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In Summary

So much noise! First, a pandemic. Then, a recession. How does this impact talent acquisition today and tomorrow? The pace of change in talent acquisition is accelerating at breakneck speed and today’s talent leaders must navigate a plethora of challenges to stay ahead of high vacancy rates. Leaders who attended our recent in-person roundtable in Toronto discussed the challenges they face in talent acquisition today. Collectively, they are a beast to overcome. And it’s making it hard to keep businesses (and the people in them) happy. 

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Veterans Day is celebrated annually in the United States on November 11, the anniversary of the signing of the Armistice that ended World War I. This holiday started as a day to reflect upon the heroism of those who died in the line of service during World War I but now celebrates all veterans in all wars.  

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Summary: In a market of displaced tech talent and ramping solar and renewables, the energy and utilities sector is undergoing massive, real-time change. The COVID-19 pandemic caused a large majority of the sector’s top, most skilled talent to retire early. This industry, riddled with limited talent acquisition (TA) functions and bandwidth to mentor incoming workers, must prioritize early careers and transferring talent, establish training programs and upskill employees in order to evolve and meet the spike in global demand.

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Employee priorities have shifted permanently as a result of the COVID-19 pandemic. So, the question is, what do we as talent leaders do about it? We adapt. To get and retain the best talent, we must showcase our employee value proposition (EVP) through compelling recruitment marketing content. If your employees have a true work-life balance and flexibility; make sure you promote this. The last few years have not been kind — people want time with their families, and they want to work for companies that empower them to balance all the areas of their lives.  

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