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Many businesses have had to both innovate and pivot, with large sections of their workforce moving to a work-from-home mode where roles permit, adopting hybrid models of at-workplace and remote work, bringing in contingent workers, leaning on agile technologies.
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With so many applicant tracking systems (ATS) to choose from, it’s a lot like going to an all you can eat buffet in Las Vegas. Where do you start? You don’t want to fill up on bread. Oh, what’s that over there?
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Over the years, a lot has changed in talent acquisition and management, especially as time-saving technological advancements have become more mainstream across HR. One thing that’s remained a top priority?
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Recently, TA Leaders have been exploring and using, to great success and scalability, the capability of a recruitment CRM and combining its known power with the traditional ATS.
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As companies shift toward permanent remote workforces and virtual recruiting, a recent MedReps research report revealed that most job seekers don't expect to see an impact on diversity and inclusion.
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In 1998, five McKinsey employees published a study titled The War for Talent. The authors studied 400 companies to answer questions about what makes a successful executive.
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Despite everything that’s challenging about 2020 — my team and I are seeing many more companies move from a world of “diversity as an HR initiative” to a world where diversity and inclusion are embedded into the company culture.
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The stakes in hiring are high. Get it wrong, and the costs can be significant—not just in financial terms, but also in the long-term impact to customers and colleagues.
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Companies that were hiring virtually before Covid are, for the most part, conducting business as usual. However, for the vast majority of businesses the global pandemic has upended many of their standard hiring systems and routines.
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The labor market is continuing to dig out of the hole created by the Covid-19 pandemic. Despite 22 million jobs lost in March and April, the U.S. economy is slowly increasing hiring.
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