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The First Step in Attracting Top Talent: Get Over Yourself

Posted by Mark Nevius

Top talent is in great demand everywhere.

Companies all over the world are scrambling to develop strategies centered on attracting top talent to their organization.

Smaller businesses and organizations are at a greater disadvantage than the bigger name businesses. They want ambitious employees that exhibit a lot of self-initiative, but typically don’t have the resources to shell out impressive salaries. It’s a catch-22 situation. You cannot grow until you hire the best, and you probably won’t attract the best until you’ve grown to a point.

What is the way out?

Theoretically, it is simple: Understand the needs of top talent in your industry and fulfill them.

But execution is made problematic by a number of factors. Here is a look into what the talented and the ambitious really want and how your company, without even realizing it, could be putting them off.

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The Secret Recruiting Solutions Your RPO Provider Would Never Tell You

Posted by Andy Roane

Spring has sprung, and with it the slow bloom of the American jobs market. In the most recently released Jobs Report, hiring trends were steady amidst a brutal winter season. Good news for the nearly 10.5 million Americans out of work. Not so great if your HR department is already back-logged with positions carrying over from month to month.

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How to Scale Temporary Staffing in an Ever Evolving Digital World

Posted by Cindy Lombardo

If you haven’t read the feature article in our April eMag “6 Ways You’re Killing Your IT Recruiting Efforts” what are you waiting for? You’re missing six critical tidbits on what’s preventing your IT Department from scaling and functioning to capacity. Don’t worry, this post isn’t a spoiler, rather I couldn’t help but ponder why so many companies struggle with similar IT related talent acquisition challenges. What or where is the disconnect preventing IT groups from thriving instead of just managing to keep up?

To begin, there’s no question that IT skills are a hot commodity whether it’s supporting legacy

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The Rules of Engagement for Building a Talent Community

Posted by Andy Roane


It’s reported that 77 percent of job applicants receive no communication from the organization after applying to an advertised position. After spending nearly an hour combing through a number of overly verbose job descriptions, another hour filling out the lengthy application, and the countless hours developing the resume, it’s easy to see how job seekers are quick to move onto the next one if they don’t hear back from your company.

To hold ourselves accountable to timely candidate response times, we started a Yoh Talent Community. Besides filling our talent database with professionals in the Aviation, Corporate, Engineering, Government, Health Care, IT, Gaming, and Oil & Gas sectors (or, seriously upping our reach), it opened the flood gates to a two-way street for communication and engagement. An engaged [fill in the blank] is knowingly more valuable than a contact sitting idle in a stagnant list.

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