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Talent acquisition processes have evolved from a series of discrete, primarily reactive tasks, to a strategic proactive integrated process. Driven by challenging economic conditions, dramatic changes in jobseeker attitudes and preferences, and internal organizational demands, talent acquisition is now viewed as a strategic business process which aligns the capabilities of incoming talent with the business objectives of the organization. Technology has played a key role in driving effectiveness and efficiencies throughout the process. However, in order for technology to have fundamental impact on the business, those business processes which technology is meant to impact must be realigned to meet business demands and take advantage of the technology platform. Additionally, the community of stakeholders targeted to leverage the technology platform must understand why it is being put in place, what are the expectations of them, and the expected business outcomes-both organizationally and individually.
Today, an organization is very familiar with the operational aspects of recruiting-requisition creation and approval, candidate screening and assessment, interviewing, offer management, and on-boarding. As the war for talent continues, recruiting professionals have begun focusing on those activities that improve “top of funnel” activities. While this activity has historically been viewed as “passive candidate management”, it has developed in a short time frame to really focus on identifying prospect active and passive candidates, delivering a compelling reason to consider your organization, and establishing a framework to facilitate interaction between our organization and the jobseeker.
This fundamental shift from reactive to proactive processes, presents a need to prepare the organization to drive candidate sourcing initiatives, as well as candidate management processes. Without this focus on internal readiness, organizations are destined to have a strong technology platform, without a commitment to adhere to the business process needed to drive the expected efficiency and effectiveness metrics. This webinar will focus on defining the field-of-play of sourcing and CRM, as well as identify those aspects of internal readiness that prepare the organization for future success.
Who Should Participate
HR professionals and talent acquisition specialists considering implementing sourcing and candidate relationship management technology platforms.
Extra Learning Material
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Staffing and Recruitment
Workforce Planning and Analytics
Talent Management and Development (SME)
ATS - Applicant Tracking System - Applications/Resume/Profile/IVR
Integrated Talent Management
Quality of Hire
What You Will Learn
The definition of sourcing and candidate relationship management. The compelling business case for sourcing and candidate relationship management tools. Key strategies for preparing your organization to truly leverage these proactive recruiting tools
Who is Eligible
This webcast is available to all registered HR.com members for free. You are currently subscribed to HR.com as a Free Member.
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