The New Old War for Top Talent
0 likes652 views
The document discusses the evolving challenges in the labor market post-pandemic, noting that many believe today's talent issues resonate with pre-pandemic concerns but with nuances. It highlights shifts in workforce dynamics, generational characteristics, and the impact of technology and specialization on hiring practices. Additionally, it addresses hiring bottlenecks and the need for innovation in talent acquisition strategies.
1 of 27
Download to read offline
Ad
Recommended
MassTLC Truth behind talent crisis
MassTLC Truth behind talent crisisMassTLC
油
The document summarizes preliminary findings from a MassTLC workforce summit survey of CXOs regarding the technology talent crisis in Massachusetts. Key findings include:
- Computer science jobs represent about half of the technology workforce and open requisitions in MA.
- There is strong competition for technology talent locally and difficulty finding sufficient talent in the local marketplace.
- Companies source talent primarily from quality schools and look outside the region to find workers with the needed skills.
- 76% of CXOs say talent acquisition is one of the top 3 barriers to company growth.
- The majority of demand is for bachelors-level skills along with business knowledge.
- 85% of companies have no problem hiring interns while 63AD-IN-ONE SUCCESS STORY GREY GROUP PRAGUE.PDF
AD-IN-ONE SUCCESS STORY GREY GROUP PRAGUE.PDFLibor Cerny
油
Grey Group Prague needed a single integrated tool to manage various administrative tasks across multiple spreadsheets and files. They selected AD-IN-ONE, an agency management software tailored for the advertising industry. AD-IN-ONE provided total control over client profitability and job costs, helping decrease over-servicing and equip managers with real-time data. It was up and running within six weeks without issues, handling over 100 employees, and helped bring transparency to a newly acquired company.Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...
Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...Aggregage
油
The document discusses the importance of candidate experience as a competitive advantage in recruiting, emphasizing that a positive experience influences candidates' perceptions and future engagement with companies. It highlights findings from Talent Board's research, including key metrics and differentiators for enhancing candidate experience, such as timely communication and feedback. Additionally, it lists the top-rated companies for candidate experience and outlines strategies employed by successful organizations.Insights and Energy for Leaders in Crisis Time Webinar - Episode 7
Insights and Energy for Leaders in Crisis Time Webinar - Episode 7Greatness Coaching
油
The document outlines a webinar series titled 'Insights & Energy for Leaders in Crisis-times,' highlighting previous sessions and upcoming events focused on leadership strategies and effective team performance. It emphasizes the importance of strategic planning, including elements such as vision, PESTEL analysis, SWOT analysis, and avoiding common pitfalls. The series aims to equip leaders with tools and insights to navigate challenges and innovate in their leadership approach.Service solahart bogor 0821225416663
Service solahart bogor 0821225416663solahartdki
油
The document discusses the evolving landscape of talent recruitment through 2021, highlighting the importance of adapting talent strategies to address generational, social, and technological changes. It emphasizes that financial security and engagement are key drivers for attraction and retention, as well as the need for new skills in a rapidly changing workforce. The need for effective human capital planning and an integrated approach to talent management is crucial for organizations to achieve superior business outcomes.Service solahart jakarta timur 081380240365
Service solahart jakarta timur 081380240365cv davinatama service
油
The document discusses the evolving challenges and opportunities in recruiting as we approach the year 2021, emphasizing the need for businesses to adapt to a changing talent landscape characterized by generational dynamics, skills shortages, and evolving engagement levels. It highlights the disparity in talent demand and supply, with developed economies facing greater challenges compared to emerging markets, and underscores the importance of new skills like digital proficiency and agile thinking for future workforce success. Strategies such as enhancing employee engagement, embracing virtual workplaces, and optimizing talent acquisition processes are essential for organizations to thrive amidst these shifts.Buzz canup
Buzz canupNgy Ea
油
This document discusses site selection and economic development strategies. It outlines a systematic site selection process involving macro and micro analysis of potential locations. The macro phase involves defining criteria, collecting data, and screening locations. The micro phase includes detailed community visits, labor and cost analysis. Incentives are most important in the final negotiation phase. Strategic planning is discussed as important for economic development, including developing a vision and identifying community assets. Infrastructure like transportation is noted as creating opportunities for growth.Talent-Playbook-Final.pdf
Talent-Playbook-Final.pdfBalaji G
油
This document summarizes key skills, hiring, and compensation trends for 2022 based on an analysis of labor market data. The following trends are highlighted:
(1) In-demand skills include leadership, technology, and skills related to talent acquisition. Top growing occupations focus on AI, blockchain, and workforce development.
(2) Remote work has more than tripled since 2020 and is expanding the geographic reach of hiring. Companies face more competition but also larger talent pools.
(3) Wages are increasing at twice the rate of previous years due to labor shortages. Industries like hospitality, healthcare, and supply chain are seeing particularly sharp rises. Companies are using new strategies like bonuses, benefits, and tuitionEvaluation group t_bunting_wezell_dkaser_aprice_jwierzbicki
Evaluation group t_bunting_wezell_dkaser_aprice_jwierzbickijmbicki
油
The document summarizes the evaluation of proposals submitted in response to a request for proposals (RFP) from Big Planes Industries to establish an aircraft parts manufacturing facility. Proposals were received from Mexico, Brazil, China, and India and were evaluated based on criteria including understanding requirements, country suitability, proposed location and workforce, cultural compatibility, and cost. After thorough review, India was selected as the winner based on its highest overall ranking of 93 out of 100 points. The new Indian facility will help Big Planes expand its business and serve customers globally over the next 5-10 years.DC Technology Business Innovation recommendations
DC Technology Business Innovation recommendationsJamey Harvey
油
The document outlines a strategy for transforming the District of Columbia's technology business ecosystem, which has been rated poorly for attracting small tech enterprises. It emphasizes the importance of technology, entrepreneurial education, and startups for job creation, while proposing initiatives such as creating a startup incubator, streamlining regulatory processes, and investing in education. The urgency of addressing these issues is highlighted by the projected job vacancies and the need for a skilled workforce as the district aims to become a leader in technology business innovation.Voice of the workforce - Infrastructure
Voice of the workforce - InfrastructureLewis Watling CertRP
油
The document presents the findings of a survey conducted on infrastructure professionals, focusing on their confidence in sector growth, recruitment expectations, and perceptions of the industry's reputation. Key insights reveal that a majority are optimistic about the growth of the rail sector, while there is also concern regarding recruitment and the skills shortage within the industry. Furthermore, appealing job attributes include good pay and benefits, with a significant portion considering relocating for better opportunities.Zero Emission Investing - A Brief History...
Zero Emission Investing - A Brief History...Ryan Panchadsaram
油
The document discusses zero emission investing, emphasizing the importance of targeting sectors such as electricity, agriculture, and transportation. It highlights a history of optimism in early-stage investments that diminished due to insufficient subsidies and high failure rates of startups. Despite challenges, there is a resurgence of interest and investment in clean technology with new funds emerging to support early-stage innovations.Evaluation group project (v 1.0a)
Evaluation group project (v 1.0a)kaserdeb
油
The document summarizes the results of an RFP evaluation for Big Planes Industries to expand its manufacturing operations. Four countries - Mexico, Brazil, China, and India - submitted proposals that were evaluated based on criteria such as understanding requirements, country suitability, proposed location and workforce, cultural compatibility, and cost. India received the highest overall ranking of 93 out of 100. The evaluation team recommended that Big Planes select India for its new manufacturing facility to support plans to service customers in 22 countries over the next 5-10 years.AdeccoVietnam_SalaryGuide2024 (tham khao)
AdeccoVietnam_SalaryGuide2024 (tham khao)nguyenanvuong2007
油
This document provides an overview of the Vietnam job market and salary trends for 2024. It notes that while 2023 presented economic challenges for Vietnam due to global instability and local difficulties, the economy is on a positive trajectory supported by government measures. The job market remains cautious, with 74% of businesses expecting limited to modest growth and some planning to cut workforces. Key skills in demand include change management, leadership, and digital/technological abilities. The salary guide provides compensation data for various industries in Vietnam.OK Workforce 際際滷s
OK Workforce 際際滷sEd Morrison
油
This document summarizes Norma Noble's presentation on developing a skilled workforce through talent development strategies and sector partnerships in Oklahoma. It discusses the shortage of workers and skills in Oklahoma, and how career pathways and sector strategies can help align education, workforce, and economic development efforts to meet employer needs. Key aspects include developing regional teams to address industry clusters, certifying work readiness through assessments and credentials, and growing the talent pipeline through initiatives focused on in-demand industries and youth.3rd annual EisnerAmper Real Estate Private Equity Summit West Speaker 際際滷s
3rd annual EisnerAmper Real Estate Private Equity Summit West Speaker 際際滷sRyan Slack
油
Bob Gray discussed trends impacting the real estate market including demographics, construction financing, development costs, interest rates, coworking, and technology. Diane Olmstead highlighted California's housing crisis with statistics on homelessness, unaffordability, and the impact on the economy. Paul Kaseburg discussed renovation considerations for value-add and repositioning opportunities including hold period, upgrades, IRR, exit caps, risk, and timing of renovations. Preston Sargent summarized four common investment strategies - core, core plus, value-add, and opportunistic - in terms of leverage, income, total return, and Bailard's approach to core plus. Tom Hoban discussed using technology to improve apartmentTrends in IT outsourcing
Trends in IT outsourcingJoydip Ghosh
油
Over the past 10 years, more than 2.4 million US jobs have been outsourced, with information technology making up 28% of outsourced jobs. Common reasons for outsourcing include reducing costs and gaining access to expertise. Popular outsourcing destinations include India, Indonesia, China, and the Philippines. Dedicated global teams are proposed as a solution, providing clients with complete control over resources while cutting costs. Outsourcing is expected to continue growing, with additional jobs in areas like finance and IT being moved offshore by 2016.IT outsourcing trends across the globe
IT outsourcing trends across the globeSuyati Technologies
油
The document details trends and statistics on outsourcing, highlighting that over 2.4 million jobs have been outsourced from the U.S. in the last decade, particularly in IT and human resources. It outlines reasons for outsourcing, such as cost reduction and access to expertise, while addressing challenges faced by clients like hidden costs and communication issues. The future outlook anticipates increased outsourcing, with companies planning to hire more outsourcers than full-time staff in the upcoming years.Saratoga County Warehouse + Logistics Economic Index 7.23.19
Saratoga County Warehouse + Logistics Economic Index 7.23.19JenniferKelley47
油
The document discusses trends in transportation, warehousing, and logistics in the Capital Region of New York, highlighting that it is an important and growing sector for the regional economy. It notes workforce challenges as a key issue facing companies in the industry. Survey results show most companies expect to expand operations through increased square footage, inventory, and employees in the next year, demonstrating continued growth in the sector.RallyFwd Dec 2022 - Chris Forman.pdf
RallyFwd Dec 2022 - Chris Forman.pdfRally Recruitment Marketing
油
The document discusses recruiting trends and predictions for 2023. It notes that while economic signals are conflicting, hiring is expected to slow slightly in 2023 with uncertainty in Q1 and Q2. Key trends include new pay transparency laws, a shift back to a mix of remote and in-office work, reputation becoming more important for attracting candidates, changes to job boards prioritizing candidate experience, and a focus on metrics like time to fill. To prepare, recruiters need understand economics, broaden their reach, highlight what matters most to candidates, and improve recruiting processes.Sample SME Board of Directors dashboard
Sample SME Board of Directors dashboardEric Tachibana
油
This document proposes a baseline template dashboard for start-ups to efficiently report to their boards, emphasizing the importance of strategic discussions over mere reporting. It includes various performance metrics such as accounts receivables, project pipelines, and revenue forecasts, while noting key initiatives and potential risks. The document encourages feedback on additional useful data points for small-business management reporting.2021 and Beyond| Career Outlook| Canada, USA and the World
2021 and Beyond| Career Outlook| Canada, USA and the World paul young cpa, cga
油
The document discusses career management and job outlooks in Canada and the United States, predicting strong hiring through 2019 and highlighting critical skills in demand, such as analytical thinking and technology use. It emphasizes the need for government alignment of education with future job demands, addresses risks such as slow economic growth and climate policies, and provides statistics on job vacancies and top careers for 2017. Furthermore, it underscores issues within entry-level positions and the overall decline in job quality, particularly for young Canadians.PW - Tracxn Company Report - 10 Jun 2022.pdf
PW - Tracxn Company Report - 10 Jun 2022.pdfSHUBHAMKUMAR420354
油
The Tracxn company report on PW highlights its position as an app-based platform offering tutoring services across various subjects, having formed in 2016 and raised $100 million in funding. Key competitors include prominent educational companies like Byju's and Unacademy, showing significant financial growth in the K-12 edtech sector. The report provides insights into the competitive landscape, funding history, and financial performance of PW, alongside notable trends in the edtech industry.State of the Sector_Energy
State of the Sector_EnergyDane Worthington
油
The document discusses the energy sector workforce in the Greater New Orleans region. It finds that 58% of energy jobs require middle skills and projects the sector will grow 17% over the next decade, creating over 13,000 job openings. However, the workforce is aging, with over 20% of workers in many middle-skill energy occupations being over 55 years old. There is also a lack of awareness among young people about high-paying career opportunities in the sector. The report outlines some common career pathways in oil and gas extraction that start at entry-level and allow workers to progress with more education, experience, responsibility and increased pay over time.Kelsey.saturday.cedsa primer
Kelsey.saturday.cedsa primernado-web
油
This document summarizes the key topics from an annual training conference on Comprehensive Economic Development Strategies (CEDS). It emphasizes that CEDS should focus on the regional planning process rather than just producing a document, and should represent the unique strengths and priorities of each region. The document provides suggestions for improving CEDS quality and impact, such as prioritizing measurable goals and outcomes, telling compelling stories to motivate action, and leveraging CEDS to align with other regional economic development plans and initiatives. Examples of effective CEDS from different regions are also referenced to illustrate best practices.10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...
10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...Auxis Consulting & Outsourcing
油
The document discusses the rise of nearshore outsourcing in the post-COVID era, highlighting that 80% of CFOs are implementing cost containment measures and 74% plan to maintain remote work permanently. It emphasizes Costa Rica, Colombia, and Mexico as key nearshore destinations due to cost efficiency, cultural affinity, and strong workforce capabilities. Nearshoring is portrayed as a collaborative approach that drives innovation, with significant cost savings and improved operational flexibility.State of the Cloud 2022
State of the Cloud 2022Bessemer Venture Partners
油
The 2022 State of the Cloud report highlights significant trends in the public cloud market, noting a record $142.4 billion in U.S. IPO proceeds in 2021, while M&A activity reached $1.24 trillion. Despite a slowdown in venture capital funding in 2022, the report emphasizes the continued strength of SaaS models and forecasts increased cloud adoption across various industries. It predicts a rise in cloud marketplace procurement by 2024, with 80% of top cloud companies actively selling through these platforms.Ap outsouring on the rise webinar 07132021
Ap outsouring on the rise webinar 07132021Auxis Consulting & Outsourcing
油
Outsourcing accounts payable functions is on the rise due to challenges like high costs, manual processes, and lack of standardization in many AP departments. Nearshoring to locations like Costa Rica provides benefits like lower costs (30-60% savings), cultural affinity, and proximity that allow for collaboration between client and provider teams. Successful AP outsourcing leverages both labor cost savings and process improvements through automation and standardization to maximize efficiencies and free internal teams for more strategic work. Case studies showed outsourcing yielding 40%+ initial cost cuts along with productivity gains, backlog reductions, and the ability to scale operations without adding headcount.Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition Leaders
Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition LeadersRecruitment Process Outsourcing Association
油
The US labor market is at a slowing inflection point with normalized wage growth and persistent remote work. Although a recession is still possible, the current labor market remains strong with job additions and low layoffs. Key trends include the importance of competitive pay, flexibility for job seekers, and evolving hiring practices to address talent shortages.Best Practices for Implementing an External Recruiting Partnership
Best Practices for Implementing an External Recruiting PartnershipRecruitment Process Outsourcing Association
油
The document outlines best practices for implementing external recruiting partnerships, emphasizing the importance of active participation, clear communication, and defined objectives in the process. It highlights the roles within the implementation team and distinguishes between effective and ineffective implementation strategies. Additionally, it stresses the integration of change management with project management to ensure successful outcomes.More Related Content
Similar to The New Old War for Top Talent (20)
Evaluation group t_bunting_wezell_dkaser_aprice_jwierzbicki
Evaluation group t_bunting_wezell_dkaser_aprice_jwierzbickijmbicki
油
The document summarizes the evaluation of proposals submitted in response to a request for proposals (RFP) from Big Planes Industries to establish an aircraft parts manufacturing facility. Proposals were received from Mexico, Brazil, China, and India and were evaluated based on criteria including understanding requirements, country suitability, proposed location and workforce, cultural compatibility, and cost. After thorough review, India was selected as the winner based on its highest overall ranking of 93 out of 100 points. The new Indian facility will help Big Planes expand its business and serve customers globally over the next 5-10 years.DC Technology Business Innovation recommendations
DC Technology Business Innovation recommendationsJamey Harvey
油
The document outlines a strategy for transforming the District of Columbia's technology business ecosystem, which has been rated poorly for attracting small tech enterprises. It emphasizes the importance of technology, entrepreneurial education, and startups for job creation, while proposing initiatives such as creating a startup incubator, streamlining regulatory processes, and investing in education. The urgency of addressing these issues is highlighted by the projected job vacancies and the need for a skilled workforce as the district aims to become a leader in technology business innovation.Voice of the workforce - Infrastructure
Voice of the workforce - InfrastructureLewis Watling CertRP
油
The document presents the findings of a survey conducted on infrastructure professionals, focusing on their confidence in sector growth, recruitment expectations, and perceptions of the industry's reputation. Key insights reveal that a majority are optimistic about the growth of the rail sector, while there is also concern regarding recruitment and the skills shortage within the industry. Furthermore, appealing job attributes include good pay and benefits, with a significant portion considering relocating for better opportunities.Zero Emission Investing - A Brief History...
Zero Emission Investing - A Brief History...Ryan Panchadsaram
油
The document discusses zero emission investing, emphasizing the importance of targeting sectors such as electricity, agriculture, and transportation. It highlights a history of optimism in early-stage investments that diminished due to insufficient subsidies and high failure rates of startups. Despite challenges, there is a resurgence of interest and investment in clean technology with new funds emerging to support early-stage innovations.Evaluation group project (v 1.0a)
Evaluation group project (v 1.0a)kaserdeb
油
The document summarizes the results of an RFP evaluation for Big Planes Industries to expand its manufacturing operations. Four countries - Mexico, Brazil, China, and India - submitted proposals that were evaluated based on criteria such as understanding requirements, country suitability, proposed location and workforce, cultural compatibility, and cost. India received the highest overall ranking of 93 out of 100. The evaluation team recommended that Big Planes select India for its new manufacturing facility to support plans to service customers in 22 countries over the next 5-10 years.AdeccoVietnam_SalaryGuide2024 (tham khao)
AdeccoVietnam_SalaryGuide2024 (tham khao)nguyenanvuong2007
油
This document provides an overview of the Vietnam job market and salary trends for 2024. It notes that while 2023 presented economic challenges for Vietnam due to global instability and local difficulties, the economy is on a positive trajectory supported by government measures. The job market remains cautious, with 74% of businesses expecting limited to modest growth and some planning to cut workforces. Key skills in demand include change management, leadership, and digital/technological abilities. The salary guide provides compensation data for various industries in Vietnam.OK Workforce 際際滷s
OK Workforce 際際滷sEd Morrison
油
This document summarizes Norma Noble's presentation on developing a skilled workforce through talent development strategies and sector partnerships in Oklahoma. It discusses the shortage of workers and skills in Oklahoma, and how career pathways and sector strategies can help align education, workforce, and economic development efforts to meet employer needs. Key aspects include developing regional teams to address industry clusters, certifying work readiness through assessments and credentials, and growing the talent pipeline through initiatives focused on in-demand industries and youth.3rd annual EisnerAmper Real Estate Private Equity Summit West Speaker 際際滷s
3rd annual EisnerAmper Real Estate Private Equity Summit West Speaker 際際滷sRyan Slack
油
Bob Gray discussed trends impacting the real estate market including demographics, construction financing, development costs, interest rates, coworking, and technology. Diane Olmstead highlighted California's housing crisis with statistics on homelessness, unaffordability, and the impact on the economy. Paul Kaseburg discussed renovation considerations for value-add and repositioning opportunities including hold period, upgrades, IRR, exit caps, risk, and timing of renovations. Preston Sargent summarized four common investment strategies - core, core plus, value-add, and opportunistic - in terms of leverage, income, total return, and Bailard's approach to core plus. Tom Hoban discussed using technology to improve apartmentTrends in IT outsourcing
Trends in IT outsourcingJoydip Ghosh
油
Over the past 10 years, more than 2.4 million US jobs have been outsourced, with information technology making up 28% of outsourced jobs. Common reasons for outsourcing include reducing costs and gaining access to expertise. Popular outsourcing destinations include India, Indonesia, China, and the Philippines. Dedicated global teams are proposed as a solution, providing clients with complete control over resources while cutting costs. Outsourcing is expected to continue growing, with additional jobs in areas like finance and IT being moved offshore by 2016.IT outsourcing trends across the globe
IT outsourcing trends across the globeSuyati Technologies
油
The document details trends and statistics on outsourcing, highlighting that over 2.4 million jobs have been outsourced from the U.S. in the last decade, particularly in IT and human resources. It outlines reasons for outsourcing, such as cost reduction and access to expertise, while addressing challenges faced by clients like hidden costs and communication issues. The future outlook anticipates increased outsourcing, with companies planning to hire more outsourcers than full-time staff in the upcoming years.Saratoga County Warehouse + Logistics Economic Index 7.23.19
Saratoga County Warehouse + Logistics Economic Index 7.23.19JenniferKelley47
油
The document discusses trends in transportation, warehousing, and logistics in the Capital Region of New York, highlighting that it is an important and growing sector for the regional economy. It notes workforce challenges as a key issue facing companies in the industry. Survey results show most companies expect to expand operations through increased square footage, inventory, and employees in the next year, demonstrating continued growth in the sector.RallyFwd Dec 2022 - Chris Forman.pdf
RallyFwd Dec 2022 - Chris Forman.pdfRally Recruitment Marketing
油
The document discusses recruiting trends and predictions for 2023. It notes that while economic signals are conflicting, hiring is expected to slow slightly in 2023 with uncertainty in Q1 and Q2. Key trends include new pay transparency laws, a shift back to a mix of remote and in-office work, reputation becoming more important for attracting candidates, changes to job boards prioritizing candidate experience, and a focus on metrics like time to fill. To prepare, recruiters need understand economics, broaden their reach, highlight what matters most to candidates, and improve recruiting processes.Sample SME Board of Directors dashboard
Sample SME Board of Directors dashboardEric Tachibana
油
This document proposes a baseline template dashboard for start-ups to efficiently report to their boards, emphasizing the importance of strategic discussions over mere reporting. It includes various performance metrics such as accounts receivables, project pipelines, and revenue forecasts, while noting key initiatives and potential risks. The document encourages feedback on additional useful data points for small-business management reporting.2021 and Beyond| Career Outlook| Canada, USA and the World
2021 and Beyond| Career Outlook| Canada, USA and the World paul young cpa, cga
油
The document discusses career management and job outlooks in Canada and the United States, predicting strong hiring through 2019 and highlighting critical skills in demand, such as analytical thinking and technology use. It emphasizes the need for government alignment of education with future job demands, addresses risks such as slow economic growth and climate policies, and provides statistics on job vacancies and top careers for 2017. Furthermore, it underscores issues within entry-level positions and the overall decline in job quality, particularly for young Canadians.PW - Tracxn Company Report - 10 Jun 2022.pdf
PW - Tracxn Company Report - 10 Jun 2022.pdfSHUBHAMKUMAR420354
油
The Tracxn company report on PW highlights its position as an app-based platform offering tutoring services across various subjects, having formed in 2016 and raised $100 million in funding. Key competitors include prominent educational companies like Byju's and Unacademy, showing significant financial growth in the K-12 edtech sector. The report provides insights into the competitive landscape, funding history, and financial performance of PW, alongside notable trends in the edtech industry.State of the Sector_Energy
State of the Sector_EnergyDane Worthington
油
The document discusses the energy sector workforce in the Greater New Orleans region. It finds that 58% of energy jobs require middle skills and projects the sector will grow 17% over the next decade, creating over 13,000 job openings. However, the workforce is aging, with over 20% of workers in many middle-skill energy occupations being over 55 years old. There is also a lack of awareness among young people about high-paying career opportunities in the sector. The report outlines some common career pathways in oil and gas extraction that start at entry-level and allow workers to progress with more education, experience, responsibility and increased pay over time.Kelsey.saturday.cedsa primer
Kelsey.saturday.cedsa primernado-web
油
This document summarizes the key topics from an annual training conference on Comprehensive Economic Development Strategies (CEDS). It emphasizes that CEDS should focus on the regional planning process rather than just producing a document, and should represent the unique strengths and priorities of each region. The document provides suggestions for improving CEDS quality and impact, such as prioritizing measurable goals and outcomes, telling compelling stories to motivate action, and leveraging CEDS to align with other regional economic development plans and initiatives. Examples of effective CEDS from different regions are also referenced to illustrate best practices.10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...
10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...Auxis Consulting & Outsourcing
油
The document discusses the rise of nearshore outsourcing in the post-COVID era, highlighting that 80% of CFOs are implementing cost containment measures and 74% plan to maintain remote work permanently. It emphasizes Costa Rica, Colombia, and Mexico as key nearshore destinations due to cost efficiency, cultural affinity, and strong workforce capabilities. Nearshoring is portrayed as a collaborative approach that drives innovation, with significant cost savings and improved operational flexibility.State of the Cloud 2022
State of the Cloud 2022Bessemer Venture Partners
油
The 2022 State of the Cloud report highlights significant trends in the public cloud market, noting a record $142.4 billion in U.S. IPO proceeds in 2021, while M&A activity reached $1.24 trillion. Despite a slowdown in venture capital funding in 2022, the report emphasizes the continued strength of SaaS models and forecasts increased cloud adoption across various industries. It predicts a rise in cloud marketplace procurement by 2024, with 80% of top cloud companies actively selling through these platforms.Ap outsouring on the rise webinar 07132021
Ap outsouring on the rise webinar 07132021Auxis Consulting & Outsourcing
油
Outsourcing accounts payable functions is on the rise due to challenges like high costs, manual processes, and lack of standardization in many AP departments. Nearshoring to locations like Costa Rica provides benefits like lower costs (30-60% savings), cultural affinity, and proximity that allow for collaboration between client and provider teams. Successful AP outsourcing leverages both labor cost savings and process improvements through automation and standardization to maximize efficiencies and free internal teams for more strategic work. Case studies showed outsourcing yielding 40%+ initial cost cuts along with productivity gains, backlog reductions, and the ability to scale operations without adding headcount.10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...
10TH ANNUAL CFO LEADERSHIP CONFERENCE: The Rise of Finance Outsourcing in a ...Auxis Consulting & Outsourcing
油
More from Recruitment Process Outsourcing Association (20)
Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition Leaders
Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition LeadersRecruitment Process Outsourcing Association
油
The US labor market is at a slowing inflection point with normalized wage growth and persistent remote work. Although a recession is still possible, the current labor market remains strong with job additions and low layoffs. Key trends include the importance of competitive pay, flexibility for job seekers, and evolving hiring practices to address talent shortages.Best Practices for Implementing an External Recruiting Partnership
Best Practices for Implementing an External Recruiting PartnershipRecruitment Process Outsourcing Association
油
The document outlines best practices for implementing external recruiting partnerships, emphasizing the importance of active participation, clear communication, and defined objectives in the process. It highlights the roles within the implementation team and distinguishes between effective and ineffective implementation strategies. Additionally, it stresses the integration of change management with project management to ensure successful outcomes.Understanding the Impact of Artificial Intelligence on Talent Acquisition
Understanding the Impact of Artificial Intelligence on Talent AcquisitionRecruitment Process Outsourcing Association
油
The document discusses the impact of artificial intelligence (AI) on talent acquisition, detailing its historical evolution, current applications, limitations, and future trends. It highlights how AI is optimizing candidate experiences through enhanced matching, diversity promotion, and improved hiring processes while also addressing concerns related to data privacy and ethical responsibility. A case study is included, emphasizing the role of technology in streamlining operations and fostering diversity in hiring.Recruiting Tech: How to partner with Shazamme to grow your RPO business and a...
Recruiting Tech: How to partner with Shazamme to grow your RPO business and a...Recruitment Process Outsourcing Association
油
Employer branding and employer value proposition (EVP) is one of the key services expected by employers using modern recruitment process outsourcing. According to recent research commissioned by the Recruitment Process Outsourcing Association (RPOA), employers look to their RPO providers as trusted advisors to winning top talent in todays competitive talent marketplace. In many cases, this includes bringing along a tech stack and supporting services to integrate with their CRM systems.
With the added challenges of building and maintaining career websites, many recruiting providers stay away from offering these services to clients. However, could you pass on an opportunity to support your clients and drive additional revenue? In this webinar, youll learn how to partner with a recruiting website provider, Shazamme, to grow your RPO business and add value to your clients.
Learn more at https://resources.rpoassociation.org/shazamme-rpo-technology-driving-success-candidate-experienceWhat the Future Holds for Direct Sourcing and Contingent Labor
What the Future Holds for Direct Sourcing and Contingent LaborRecruitment Process Outsourcing Association
油
The document discusses the future of direct sourcing and contingent labor, highlighting a significant increase in contingent workforces by over 50% since the pandemic. It emphasizes the benefits of direct sourcing, such as cost savings, quality talent pools, and improved recruitment efficiency, along with trends showing that 62% of organizations using contingent workers are planning to adopt direct sourcing programs. A case study illustrates successful strategies employed to bridge a skills gap due to retirements, leveraging direct sourcing to fill the labor void.STORYTELLING: RECRUITING TRANSFORMATION
STORYTELLING: RECRUITING TRANSFORMATIONRecruitment Process Outsourcing Association
油
The document discusses the importance of storytelling in talent acquisition, emphasizing how recruiters can effectively engage candidates by understanding their personal and professional goals. It introduces tools such as candidate personas, empathy maps, and task maps to tailor recruitment strategies and improve relationships with candidates. By using these storytelling techniques, recruiters can create meaningful connections, making the recruitment process more relatable and memorable.People Analytics - Regs for AI Use in Employment
People Analytics - Regs for AI Use in EmploymentRecruitment Process Outsourcing Association
油
The document discusses the implications of artificial intelligence (AI) in employment, highlighting new federal and state regulations aimed at preventing discrimination in automated hiring processes. It emphasizes the importance of audits, transparency, and compliance to avoid violating anti-discrimination laws, specifically the Americans with Disabilities Act (ADA) and Fair Credit Reporting Act (FCRA). Key takeaways include the need for employers to monitor for biases, disclose AI use to applicants, and adhere to local laws, which may impose stricter requirements.How can you tell if a recruiter/sourcer is as good as they claim?
How can you tell if a recruiter/sourcer is as good as they claim?Recruitment Process Outsourcing Association
油
The document outlines how to evaluate the effectiveness and skills of talent sourcers compared to traditional recruiters, emphasizing differences in roles and metrics required for each. Key topics include the selection process, interviewing techniques, and the importance of customized training for sourcers. It also highlights the need for clear measurement of sourcing activities to optimize recruitment strategies.Making the Case for Recruitment Process Outsourcing
Making the Case for Recruitment Process OutsourcingRecruitment Process Outsourcing Association
油
The document discusses the advantages of Recruitment Process Outsourcing (RPO) compared to traditional recruiting methods, emphasizing RPO as a holistic talent acquisition solution that alleviates administrative burdens and enhances hiring processes through data analytics and strategic insights. It notes the current competitive hiring environment post-pandemic, with high demand for flexible work options and higher pay rates. The document further highlights the successful outcomes of RPO, such as increased satisfaction for hiring managers and candidates, improved time-to-fill, and significant cost savings.Overcoming the challenges of volume hiring
Overcoming the challenges of volume hiringRecruitment Process Outsourcing Association
油
The document discusses the challenges and strategies involved in high-volume hiring in a changing business environment, emphasizing the need for quick responses to hiring demands and the impact of candidate expectations and technology. It highlights economic factors affecting the hourly workforce, including stimulus measures and shifting candidate behavior. The importance of a sophisticated sourcing strategy and technology integration throughout the hiring process is also addressed.The Future of Talent Sourcing for Staffing Agencies and RPOs
The Future of Talent Sourcing for Staffing Agencies and RPOsRecruitment Process Outsourcing Association
油
The document discusses how programmatic job advertising can help staffing agencies and recruitment process outsourcers (RPOs) ensure the best candidate quality, margins, and client loyalty. It notes that traditional sourcing approaches are neither agile nor predictable. Programmatic recruitment advertising allows agencies to build an agile, transparent, and predictable talent sourcing funnel by optimizing spending based on source-to-hire data. This can help grow margins while communicating greater value through better performance, transparency, predictability, agility, and innovation. The document provides examples of programmatic success stories that achieved reductions in cost per hire and vacancy times.Recruiting in Turbulent Times
Recruiting in Turbulent TimesRecruitment Process Outsourcing Association
油
The document discusses the importance of the employee value proposition (EVP) and employer brand during turbulent times, particularly in the context of the COVID-19 pandemic. It highlights the challenges facing the workforce and the need for effective communication to maintain a strong employer brand. Additionally, it outlines steps for creating or updating an EVP to attract and retain talent while addressing employee needs and market changes.How to stabilize recruitment in an unstable world
How to stabilize recruitment in an unstable worldRecruitment Process Outsourcing Association
油
The document discusses strategies to stabilize recruitment amidst current labor market challenges, highlighting the importance of a candidate-centric experience and leveraging technology for efficiency. It provides insights on job market statistics and common talent acquisition challenges, emphasizing the need for a strong employer brand and data-driven decision-making. Additionally, it includes a panel discussion on enhancing recruitment processes and a call for resources on recruitment strategies.Making the Business Case for Investing in Talent Acquisition
Making the Business Case for Investing in Talent AcquisitionRecruitment Process Outsourcing Association
油
The document outlines the importance of effective talent acquisition planning led by experts Jenifer Kihm and Tim Oyer, who emphasize a holistic approach and the necessity of strong job design. Key insights include understanding the labor market dynamics and indicators that signal an optimized talent acquisition function while providing practical strategies for improvement. The core message stresses that hiring should be viewed as a critical business function, necessitating careful investment and collaboration between hiring managers and recruiters.How to Find the "Human" Behind a Candidate
How to Find the "Human" Behind a CandidateRecruitment Process Outsourcing Association
油
The document outlines a presentation by Joseph Marino discussing strategies for effective candidate interviews to better assess cultural fit and candidate engagement. It emphasizes the importance of structured panel interviews and specific questions designed to uncover candidates' true essence and work experiences. Additionally, the document addresses challenges in recruitment and suggests using a systematic approach to improve hiring practices.Rpoa aberdeen webinar final
Rpoa aberdeen webinar finalRecruitment Process Outsourcing Association
油
This document discusses the benefits of outsourcing recruitment processes to an expert partner rather than handling recruitment internally. It finds that companies partnering with an RPO (recruitment process outsourcing) provider are better able to understand skills gaps, establish talent pipelines, and attract and engage top talent. Specifically, RPO users are more likely to consider internal and external factors in recruitment strategies, adapt their definition of top talent, and closely align this definition with candidate expectations, leading to higher quality workforces. The document recommends RPO over internal recruitment or basic staffing partners due to RPO's holistic strategy approach.Hiring solutions and requirements
Hiring solutions and requirementsRecruitment Process Outsourcing Association
油
The document outlines five essential strategies for effective talent acquisition programs: business alignment, talent engagement strategy, understanding the recruitment market, customer-centric process, and measurement. It emphasizes the importance of aligning talent acquisition with organizational goals, creating strong employer branding, assessing market conditions, designing customer-focused hiring processes, and tracking key performance indicators. Additionally, the document provides actionable steps and resources for organizations seeking to improve their talent acquisition efforts.Blurred lines: Blurring the lines between human resources, recruiting and mar...
Blurred lines: Blurring the lines between human resources, recruiting and mar...Recruitment Process Outsourcing Association
油
The document discusses the intersection of HR/recruiting and marketing, highlighting the importance of an effective employer branding strategy. It shares insights on managing employer brand, the current candidate market, and the advantages and disadvantages of internal vs. outsourced marketing efforts. The document also mentions the growth of the RPO market and the effective sources for hiring full-time employees.Innovative Talent Solutions
Innovative Talent Solutions Recruitment Process Outsourcing Association
油
The document discusses the impact of innovative talent solutions on business success, presented by Pam Verhoff and Tim Oyer of Advanced RPO. It highlights case studies demonstrating significant improvements in recruiting metrics, such as time-to-fill and hiring manager satisfaction, through tailored recruitment processes and technology integration. The key takeaway emphasizes the importance of aligning talent acquisition strategies with business objectives to drive measurable results.Recruitment Process Outsourcing for the Small to Mid-sized Business
Recruitment Process Outsourcing for the Small to Mid-sized BusinessRecruitment Process Outsourcing Association
油
The document discusses how Recruitment Process Outsourcing (RPO) can benefit small to mid-sized businesses by handling their hiring processes more efficiently. It highlights key objectives like managing recruitment challenges, improving cost-effectiveness, and enhancing candidate experience. Additionally, it provides guidance on evaluating RPO providers and making a compelling case for RPO to organizational leaders.Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition Leaders
Indeed: Q4 2024 Labor Market Update for RPO and Talent Acquisition LeadersRecruitment Process Outsourcing Association
油
Best Practices for Implementing an External Recruiting Partnership
Best Practices for Implementing an External Recruiting PartnershipRecruitment Process Outsourcing Association
油
Understanding the Impact of Artificial Intelligence on Talent Acquisition
Understanding the Impact of Artificial Intelligence on Talent AcquisitionRecruitment Process Outsourcing Association
油
Recruiting Tech: How to partner with Shazamme to grow your RPO business and a...
Recruiting Tech: How to partner with Shazamme to grow your RPO business and a...Recruitment Process Outsourcing Association
油
What the Future Holds for Direct Sourcing and Contingent Labor
What the Future Holds for Direct Sourcing and Contingent LaborRecruitment Process Outsourcing Association
油
How can you tell if a recruiter/sourcer is as good as they claim?
How can you tell if a recruiter/sourcer is as good as they claim?Recruitment Process Outsourcing Association
油
The Future of Talent Sourcing for Staffing Agencies and RPOs
The Future of Talent Sourcing for Staffing Agencies and RPOsRecruitment Process Outsourcing Association
油
Making the Business Case for Investing in Talent Acquisition
Making the Business Case for Investing in Talent AcquisitionRecruitment Process Outsourcing Association
油
Blurred lines: Blurring the lines between human resources, recruiting and mar...
Blurred lines: Blurring the lines between human resources, recruiting and mar...Recruitment Process Outsourcing Association
油
Recruitment Process Outsourcing for the Small to Mid-sized Business
Recruitment Process Outsourcing for the Small to Mid-sized BusinessRecruitment Process Outsourcing Association
油
Ad
Recently uploaded (7)
International Tech Talent in the Netherlands 2025.pdf
International Tech Talent in the Netherlands 2025.pdfFinders Seekers
油
International Tech Talent
in the Netherlands
Motivations and experiences
of work life in the Netherlands 2025ORGANIZATION Development and human ressoucre development .pdf
ORGANIZATION Development and human ressoucre development .pdfAyaSenhaji2
油
This is an introduction to what is organizational development and its impact on HRDSilent_Killers_of_Productivity_Infographics.pdf
Silent_Killers_of_Productivity_Infographics.pdfCA Suvidha Chaplot
油
---
### **際際滷Share Title**
**The 7 Silent Killers of Team Productivity And How Great Managers Eliminate Them**
---
### **Description**
Are your teams underperforming despite strong talent and resources?
This 際際滷Share dives deep into the **7 silent killers of team productivity** subtle, often-overlooked issues that quietly sabotage performance, morale, and momentum. Each slide visualizes a core productivity blocker (like unclear goals or poor communication) and equips managers with **actionable solutions** to eliminate them.
Ideal for:
* Team Leaders
* HR Professionals
* Project Managers
* Business Coaches
* Organizational Development Experts
Each slide is crafted with modern design and backed by proven management strategies like SMART goals, RACI, and mental wellness programs.
Use this deck to spot issues early, inspire leadership development, and empower teams to thrive.
---
### **Keywords (for SEO and discovery)**
```
Team productivity, management, employee performance, leadership, team management, silent killers, productivity blockers, HR strategy, conflict resolution, team communication, recognition at work, mental wellness, burnout prevention, micromanagement, SMART goals, RACI framework, 際際滷Share business, performance optimization, manager tools
`The Power of Intangible Rewards in Employee Recognition
The Power of Intangible Rewards in Employee RecognitionVantage Circle
油
Intangible rewards are non-monetary incentives that focus on emotional and psychological benefits rather than financial compensation. These rewards, including recognition, career development, work-life balance, and a positive work culture, play a significant role in enhancing employee engagement, satisfaction, and retention. They create intrinsic motivation by fostering a sense of value, appreciation, and purpose within employees, which leads to a more committed and loyal workforce. Recognition and appreciation, for example, can be delivered through verbal praise, public acknowledgment, or awards, all of which can significantly boost morale. Offering career development opportunities, such as access to training, mentorship, and growth pathways, demonstrates an investment in the employee's future, thereby strengthening their commitment. Additionally, providing work-life balance through flexible hours or remote work options helps employees manage their personal and professional lives, contributing to overall well-being and job satisfaction. A positive work culture that emphasizes collaboration, inclusivity, and team spirit also leads to higher employee engagement, making employees feel more connected and valued. Furthermore, mentorship and professional support provide avenues for skill enhancement and career progression, further contributing to employee satisfaction. The impact of intangible rewards is profound, as they enhance job satisfaction, increase engagement levels, and improve retention rates. Employees who feel valued and supported are less likely to leave and are more inclined to contribute to the organizations success. To effectively implement intangible rewards, organizations should develop recognition programs that are timely, specific, and authentic, combining both tangible and intangible rewards to address various employee preferences. Encouraging a culture of appreciation, continuous feedback, and professional growth also helps in creating an environment where employees thrive. By adopting these practices, organizations can foster a motivated, high-performing workforce that remains loyal and productive, underscoring the importance of integrating intangible rewards into any employee engagement strategy.Webinar - Unlock the Power of Data in Your Compensation Strategy
Webinar - Unlock the Power of Data in Your Compensation StrategyPayScale, Inc.
油
Join compensation leaders from Mercer and Payscale as we explore how organizations can harness salary data to drive smarter compensation strategies.Resume: McGee Steve Resume a.k.a. FutureMan pdf
Resume: McGee Steve Resume a.k.a. FutureMan pdfSteven McGee
油
Resume: Eco Economic Epochs for the REAL DeFi - Quantum Financial System pdfAd
The New Old War for Top Talent
- 1. THE NEW OLD WAR FOR TOP TALENT ZACHARY CHERTOK COLUMBIA UNIVERSITY SPS HCM October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 2. DO YOU CONSIDER TODAYS CHALLENGES TO BE REMINISCENT OF THE CHALLENGES WE SAW IN THE LABOR MARKET BEFORE THE PANDEMIC?
- 3. A) YES, IT IS MORE OR LESS THE SAME 2.78% B) SOMEWHAT, IT ECHOES THE CHALLENGES WITH SOME NUANCES 61.11% C) NO, IT IS COMPLETELY DIFFERENT 36.11%
- 4. -Korn Ferry 2018 -HR Drive 2020 - LHH 2018 - HBS 2020 Between 2017 and 2020, talent organizations were constantly coming up short on expectations for top talent. October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 5. - Forbes 2021 - NPR 2021 - HBR 2021 Post-pandemic, memory loss seems to have set in October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 6. DO YOU THINK THAT TALENT CHALLENGES TODAY ARE JUST PART OF THE MARKET?
- 7. A) YES, WHEN THE CHARACTERISTICS OF THE WORKFORCE CHANGE, EMPLOYEES JUST NEED TO ROLL WITH IT 2.94% B) SOMEWHAT, EMPLOYERS HAVE SOME INFLUENCE WHEN THE TALENT MARKET SIGNALS BIG CHANGE SUCH AS A GENERATIONAL SHIFT 44.12% C) NO, EMPLOYERS ALWAYS HAVE A RESPONSIBILITY TO BE INNOVATING HOW TO BE READY FOR CHANGE 50%
- 8. PRE-PANDEMIC JOB CREATION AND JOBLESS CLAIMS Initial Jobless Claims Rates Job Creation Rates October 12, 2021 #RPOACON2021
- 9. JOB CREATION AND JOBLESS CLAIMS 1 YEAR IN Initial Jobless Claims Job Creation October 12, 2021 #RPOACON2021
- 10. IS THIS CHALLENGE JUST REBRANDED? October 12, 2021 #RPOACON2021
- 11. DO YOU THINK THAT THE FUNDAMENTALS OF CHANGE WE ARE FACING WITH TALENT TODAY ARE THE SAME, ECHO, OR ARE DIFFERENT FROM THE CHALLENGES WE WERE FACING PRE-PANDEMIC.
- 12. A) THE MECHANICS AND CHALLENGES ARE THE SAME, INDUSTRY IS JUST CALLING IT SOMETHING DIFFERENT 6.25% B) THE MECHANICS ARE THE SAME BUT THE EXPECTED TIMELINE FOR CHANGE IS DIFFERENT 9.38% C) SOME ARE THE SAME AND SOME ARE NEW 81.25% D) ALL OF THE CHANGES ARE NEW 3.13%
- 13. YESAND NO Skills misalignment 100% candidate holdout Automation as a replacement Aging talent retention Growing job demand Scalable retirement Part-time consulting Reevaluation of workforce value Stagnant automation Growing job demand PANDEMIC October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 14. 2021 TALENT DECONSTRUCTED October 12, 2021 #RPOACON2021
- 15. K INNOVATION ECONOMY SERVICES ECONOMY Rising training cost of entry Increasing specialization High growth Low training cost of entry Fall-back economy Low growth October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 16. Baby Boomers Low personal cost of training Low organizational cost of training Tenure spans four generations Versatile and out-of-the-box ready Risk averse as generation ages Generation Y Understand manual and tech-enabled practices High personal cost of training Moderate organizational cost of training Versatile across roles and functions Risk cautious Generation X Requires company training Small generation size Largely kept out of workforce early in career Specialized Millennials Digitally fluent High personal cost of training High organizational cost of training Versatility corresponds to culture Risk enabled Generation Z Digitally fluent Embraces activism and traditionalism High personal cost of training Moderate organizational cost of training Risk enabled October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 17. WHICH GENERATION DO YOU IDENTIFY WITH BASED ON THE CHARACTERISTICS SHOWN HERE?
- 18. BABYBOOMER 23.53% MILLENNIAL 29.41% GENERATION Y 8.82% GENERATION X 29.41% GENERATION Z 8.82%
- 19. Services economy Generally distributed HQs favored semi-urban areas Executive leadership not required on site Graduated pay by region Often regional management Innovation economy Favored coastal areas with high concentrations of academic institutions October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 21. DO YOU WORK WITH ORGANIZATIONS THAT HAVE REMOTE OR ONSITE EMPLOYEE REQUIREMENTS OR SOME COMBINATION OF BOTH. HOW MANY WORK WITH COMPANIES WITH DESKED OR DESKLESS WORKERS? (SELECT ALL THAT APPLY)
- 22. 54% ONLY REMOTE OR DESKLESS 46% MIX OF REMOTE AND ONSITE NONE WORK WITH ONLY ONSITE OR DESKED WORKERS
- 23. The policy environment has pursued an inequitable structure favoring an idealistic sense of competition that weakens civic institutions, disincentivizes a democratized market, and reduces long- term prospects for growth and development. October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 24. BOTTLENECKS Hiring to specific roles increases the number of recruiters while reducing the vacancy : recruiter ratio Over-dependence on technology weeds out qualified candidates with unconventional backgrounds Searching for the 100% fit amidst increasing specialization extends time-to-hire Stop-and-start job openings create applicant bottlenecks October 12, 2021 #RPOACON2021 息 Zach Chertok. All rights reserved.
- 26. TALENT-HIRE POOLS October 12, 2021 #RPOACON2021