Resources

Most recruiting teams and talent leaders have already realized the value of automation, but the “efficiency” they’ve discovered—while critical!—isn’t a business case they’ll win with their C-level executives. How do you translate recruiter efficiency into business value that executives care about? Read on to learn how to discuss the broader benefits of recruiting automation with your leaders.

Rather than a “talent shortage,” the reason TA teams aren’t “finding” qualified talent likely has something to do with a lack of effective sourcing methods, impractical job requirements, weak employer branding, or impersonal candidate experience. Here's what to do if the pool is feeling small.

Over 80% of talent leaders say diversity is the most important trend shaping the future of recruiting and hiring, and TA teams are setting new diversity goals in 2021. The pioneers in the space don’t blame the pool for how difficult it’s been to meet these new goals. Rather, they look deeper into their sourcing, recruiting, and hiring processes. They debug and debias their diversity funnels to avoid systemic racism and sexism. The good news? It works. 

It can take between 12 and 20 touchpoints to influence a career decision. But most sourcers and recruiters aren’t maintaining relationships after initial outreach when opportunities and timing don’t align. They risk missing stellar but not-quite-ready candidates every time they fail to nurture those connections. Here’s how to create a long-term nurture process (and mentality!) for faster time-to-hire, better quality-of-hire, and employees who are ultimately more aligned with your values.

A lot is at risk for enterprise companies when non-optimized processes meet high-volume hiring. If they aren’t turning to analytics to iterate on their TA strategies, they risk looking archaic beside the startups in their industries, who are using data to derive recruiting best practices from the very beginning. Here’s how to keep your competitive advantage with recruiting analytics.

Regardless of the size of your org—and whether or not you’re even hiring right now—sourcing is a crucial add to any long-term, forward-thinking talent acquisition strategy. Here's why the best companies out there are sourcing talent.

Join hundreds of other teams and thousands of sourcers and recruiters who are using these best practices—based on data from over 5 million outreach sequences—to be at the top of their game.

What is candidate sourcing software, and why is it such a critical add to your tech stack? How do you choose the right solution for your team? And why is sourcing so important, anyhow? We’ve got you covered in the “Buyer’s Guide to Prospective Candidate Sourcing Software.”

Between the pandemic and social unrest, company mission, culture, ethical leadership, and job stability are more important to talent in 2021 than ever before. Recruitment Marketing is how you communicate these things. Here's a step-by-step guide for getting started.

Based on a survey of over 500 talent acquisition professionals, Gem’s “State of Diversity in Recruiting” provides a bird’s-eye view of how companies are approaching diversity, equity, and inclusion. Download this report to get a sense of what diversity initiatives looked like for your peers in 2020, and what they anticipate 2021 will look like for their respective teams.

Find out what 2020 looked like for your peers; what goals and initiatives they’ve got in place for 2021; and what they anticipate this year will look like for their respective teams, and for talent acquisition as a whole.

Talent acquisition professionals are subject-matter experts... yet only 28% of businesses consult their TA teams regularly about important business decisions. Here's how to show value as a partner/advisor, and get that seat at the table.