In this blog post, we’ll explore the practice of slowing-down-to-speed-up and how it can actually help you to improve outcomes all across talent acquisition.
In this blog post, we’ll explore the Jobs To Be Done theory to help solve your talent acquisition jobs to be done.
Here is really big list of 95+ assessment tools to identify strengths and weaknesses, uncover talent insights, predict behavior and culture fit, narrow career choices, validate candidate skills, screen applicants, and improve hiring decisions.
TalentSum is gaining traction as an alternative for companies looking for recruitment sourcing support.
Here is an updated list of 160+ applicant tracking systems. We’re updating this list…
Earlier this year, we began working on the TalentSum 2018 Talent Acquisition Landscape Study – our own deep-dive research initiative to explore and share what it really takes to become great at talent acquisition.
The Beginner’s Guide to Talent Attraction: Candidate Personas and Discovering Your Company Core Values (Part Six)
Back to Part Five – Developing the Employee Value Proposition
In Part 6 of our blog series on Talent Attraction, TalentSum’s Christopher Mengel explains the candidate persona and will show you how to discover your company core values that will be used to support (or feed into) your candidate persona development in the next session. It might help to think of this exercise as a bridge that will show you how to go from many individual data points to a few themes or ideas to the development of a clear set of core values used to support most of your future talent attraction efforts.