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Talent Sourcing Process
In the sourcing process, recruiters cast a wide net to find and attract potential candidates. The objective is to build a strong talent pipeline from which to screen and shortlist. This includes posting the job advertisement, searching resume databases and professional networks. It also involved leveraging employee referrals, and engaging in proactive outreach to passive candidates. Job Posting
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How to Improve Talent Sourcing
Talent Sourcing is an key part of the Recruitment Process. Here are 5 ways to improve talent sourcing effectiveness in a global organisation. 1. Employer Brand & Clarity “Make it easy for candidates to learn about your company,” advises a 2025 talent report. A well-crafted careers page and authentic employee testimonials help candidates self-select. Apple, for
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Inclusive Hiring
The goal of inclusive hiring is to create a culture that truly values differences, diverse perspectives. It also embeds inclusive behaviours across the entire recruiting lifecycle. Inclusive hiring is the practice of designing recruitment processes that actively recognize and embrace diversity. This is diversity across backgrounds, experiences, abilities, and perspectives. It goes beyond compliance. It
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Candidate Experience
Candidate experience refers to how job seekers perceive and feel about an organization’s hiring process. It is often quantified through candidate satisfaction surveys or Net Promoter Score (NPS) and the Offer Acceptance Rate. The candidate satisfaction involves asking rejected candidates if they’d reapply or recommend the employer. While the offer acceptance rate is the percentage of offers extended
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How to Improve Cost of Hire
High-performing firms always looks for ways to improve cost of hire. They do this by using technology and smart strategies to maintain this hiring metric. Here are 3 ways to improve cost of hire. 1. Leverage Technology & Automation Automation can dramatically reduce the manual effort (and cost) per hire. Recruiting software and AI handle tasks
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Cost of Hire (TA Metric)
Cost of Hire measures the total recruiting cost to fill an open position. This includes advertising/job boards, recruiter salaries or agency fees, referral bonuses, travel and interview costs. In some cases, it also includes assessment tools, signing bonuses, relocation, and onboarding costs – divided by the number of hires in that period. The Society for Human
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How to Improve Quality of Hire
Quality of hire is the North Star metric. Improving this metric drive long-term business value via a more capable, stable, and engaged workforce. When quality of hire is high, you see it in higher productivity, innovation, and lower turnover costs. This research will provide insights on how to improve quality of hire, tapping into best practices
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Quality of Hire (TA Metric)
Quality of hire gauges how well new employees perform and contribute – essentially the ultimate outcome of recruiting. It’s a bit abstract to measure directly, so companies use proxies like first-year retention (or attrition) rates, new hire performance evaluations, time to full productivity, and hiring manager satisfaction. An especially telling metric is First-Year Attrition, i.e. the percentage of new
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Time to Hire Best Practices
The global average time-to-hire (or time to fill) for non-executive roles is around 54 days, though this varies by industry. Hiring speed directly impacts business performance and talent acquisition success. Leading companies like Amazon, Google, Microsoft, Uber and more relentlessly optimize time-to-hire without sacrificing quality. Here are 4 Practical ways to Improve Time to Hire 1.
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Time to Hire (TA Metric)
Time to Hire measures how long it takes to fill an open position – typically counted from job requisition approval to the accepted offer or start date. The global average time-to-hire (or time to fill) for non-executive roles is around 54 days, though this varies by industry. Hiring speed directly impacts business performance and talent acquisition
Insights
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