plans to address these challenges include optimizing the interview process, improving assessment guides, and monitoring customer satisfaction trends.
The document outlines a talent acquisition value matrix that emphasizes the importance of defining, identifying, attracting, and engaging quality talent. It discusses strategies to assess candidates by leveraging Hiring Manager insights and evaluates the effectiveness of recruitment approaches from reactive to proactive and strategic methods. Additionally, it highlights leveraging an Employee Value Proposition (EVP) as a competitive advantage in attracting and retaining talent.
Framework for improving and measuring quality of hireRob McIntosh
油
The document discusses the challenges and metrics related to measuring the quality of hire within organizations, highlighting that many recruiting leaders struggle to track this effectively. Despite a significant interest in the quality of hire as a key performance metric, the majority of companies do not have reliable data or methods to assess candidates' suitability thoroughly. It emphasizes the need for a structured interview assessment methodology to improve new hire performance and reduce attrition within the first year of employment.
Resume and job search strategies v5 externalRob McIntosh
油
The document provides strategies for job searching, resume writing, and interviewing. It recommends tailoring resumes to specific job postings, using keywords from the job description. It also suggests researching companies online, being prepared to discuss strengths and qualifications, and following up job applications with phone calls to the hiring manager. The document gives tips for online searching, networking, and getting noticed on social media to improve job prospects.
V2.0 updated metrics and analytics how to tell the recruiting storyRob McIntosh
油
The document discusses the importance of storytelling in recruitment analytics, emphasizing how effective narratives can drive change and set expectations in talent acquisition. It outlines key performance metrics, data comparison methods, and techniques for visualizing recruitment stories, such as using traffic lights. Additionally, it highlights the value of transparency in data collection and the necessity of analyzing various recruitment sources to improve hiring outcomes.
Metrics and analytics how to tell the recruiting storyRob McIntosh
油
This document discusses how to use data, metrics, and analytics to tell effective recruiting stories in 3 sentences or less:
1) It identifies the three guiding principles for recruiting storytelling as helping make the case for change, setting expectations on issues and possibilities, and providing tangible actionable direction.
2) It notes that business executives primarily care about metrics related to quality, speed, and cost of recruiting, and provides examples of different analytical recruiting stories that can be told using those metrics.
3) Examples include comparing cost per hire, time to hire, new hire performance, and offer acceptance rates over time and between different job families to identify opportunities for improvement.
The document proposes a new framework for managing time-to-hire metrics and requisition processes at Avanade. The current system does not provide useful insights and does not support Avanade's business needs. The new framework includes:
1) Two types of requisitions - posting/sourcing requisitions to attract talent and demand requisitions tied to business needs.
2) Three new time-to-hire metrics: time to source candidates, time from interview to hire, and time to fill against target start date.
3) Updated processes and metrics to better track candidates, support global recruiting, and meet business demands.
Building a proactive sourcing function to fill Critical PositionsRob McIntosh
油
The document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining a clear recruitment charter by collaborating with leadership and recruiters. It also covers creating comprehensive passive and active candidate sourcing strategies, measuring the value of sourcing, and brainstorming solutions.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
油
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
IT Companies in Magarpatta: A Thriving Hub of Technology and Innovationprernarathi90
油
IT Firms in Magarpatta have transformed the region into one of Punes most vibrant and sought-after technology destinations. Located in Hadapsar, Magarpatta City is a privately managed, self-sustained township that blends residential, commercial, and IT infrastructure with green and eco-friendly planning. The presence of leading software companies, excellent connectivity, and world-class amenities make it a hotspot for IT professionals and businesses alike.
Methyl iodide is a key intermediate in the synthesis of pharmaceuticals and agrochemicals, enabling efficient methylation processes. Its high reactivity and purity facilitate the production of herbicides, pesticides, and active pharmaceutical ingredients, ensuring consistent product quality and performance in industrial applications.
Source - https://calibrechem.com/blog/industrial-applications-of-methyl-iodide-in-pharmaceuticals-and-agrochemicals/
Many companies still use old, on-premises ERP systems.
This creates technical debt and higher maintenance costs.
ERP Modernization helps move systems to the cloud, improving flexibility and access.
Company Profile [Popular Group of Industries]irtizashirazi
油
As a copywriter, I had the pleasure of working on this company profile for a group of businesses that each bring something unique to the table. My goal was to capture the essence of the group as a whole while highlighting what sets each company apart. This profile was carefully written to reflect their shared values, vision, and commitment to quality. Its the result of thoughtful research, collaboration, and a genuine effort to tell their story in a clear and meaningful way.
Tesia Dobrydnia brings her many talents to her career as a chemical engineer in the oil and gas industry. With the same enthusiasm she puts into her work, she engages in hobbies and activities including watching movies and television shows, reading, backpacking, and snowboarding. She is a Relief Senior Engineer for Chevron and has been employed by the company since 2007. Tesia is considered a leader in her industry and is known to for her grasp of relief design standards.
Vaden Consultancy: Transforming Businesses with Integrated HR, IT, and Cloud ...Vaden Consultancy
油
At Vaden Consultancy, we specialize in aligning talent, technology, and infrastructure to power business transformation. Our integrated service model brings together end-to-end HR consultancy, custom software development, and cloud infrastructure management enabling organizations to scale efficiently, adapt faster, and stay future-ready.
From sourcing top-tier talent and streamlining recruitment through RPO, to building enterprise-grade applications and deploying Microsoft 365, Azure, and Power Platform solutions we deliver a seamless experience under one roof. With expert support and strategic insight, we help businesses enhance productivity, reduce operational costs, and drive innovation at every level.
Vaden Consultancy is not just a service provider we are your strategic partner for growth in todays digital-first economy.
Electronic Shelf Labels & Digital Price Tags in Delhi | FoodcareFoodcare llp
油
Foodcare brings advanced electronic shelf labels and digital price tags to Delhi, transforming the way retailers manage pricing and product displays. Designed for modern retail environments, our solutions offer real-time price updates, reduce manual errors, and save operational time. These digital tags are ideal for supermarkets, grocery stores, pharmacies, and other retail formats looking to enhance efficiency and accuracy. With wireless connectivity and centralized control, you can update pricing, promotions, and product details instantly across multiple shelves. The high-contrast, energy-efficient displays ensure clear visibility for customers, improving overall shopping experience. Our labels are available in various sizes to suit different product categories and shelf designs. Easy to install and maintain, Foodcares electronic shelf label systems provide a seamless upgrade to your stores infrastructure. Choose Foodcare in Delhi for smart pricing solutions that combine innovation, reliability, and professional presentation. Stay competitive with digital technology that simplifies retail operations. For more information visithttps://foodcare.co.in/electronic-price-tags-in-Delhi/
A recruitment policy outlines the guidelines and principles an organization follows when hiring new employees. It ensures consistency, fairness, and transparency in the recruitment process, setting clear expectations for job roles, qualifications, and selection criteria. This policy helps attract the right talent, fosters a diverse workforce, and supports the organization's overall goals.
Smidmart is an industrial automation products one stop solutions where you got all materials you want from control panel cutomization to checkweigher parts your one stop solution is smidart . we are avialble on https://www.smidmart.com/
The document explores the current state of talent acquisition analytics, highlighting a lack of standardized metrics in organizations and the need for improved data storytelling. Many organizations are beginning to adopt analytics solutions to measure key metrics like quality of hire, candidate satisfaction, and cost per hire. The document emphasizes the importance of predictive analytics and actionable insights to enhance recruitment processes and better demonstrate the value of talent acquisition efforts.
This document contains a priority order list of 6 recruitment goals for various organizations with their current status updates. The goals include increasing employee referrals and diversity hires while reducing agency usage. Current plans to improve include bi-weekly leadership meetings, social media referral tools, and monthly business reviews. The recruiter requests manager support on communication alignment for referrals and advice on a challenging manager requiring 10 interviews per open position.
The April talent acquisition scorecard highlights the launch of an enhanced employee referral program and delays in the SEO solution due to contract negotiations. Key performance indicators show mixed results, with speed and quality issues particularly in technical roles and first-year attrition in sales. Plans to address these challenges include optimizing the interview process, improving assessment guides, and monitoring customer satisfaction trends.
The document outlines a talent acquisition value matrix that emphasizes the importance of defining, identifying, attracting, and engaging quality talent. It discusses strategies to assess candidates by leveraging Hiring Manager insights and evaluates the effectiveness of recruitment approaches from reactive to proactive and strategic methods. Additionally, it highlights leveraging an Employee Value Proposition (EVP) as a competitive advantage in attracting and retaining talent.
Framework for improving and measuring quality of hireRob McIntosh
油
The document discusses the challenges and metrics related to measuring the quality of hire within organizations, highlighting that many recruiting leaders struggle to track this effectively. Despite a significant interest in the quality of hire as a key performance metric, the majority of companies do not have reliable data or methods to assess candidates' suitability thoroughly. It emphasizes the need for a structured interview assessment methodology to improve new hire performance and reduce attrition within the first year of employment.
Resume and job search strategies v5 externalRob McIntosh
油
The document provides strategies for job searching, resume writing, and interviewing. It recommends tailoring resumes to specific job postings, using keywords from the job description. It also suggests researching companies online, being prepared to discuss strengths and qualifications, and following up job applications with phone calls to the hiring manager. The document gives tips for online searching, networking, and getting noticed on social media to improve job prospects.
V2.0 updated metrics and analytics how to tell the recruiting storyRob McIntosh
油
The document discusses the importance of storytelling in recruitment analytics, emphasizing how effective narratives can drive change and set expectations in talent acquisition. It outlines key performance metrics, data comparison methods, and techniques for visualizing recruitment stories, such as using traffic lights. Additionally, it highlights the value of transparency in data collection and the necessity of analyzing various recruitment sources to improve hiring outcomes.
Metrics and analytics how to tell the recruiting storyRob McIntosh
油
This document discusses how to use data, metrics, and analytics to tell effective recruiting stories in 3 sentences or less:
1) It identifies the three guiding principles for recruiting storytelling as helping make the case for change, setting expectations on issues and possibilities, and providing tangible actionable direction.
2) It notes that business executives primarily care about metrics related to quality, speed, and cost of recruiting, and provides examples of different analytical recruiting stories that can be told using those metrics.
3) Examples include comparing cost per hire, time to hire, new hire performance, and offer acceptance rates over time and between different job families to identify opportunities for improvement.
The document proposes a new framework for managing time-to-hire metrics and requisition processes at Avanade. The current system does not provide useful insights and does not support Avanade's business needs. The new framework includes:
1) Two types of requisitions - posting/sourcing requisitions to attract talent and demand requisitions tied to business needs.
2) Three new time-to-hire metrics: time to source candidates, time from interview to hire, and time to fill against target start date.
3) Updated processes and metrics to better track candidates, support global recruiting, and meet business demands.
Building a proactive sourcing function to fill Critical PositionsRob McIntosh
油
The document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining a clear recruitment charter by collaborating with leadership and recruiters. It also covers creating comprehensive passive and active candidate sourcing strategies, measuring the value of sourcing, and brainstorming solutions.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
油
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
IT Companies in Magarpatta: A Thriving Hub of Technology and Innovationprernarathi90
油
IT Firms in Magarpatta have transformed the region into one of Punes most vibrant and sought-after technology destinations. Located in Hadapsar, Magarpatta City is a privately managed, self-sustained township that blends residential, commercial, and IT infrastructure with green and eco-friendly planning. The presence of leading software companies, excellent connectivity, and world-class amenities make it a hotspot for IT professionals and businesses alike.
Methyl iodide is a key intermediate in the synthesis of pharmaceuticals and agrochemicals, enabling efficient methylation processes. Its high reactivity and purity facilitate the production of herbicides, pesticides, and active pharmaceutical ingredients, ensuring consistent product quality and performance in industrial applications.
Source - https://calibrechem.com/blog/industrial-applications-of-methyl-iodide-in-pharmaceuticals-and-agrochemicals/
Many companies still use old, on-premises ERP systems.
This creates technical debt and higher maintenance costs.
ERP Modernization helps move systems to the cloud, improving flexibility and access.
Company Profile [Popular Group of Industries]irtizashirazi
油
As a copywriter, I had the pleasure of working on this company profile for a group of businesses that each bring something unique to the table. My goal was to capture the essence of the group as a whole while highlighting what sets each company apart. This profile was carefully written to reflect their shared values, vision, and commitment to quality. Its the result of thoughtful research, collaboration, and a genuine effort to tell their story in a clear and meaningful way.
Tesia Dobrydnia brings her many talents to her career as a chemical engineer in the oil and gas industry. With the same enthusiasm she puts into her work, she engages in hobbies and activities including watching movies and television shows, reading, backpacking, and snowboarding. She is a Relief Senior Engineer for Chevron and has been employed by the company since 2007. Tesia is considered a leader in her industry and is known to for her grasp of relief design standards.
Vaden Consultancy: Transforming Businesses with Integrated HR, IT, and Cloud ...Vaden Consultancy
油
At Vaden Consultancy, we specialize in aligning talent, technology, and infrastructure to power business transformation. Our integrated service model brings together end-to-end HR consultancy, custom software development, and cloud infrastructure management enabling organizations to scale efficiently, adapt faster, and stay future-ready.
From sourcing top-tier talent and streamlining recruitment through RPO, to building enterprise-grade applications and deploying Microsoft 365, Azure, and Power Platform solutions we deliver a seamless experience under one roof. With expert support and strategic insight, we help businesses enhance productivity, reduce operational costs, and drive innovation at every level.
Vaden Consultancy is not just a service provider we are your strategic partner for growth in todays digital-first economy.
Electronic Shelf Labels & Digital Price Tags in Delhi | FoodcareFoodcare llp
油
Foodcare brings advanced electronic shelf labels and digital price tags to Delhi, transforming the way retailers manage pricing and product displays. Designed for modern retail environments, our solutions offer real-time price updates, reduce manual errors, and save operational time. These digital tags are ideal for supermarkets, grocery stores, pharmacies, and other retail formats looking to enhance efficiency and accuracy. With wireless connectivity and centralized control, you can update pricing, promotions, and product details instantly across multiple shelves. The high-contrast, energy-efficient displays ensure clear visibility for customers, improving overall shopping experience. Our labels are available in various sizes to suit different product categories and shelf designs. Easy to install and maintain, Foodcares electronic shelf label systems provide a seamless upgrade to your stores infrastructure. Choose Foodcare in Delhi for smart pricing solutions that combine innovation, reliability, and professional presentation. Stay competitive with digital technology that simplifies retail operations. For more information visithttps://foodcare.co.in/electronic-price-tags-in-Delhi/
A recruitment policy outlines the guidelines and principles an organization follows when hiring new employees. It ensures consistency, fairness, and transparency in the recruitment process, setting clear expectations for job roles, qualifications, and selection criteria. This policy helps attract the right talent, fosters a diverse workforce, and supports the organization's overall goals.
Smidmart is an industrial automation products one stop solutions where you got all materials you want from control panel cutomization to checkweigher parts your one stop solution is smidart . we are avialble on https://www.smidmart.com/
Upgrading from Microsoft Dynamics AX to Dynamics 365 Finance & Supply Chain Management (D365 F&O) is not just a technology upgradeits a strategic move to transform your business. At Trident Information Systems, a trusted Microsoft Gold Partner, we specialize in Upgrade AX to D365 F&O implementations. With decades of ERP expertise, we ensure your migration journey is smooth, efficient, and delivers maximum ROI. Whether youre transitioning from AX to D365 F&O, we are here to make your digital transformation seamless and impactful.
BOURNS POTENTIOMETER Provide You Precisionsmidmart
油
Bourns potentiometers are high-quality variable resistors designed for precision control in a wide range of electronic applications. Known for their durability, accuracy, and reliability, Bourns potentiometers are ideal for adjusting signal levels, tuning circuits, or setting reference voltages in industrial, automotive, and consumer electronics.
Available in rotary and slide variants, these components offer excellent repeatability, smooth operation, and long mechanical life, making them a trusted choice for engineers and designers worldwide.
Order to Show Cause, Show Notice to EmployeeSeemaAgrawal43
油
A show cause notice is a formal document issued by an authority, typically an employer, government agency, or institution, asking an individual or entity to explain or justify their actions or behavior. It is usually given when there is a violation of rules, policies, or expectations, and the recipient is required to "show cause" as to why disciplinary action should not be taken against them. The notice specifies the alleged violation, gives a deadline for the response, and outlines potential consequences if the explanation is unsatisfactory. It serves as a way to ensure transparency and fairness in addressing potential misconduct or non-compliance.
BMGI India Addressing Strategic, Innovative, and Operational Problems at Core...Naresh Raisinghani
油
Discover how BMGI India empowers businesses to solve core challenges, drive sustainable growth, and achieve real transformation through proven frameworks and deep industry expertise.
https://www.bmgindia.com
Improving Sales Forecasting in Volatile B2B Capital Equipment Markets - Dave ...Dave Litwiller
油
How to reestablish better sales forecasting, suitable to more volatile economic conditions. The case in point is B2B capital equipment industries, but the lessons extend well to other capital and large financial commitment sales, including SaaS and professional services, not just physical technologies.
Agentic AI vs Generative AI Key Differences and Use Cases.pdfSoluLab1231
油
Discover the key differences between Agentic AI and Generative AI, their unique use cases, and how each powers innovation across industries and businesses.