Learn how SSM Health uses Brazen’s conversational recruiting platform to engage with more top talent. Download the case study now!(click to get to resource)
Recruiting & HR
Learn how CSRA used Brazen to decrease time to hire, reduce cost-per-hire, and hire top technical talent. Download the case study now!(click to get to resource)
Learn how University Hospitals is using Brazen’s conversational recruiting platform to find top talent. Download the case study now!(click to get to resource)
Finding top talent is only half the challenge for Sentara Health. They also must do so efficiently. Learn how they use Brazen to efficiently find healthcare talent in this 2-page case study.(click to get to resource)
Even one of the most prestigious hospitals in the world is not immune to the talent shortage. Learn how they use Brazen to meet and exceed their hiring needs in this 2-page case study.(click to get to resource)
Learn how Fulton County SD uses Brazen attract more hire quality candidates a lot faster than the competition. Download the case study now!(click to get to resource)
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible.
Furthermore, today’s hiring processes are terrible predictors of employee success.
Join our founder and president, Ryan Healy, as he sheds some light on those factors that actually do predict employee performance and how any size organization, from Fortune 500 to startups, can implement this into their recruiting process starting today.(click to get to resource)
Your best candidates are often the ones who are hesitant to apply. They are turned off by cumbersome applications or webpages that are not mobile-friendly or are just satisfied enough at their current jobs that they have no reason to move forward. In short, this is a tough group to reach. How can you break through?(click to get to resource)
There’s a lot recruiters can learn from marketers, but at the end of the day, recruiting isn’t marketing – at least not completely. Sure, recruiters find and attract candidates to jobs just as marketers find and attract prospects. But recruiters have responsibilities above and beyond marketers because when qualified candidates walk in the door, the recruiter, once a seller, becomes the buyer.(click to get to resource)