The Brazen Blog

In the dynamic and highly competitive healthcare industry, finding and hiring the right nursing talent is a perpetual challenge for providers. To overcome this hurdle, forward-thinking talent acquisition teams are turning to hiring events and utilizing best-in-class platforms like Brazen.

Recruiting and hiring veterans and military spouses is often overlooked in proactive talent acquisition strategies. But paying more attention to this valuable talent pool could help organizations address skill shortages and make progress toward DEIB goals. In this article, we'll cover important advice on how to build a military connected community and veteran hiring program.

Hiring event metrics can illustrate much more than how your talent pool looks and the speed of your recruiting process. When using customizable questions during the registration process and in post-event surveys, talent acquisition teams can capture valuable data points that shed light on the impact hiring events have on other HR goals, such as diversity, equity, inclusion and belonging (DEIB), recruitment marketing, and candidate experience.

Candidates have to click on a link to sign up and register for your virtual recruiting events or virtual tools you’re using to enhance your in-person hiring events. On many hiring platforms, TA teams get a default link for each event so they aren’t able to garner any additional data beyond what candidates share in their form responses. However, more sophisticated platforms like Brazen allow TA teams to create flexible event tracking links to collect valuable data, which you can use to inform your recruitment marketing decisions and optimize your results.

Campus recruiting has long been a crucial component of early career recruiting—and it’s changed a lot over the past few years. The strategies your team used five years ago may no longer yield the results you expect or the outcomes your organization depends on. Like most other areas of recruiting, the most effective strategies and key best practices are something of a moving target. The newest methods aren’t replacing the previous iterations entirely but it’s clear that talent acquisition teams that do not evolve will struggle to compete.

Hosting in-person hiring events in a way that provides a seamless, engaging experience for everyone involved - from recruiting teams to hiring managers to candidates - can be daunting, if not downright frustrating. That's why we're excited to share a powerful case study that reveals the transformative capabilities of Brazen's In-Person Event Management Solution. No matter what industry you’re in, these insights will empower you to reimagine your in-person recruiting events and elevate your overall talent acquisition outcomes with a holistic hiring event strategy.

Get ready for an enlightening podcast episode with CHRO Keith Vavra of ST Engineering North America, who shares his journey from operations to HR, highlighting the importance of talent development and understanding the business side of HR. He dives into enhancing the user experience during HR transformations and the value of learning from failures. Keith also emphasizes the need to consider scalability and long-term impacts when making HR decisions. Tune in to discover strategies for boosting productivity, acing talent acquisition, and mastering HR leadership. Plus, he offers tips for work-life balance and shares a book recommendation for transforming workplace dynamics.

When employee turnover rates hit record high levels at the height of the pandemic, recruiting teams were not immune to the churn. Dissatisfied recruiters in every field quit, and talent acquisition teams were faced with the tough challenge of tackling organizational hiring goals with smaller teams. The resulting scenario sounds all too familiar: those who stayed often took on more responsibilities and worked more hours, which put them at risk for burnout.

There are so many metrics to track in talent acquisition, it’s easy to get lost in the weeds. While many metrics are clear and obvious, others can create a little confusion—especially when it comes to what TA teams can do to improve their outcomes. Time to Fill and Time to Hire are two of the most troublesome metrics but they don’t have to be.