I was in a sales meeting with a well-known company that was touting its latest AI tool. One of the sales people (there were several in the room) casually mentioned that recruiters only look at resumes for six seconds. I bristled at his comment and suggested that the statistic he offered did not ring true for me.
Is talent acquisition and recruiting the same thing? It’s a question I’ve gotten repeatedly and some would say it doesn’t really matter. I disagree, allow me to explain.
The somber truth is that we are quickly realizing that the economics of COVID-19 is far-reaching. The hospitality, service, airline, retail and food services industries have been rocked to their core.
Companies are adapting to the evolving market and their hiring needs have changed. As a recruiter, you may be asked to pivot your search strategies from full-time searches to hiring contingent workers. The big mistake a recruiter can make is not considering all their options.
I would normally post a blog on my website and send out my weekly email to our online recruiter community today. But, my heart aches and it’s hard to focus as I try to comprehend the death of George Floyd while in police custody.
Popular publications and media sites such as LinkedIn, Inc., Entrepreneur, and Forbes as well as university research make it clear that influence at work helps us to develop our careers, make progress in projects we care about, and position ourselves as someone who has desirable input.
The reality of being a talent acquisition professional is that some days you will shake your head at what your candidate/hiring manager/executive said/did. Similar to the last episode of The Bachelor (it doesn’t matter which episode, head shaking occurs at some point in every episode).