We’re back with part 2! This time around we’re talking creative sourcing channels, new-school metrics and how to get your company on board with strategic sourcing.
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I sat down with Jess from the Talent Sourcing Collective (and also happens to be the Global Talent Sourcing Leader at Toll Group) and explored all things strategic sourcing and building talent communities.
Tax returns can be confusing at the best of times, but even more so in this new work from home era. Can I claim my morning coffee? What about my Pinterest-worthy new velvet desk chair? Who knows? 🤷♀️
The recruitment landscape has evolved significantly in the past decade. Online job boards, social tools and AI – technology has made it easier for companies to connect with and recruit talent at scale. But now there’s a new kid on the block – a hybrid agency model, fusing recruitment with talent acquisition.
There’s been a lot of airtime given to ‘employer branding’ in recent years.
Let’s dive into what you can do to improve your employer branding…
There’s no one-size-fits-all approach to sourcing great talent.
But what we do know is that companies who have a good balance between internal and external hiring will benefit from an empowered, loyal and diverse team.
The term ‘culture fit’ is no longer what it once was. For decades, it was a widely accepted factor in many organisations’ hiring strategies. But in recent years, this phrase has been cancelled, with many progressive employers believing it to be discrimination in disguise.
Picture this scenario – you’ve created a strong multi-channel hiring strategy, mapped the key hires for the year ahead and gained stakeholder buy-in. But then you get busier and roles need to be filled, so you return to the old-faithfuls; job boards and agencies. Sound familiar? Well, let’s get you out of that reactive hiring loop.
Most organisations want to be more diverse and inclusive but how do you turn statements of support into meaningful results?
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