Resources

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.

Many employers are reincorporating in-person recruiting events into their talent acquisition strategies for the first time in years since the pandemic began. Others have been ramping back up their in-person events for a while now. What almost every TA team is finding out is that in-person recruiting isn’t quite the same as it used to be. Most of the changes are due to shifts in the talent market—with unemployment rates low, active candidates may be less enthusiastic about carving out time to travel and meet potential employers face-to-face.

In today’s talent climate, talent acquisition directors are uniquely positioned to make a big (and lasting) impact on their organization’s recruiting process, hiring outcomes, and even work culture. Whether you’re vying for a promotion or just want to succeed in your current role, looking at what today’s top TA directors (i.e. the go-getters and award winners) are doing can serve as a source of inspiration and guidance to help you navigate the challenges you and your team face every day.

Many talent acquisition leaders have run into challenges when it comes to getting hiring managers to feel good about participating in recruiting events. There are a variety of reasons for this that can vary from one organization to the next or even change depending on the time of year and other demands on your hiring managers. Whatever the reason, working proactively to set your hiring managers up for success is one way to improve the outcomes of your recruiting events as well as your overall hiring process.

Virtual career fair platforms are one of the most powerful tools for connecting employers and job seekers on the market today. Whether you are a company looking to host a virtual hiring event to find top talent, a University looking to connect your graduating students with employers, or an organization looking to host a multi-company virtual career fair, we’ve got you covered in our review of the best virtual career fair platforms of 2023.

No matter what kind of talent acquisition director you are, there’s a lot of buzz and movement in the talent world right now. With so many challenges and uncertainties around, it can be challenging to know what your top priorities should be. Taking into account all the factors in today’s business climate, here are five priorities for TA directors to focus on right now.

In this episode, we have a special guest, Ricky Russell, the Chief Human Resources Officer (CHRO) at the University Medical Center of Southern Nevada. With over 20 years of experience in HR and talent acquisition, Ricky shares his insights into talent management, recruitment, workforce planning, and creating a culture of inclusion and engagement. Join us as we delve into Ricky's background, his career progression, and the importance of business acumen in HR.