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Reengineering the Recruitment Process
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The skills needed in many roles are continually changing—and sources of talent are too.
The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated shifts in the talent landscape that were already under way, leaving many companies poorly served by their current hiring practices. In a period of steep unemployment, it might seem that companies looking to add workers would be in the driver’s seat. But job openings have also been rising in recent months, meaning that competition for top talent remains keen—and in uncertain times, bringing on the right people is more important than ever.
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Home » Management Case Studies » Case Study: Google’s Recruitment and Selection Process
Case Study: Google’s Recruitment and Selection Process
Google Inc., the world’s largest and most popular search engine company, is also one of the most sought after companies in the world. Due to the popularity of the company caused by its highly attractive compensation and benefits packages for its employees, millions of job applications are constantly received by Google on an annual basis. While other companies envy Google for attracting and acquiring such highly-talented and highly-skilled individuals from all over the world, the company finds it as a serious cause of dilemma.
When Google Inc. topped the ranks for the most popular companies in the world , it could no longer contain the number of applications it receives from thousands of job hunters from all over the globe. And since the company aims to hire only the best employees that fit the organizational culture and standards of Google , the company started thinking of ways to better improve its recruitment and selection process for its would-be employees.
In an article released in New York Times in 2007, Google Inc shared its non-traditional, highly creative and unconventional approach of selecting and hiring employees. Initially, the Google management sought the aid of its highly-competent and well-skilled technical staff in order to find ways to quickly go through and review the millions of applications it stored in its recruitment database.
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The Google Inc management also decided to focus on the distinct behavioral characteristics and personality that separates Google employees from any other employees in other known companies. It shifted its focus from academic qualifications and technical experiences to the applicant’s personality , creativity , leadership capacities , innovative and non-conventional ways of thinking and the applicant’s overall exposure to the world. The academic qualifications and the intensive job experience just came in as second priorities of the company in choosing the best candidates for any open positions.
Since then, the Google Inc company not only became known for its outstanding and “luxurious” job compensation and benefits packages it offers its employees, but also in making use of some of the most powerful recruitment assessment tools capable of picking the best employees in the world that fit the standards set by Google.
The Google Recruitment Process
One of the most notable statements of Eric Schmidt , the CEO of Google Inc. is that “Google invests in people.” The main reason why people from different cultures, have been dreaming of being recruited and hired by Google is that the company offers possibly the most outstanding job compensation packages any normal employee could ever enjoy.
In order to attract the best employees, Google draws them by the promise of wealth and luxury, providing their employees with almost everything an employee could possibly need, from absurdly high compensations to extravagant and luxurious benefits like gourmet food, carwash, gym, snacks, exercise classes, dry cleaning services, car services, haircuts, oil changes, massages, checkups and many more, all for free.
Nevertheless, the recruitment process was also far beyond ordinary. Several people who have had experience in the Google recruitment process narrates that the experience was totally nerve-wracking. One applicant who underwent interviews for Google has had five to seven interviews in one day for two to three straight days. That applicant claims that the interviews were really tough with some of the brightest people in the world, conducting the interviews filled with brain teasers, algorithmic problems, and IQ tests.
Another applicant who also have had experiences in the recruitment process of Google claims that his Google experience was one of the most nerve-wracking adventures of his life. The interviewers were looking for extremely bright individuals and so the recruitment method was filled with IQ tests, brain teasers, algorithms, data structures, and a lot of mathematics involved in it.
The Google Selection Process
Google is no doubt the world’s best recruitment leader. Google is known for various unique approaches that it has utilized in order to attract the cream of the crop or the best of the bests. One way is through employment branding. Google has so successfully utilized their brand in order to attract the most talented and highly-competent individuals in the world. Because of their claim of providing the best employee-employer experience supported by the many perks, benefits and high salaries that Google employees get to enjoy, Google became the most desired companies for men and women in the world.
While the work and job responsibilities in Google are not that easy, the stock options benefit is one of the key drivers of retention and continuous acquisition of the best employees for this company. In 2007, employee turn-over at Google was reportedly less than 5% which was simply phenomenal. People didn’t want to leave the company because the amazing provisions and benefits that the company offers its employees. Moreover, the creative approaches of Google when it comes to hiring and retaining employees were simply exceptional. Employees claim that money was never an issue for Google in terms of utilizing it to take care of its employees.
One notable recruitment technique that Google utilized in 2006 was the targeted and unobtrusive approach to sending recruitment messages. Google crafted a simple technique to recruit the best students in certain schools and universities to work for them. They allowed people from these schools to access the search portal of Google wherein the students’ IP address would be identified to see from what organization the person belongs into. The technique was successfully executed using a minimalist and unobtrusive style of recruitment wherein below the search box, the Google system would know whether the targeted student is graduating or not and whether or not they intend to work for Google after graduation. The approach was definitely a successful micro-targeted approach. It was also in the same year when Google opened up to the idea of an Employee Referral Program. In putting up this program, Google made sure that it would deliver them a world-class employee whose personality, qualifications and work ethics reflect the Google standards.
A year passed by and Google’s attempts for recruitment innovations continued to improve. In 2007, Google developed a simple and effective assessment tool to screen its millions of applicants all over the world via an algorithm assessment tool. The algorithm technique effectively separated the top and the best performers from thousands of candidates vying for a position. Moreover, the assessment tool was made sure to successfully predict the best possible candidates from the least and the average and has managed to resolve the issue on the usual assessment tools being used by most companies, relying mainly on the academic qualifications and intensive industry and job experience.
Truly, what separates the Google recruitment process from the typical and the usual recruitment methodologies that other companies employ is its ability to accurately identify the best candidates for the position using a more data-based and scientific approach to the recruitment process. Also, it has significantly reduced the reliability of interviews, which for most companies, serves as the final indicator of how well an employee will perform at work. Furthermore, the algorithm approach which is a common business model that the company employs was effectively used to assess whether potential candidates can indeed perform given the high performance standards of Google.
The secret to be selected as a Google employee is that one has to think a lot like an “engineer”. Apparently, Google expects their employees to be highly quantitative and highly analytical as well as highly capable of dealing with too many data all at the same time. During the interviews, an applicant must also be able to demonstrate his skill or capacity by writing codes, intelligently analyzing case studies and brain teasers and solving algorithmic problems on the spot. Also, Google is searching for applicants who are highly practical and are capable of making something out of nothing that people can make use of.
The Google Interview Process
Since Google is known to be the ultimate recruitment and selection machine, its interview processes are also the most grueling experiences an applicant could ever have. Usually, the interviews begin using the telephone. Once the phone interviews conducted have been successful, the applicant would be scheduled by the recruitment officer and be invited for a series of five to ten interviews in one day with ten different people. For some people who have successfully undergone this process, they described it as the most excruciating employment experience of their lives as a lot of mental gymnastics were necessary to prove your skills.
There were many instances when the applicants were asked to write codes, brain storm, role play or solve mathematical equations on the spot just to prove that they are highly-skilled and competent. In other instances, the applicants are even tested of their marketing skills even though the position an applicant is applying for is highly technical. The interviewers seem to have control and power over the applicants letting them do everything just to prove that they are worthy for the position. Common questions involved computer network problems, Java programming and algorithms by which Google is known for.
Moreover, other applicants can rate and share comments on another applicant which Google can track and use as another basis for hiring or not hiring an applicant. Overall, the process was a lengthy, tedious and nerve-wracking experience which can possibly traumatize anyone whose dream is to work for one of the most prestigious companies in the world. Nevertheless, the perks and benefits are limitless and are more than enough to compensate for such a tough employment experience.
Related posts:
- Best Practices in Recruitment and Selection
- How to Improve Your Recruitment Process
- Integrity Testing in Employee Selection Process
- How Blockchain Transforms the Recruitment Process?
- Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
- Recruitment Process
- Case Study: Restructuring Process of Volkswagen
- Type of tests taken in the selection process
- Types of interview conducted in the selection process
- Selection Process in Human Resource Management
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Skills-based success: 10 recruiting case studies
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The working world has been turned on its head with the pandemic, the Great Reshuffle, and the resulting skills shortage. Companies are searching for a powerful, sustainable way to recruit and retain talent, and 73% of them are now opting for skills-based hiring practices.
Skills-based recruitment practices are for everyone. Don’t believe us? We've put together 10 recruiting case studies that demonstrate how different individuals, industries, and regions have successfully implemented skills-based hiring.
Table of contents
What's the purpose of a recruiting case study, 3 personal recruiting case studies, 3 recruiting case studies by industry, 4 recruiting case studies by region, looking for more recruiting case studies, the state of skills-based hiring 2023.
Read TestGorilla's annual report to discover why over 70% of companies chose to adopt skills-based hiring methods in 2023.
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In recruitment, case studies are helpful tools for employers seeking to build, develop, or optimize their recruitment processes. They can be great sources of information and inspiration. By understanding the successes and failures others have had with their hiring processes, hiring managers can take any relevant learnings without having to make the same mistakes that others have.
To make these recruiting case studies relevant for as many people as possible, we've divided them into personal case studies, case studies by industry, and case studies by region. Let's dive in.
Let’s first look at the personal stories of some stellar individuals who were recruited into their ideal industries using skills-based practices. These people didn’t have traditional backgrounds, but because of their unique skills, they got into amazing roles. All that was needed was a chance to prove those skills during recruitment.
![case study on recruitment policy The individuals benefitting from skills-based hiring: Personal recruiting case studies](https://images.ctfassets.net/vztl6s0hp3ro/1F1EcBoIvArH0lVzL0f51o/d393d6745663b871a7fe44a34a42bfbc/The-individuals-Skills-based-hiring-benefits-the-employees.jpg)
1. Justin Hutchinson
Justin Hutchinson wanted a future in football, but he was faced with a hard choice at age 14: Focus on his career prospects or take care of his father with cancer.
Justin, of course, chose his father and has never regretted that choice, but it did mean giving up the chance of achieving his dream job.
After his father’s passing, Justin attended a community college to fulfill his father’s wish for him to get a degree. To pay rent and living expenses, Justin got a job at a smoothie franchise.
His aim was to simply support his cost of living by making fast food – but it turns out Justin’s real skill was people and communication.
Justin would study the cars that drove up, memorize their orders, and have them ready so he could spend time talking and getting to know the customers instead of making drinks.
One of Justin’s customers was a chief executive of a marketing company and was so impressed with his people skills, he offered Justin an internship.
It wasn’t long before Justin used his soft skills to turn that internship into a full-time position. He dropped out of college, poured his heart and soul into the role, and attained the role of Director of Business Development.
Justin attributes his success to his best skills:
Workplace empathy
Strategic and critical thinking
Sales management
Justin didn’t have a typical marketing background – his experience was a partial college education with no degree, on-the-job experience (and not a traditionally “relevant” job), and his internship.
Not everyone can find the perfect marketer in a charismatic smoothie server, but online skills testing holds the same principles: Look at abilities first and ask questions later.
Sales and marketing are industries that are uniquely dependent on soft skills, which makes skills-based hiring an obvious choice for recruiting. For information on how it helps with the tricky subject of ramp time, read our article on skills-based hiring and ramp time.
2. Latisha Carter
Latisha Carter had a dream of excelling in corporate America, but she never got the opportunity to attend college.
At age 17, Latisha became a single mother. This put her dreams of college on hiatus for the foreseeable future.
Three years later, after having another child, Latisha got a job as a nursing assistant. But she still couldn’t shake her desire to make it in the corporate world.
She secured a call center job with NCR, a software company, driven by their offer of extensive employee training.
Offering extensive upskilling and reskilling is one of the best things you can put on the table for potential candidates. A study by Lorman showed that 59% of Millennials believe that development opportunities are extremely important when deciding whether to apply for a position.
Latisha used her experience at NCR to get a role in customer service at the software company Sage.
With determination and hard work, she continued to work her way up for 20 years until she became a director at Xero, an accounting technology company.
Latisha is now proudly a director in corporate America with no college degree. Her company is reaping the benefits of her presence and skills.
In the second half of 2021, Xero’s approach to skills-based hiring and its emphasis on diversity pushed a 7% increase in racial and ethnic diversity.
Jana Galbraith, the executive general manager for people experience partnering for Xero, says: “ [H]istorically, hiring based on degree exclusively has perpetuated discrimination .”
This boost is great news for Xero because the benefits of diversity are broad and include increased productivity, innovation, and financial performance.
Latisha’s struggle to succeed is unfortunately common for working mothers. To learn more about this, read our article on the motherhood penalty .
3. Cindy Veach
Cindy Veach didn’t have a traditional background. She had all the tech know-how, but she only had experience involving massage therapy and social services.
But she had the skills and she knew it. Cindy says it was a happenstance that she stumbled upon her perfect role; she just wanted a role where she could use her best talents.
“I was looking for jobs I had the right skills for, organizational skills in particular,” said Cindy.
She happened upon a tech administration apprenticeship program at IBM. Before then, she saw her tech skills as just a hobby and never imagined herself in the tech industry – but she applied and was accepted.
Cindy had a steep learning curve ahead of her. She possessed the base tech skills but needed the training to reach the right level.
She attributes much of her success to the flexibility of her mentors. They continually told her that if a path “didn’t feel right,” she was welcome to experiment and try something new.
At the end of the apprenticeship, she applied for a network operations technician role and was hired. She took a position with flexible work options so she could still care for her two children comfortably.
Skills-based hiring made this outcome possible. Cindy’s communication skills, digital expertise, and problem-solving abilities helped her secure her role, and the focus on continuous improvement is helping her develop it .
She says that the combination of her appetite for learning and her employer’s support for her success is the perfect duo for creating limitless growth.
We’ve heard plenty of people say “skills-based hiring doesn’t work in my industry.” But that’s just yet another myth we’ve debunked . Let’s take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.
![case study on recruitment policy The industries using skills-based hiring: recruiting case studies from different industries](https://images.ctfassets.net/vztl6s0hp3ro/nEJk0FXDtoSlUWeOr0N2m/326f84b03ce8f605d7925f9c6a7e6791/The-industries-Every-industry-can-benefit-from-skills-based-practices.jpg)
4. Healthcare
Healthcare administration is an industry that’s notoriously difficult to get into. Between receiving a bachelor’s degree and completing a master’s program, it can take six to eight years of rigorous commitment.
However, more opportunities are arising that allow equally qualified candidates to get in without obtaining specific educational requirements.
Sam Saucedo-Hernandez had a tumultuous life, but she only ever wanted a solid career. As a child of parents who emigrated from Mexico, she wanted to be the first generation in her family to attain a degree.
Sam watched her parents struggle with low-wage jobs and promised herself she would do better for herself.
Her first attempt was at law school where she spent several years studying hard. Sam was ecstatic to get her degree and begin a career in law.
But two weeks after she got her associate of science degree, the school got shut down for fraud, leaving Sam jobless and $60,000 in debt.
Sam faced many challenges, but the turning point in her story was the day she received a letter promoting a no-cost medical administrative assistant job training program from JVS.
JVS is a program that helps people build skills and find solid career connections – particularly in the healthcare industry.[1]
JVS has seen amazing success with over 500 employer partners and an emphasis on promoting diversity: 88% of their participants are Black, Hispanic, Asian, or a wide range of other ethnicities.
Sam applied for the program and was accepted. She secured a position as a medical administrative assistant, but her training has led her to her current role in the audiology department.
Though she’s fortunate for her position, Sam says she’s still looking forward, wondering where her skills can take her from here.
Programs like JVS are working tirelessly to make more stories like this possible. With a focus on skills over experience, they bring in valuable candidates to industries that may otherwise be restricted to them.
5. Manufacturing
Steelcase, a furniture manufacturing company, wanted to build a fairer place for employment opportunities and encourage better representation for employees of color. So they adopted skills-based hiring practices.
They’re far from the only ones. According to TestGorilla’s State of Skills-Based Hiring report, 85% of businesses in 2023 had the goal to increase diversity.
And companies are succeeding at this by implementing skills-based hiring: 91% of organizations saw an increase in diversity due to skills-based hiring.
Steelcase realized that if they truly wanted to boost their DE&I initiatives , traditional hiring methods wouldn’t do.
They decided their hiring processes needed to be revamped for the better, so they adopted some new practices:
Prioritizing skills over resume and pedigree
Removing experience requirements wherever possible
Favoring continuous improvement over perfection
Revamping job descriptions to reduce biased language
Prioritizing diversity among equally qualified candidates
Steelcase decided that practices like these would enable them to reach diverse talent organically, and it worked. Since the program started, Steelcase’s new hires are 55% women and 30% racial or ethnic minorities.
Steelcase’s initiatives are amazing, so we encourage similar active moves to boost diversity. To read more about this topic, read our blog on why being intentional about workplace diversity is non-negotiable .
6. Software
ADP, an HR management software company, adopted a recruiting strategy to focus on skills , rely less on credentials, and make an effort to provide opportunities for candidates with nontraditional backgrounds.
This strategy included training talent acquisition professionals on best practices, hiring specific diversity recruiters, removing degree requirements from high-volume recruiting roles, and leveraging better training and mentorship for new hires.
What were the results? ADP saw great success in one year:
An increase in the number of candidates with no college degree
An increase in Black representation in the candidate pool
An increase in Hispanic representation in the candidate pool
This program was heavily inspired and backed by Maria Black, the chief executive of ADP, and her strong belief in corporate social responsibility.
She has a strong passion for supporting working women, veterans, and other underrepresented talents.[2]
Maria is an excellent example of the power of leading from the top. When your company’s leadership supports a great cause, it benefits both employees and company alike and builds a better organizational culture .
Next, let’s take a look at some case studies about the regions and countries that are taking on skills-based recruitment practices. For more on this subject, check out our post on skills-based hiring around the world .
![case study on recruitment policy The countries and regions using skills-based hiring: recruiting case studies from around the world](https://images.ctfassets.net/vztl6s0hp3ro/mShpSrf7Q7kX6fR8gash7/52251f201629e57aa4f671a9821cf387/The-countries-and-regions-Skills-based-hiring-around-the-world.jpg)
7. Maryland, USA
In 2022, the state of Maryland dropped four-year degree requirements for thousands of jobs in the government sector.
The aim of this initiative was to draw attention to the value of alternative credentials and experience. State officials want to give people a better shot at securing a stable, fulfilling job.
Governor Larry Hogan was quoted as saying:
“[W]e are ensuring qualified, non-degree candidates are regularly being considered for these career-changing opportunities.”[3]
Over 38,000 people work for the state of Maryland and it’s estimated that more than half of those jobs can be performed by people whose alternative skill routes can easily substitute for a college education.
These alternative routes include:
Life experience
Non-relevant job experience
Hobbies and volunteer work
Alternative training
Community college education
Maryland estimates that about 47% of its working population are STARs (skilled through alternative routes). That’s 2.8 million workers, and these people need solid opportunities – opportunities that they can access through skills-based hiring.
To learn more about how unnecessary degree requirements are holding top talent back, read our blog on degree inflation .
8. Indiana, USA
Indiana’s tech leaders are struggling to attract and retain great talent. They’re facing a major skill shortage and they can’t solve it with the “usual” hiring methods.
Traditional recruiting methods exclude over 95% of Indiana’s workforce.
Indiana has a workforce of 3,332,239 people, but consider this:
A four-year degree requirement removes 75%
Biases can eliminate up to 30% of the pool
Requiring specific past experience removes 93% of the talent pool
With all of that in mind, a pool of more than three million candidates is reduced to just over 42,000.
Indiana’s Office of Technology (IOT) realized that skills-based hiring practices could fix this problem and solve their shortage.
They started by removing degree requirements from most job descriptions, then took the next step and started offering reskilling opportunities to workers from alternative industries, such as line cooks and truck drivers.
Tracy Barnes, IOT’s chief information officer, said that the results of the program have been positive and they’re “very pleased” so far. She also said that she’s equally excited to see the positive life impacts for the candidates involved.
9. Asia-Pacific
Skills-based hiring is quickly gaining traction in the Asia-Pacific area.
One study showed that 79% of businesses in the Asia-Pacific area look for skills when hiring versus the 21% that prioritize education and experience.[4]
The same study found that internal mobility is more important than ever and that companies want to prioritize gender equality and disability inclusion . These points can also be accomplished by adopting skills-based hiring.
Asia-Pacific is looking to skills-based practices to improve the future of their recruitment processes, but Singapore-based TruTrip is already reaping the benefits .
TruTrip is a business travel management company that needed help assessing candidate skills and hiring the best candidates, so they gave TestGorilla a try.
Here are a few ways that TestGorilla’s pre-employment skills testing helped TruTrip’s recruitment processes:
Gives them a way to objectively assess applicants’ skills and knowledge
Helps them eliminate bias from the hiring process
Enables them to consistently make better hiring decisions
Reduces their reliance on resume screening
Enhances teamwork and communication
Improves the employee experience of new hires
According to Hugh Batley, the founder of TruTrip, their new hires are a better fit. These employees become great contributors and have a better initial experience with the company.
TestGorilla also helps TruTrip save thousands of dollars by reducing the chances of a costly mis-hire.
This isn’t unusual. According to TestGorilla’s State of Skills-Based Hiring report, 92.5% of organizations using skills-based practices saw a reduction in mis-hires in 2022.
10. The UK and the EU
The UK and the EU have developed a strong focus on skills over the past few years.
Interest in skills-based hiring in the UK rose 63% from 2021 to 2022 . This drastic increase is due to employers wanting a wider talent pool and candidates prioritizing and valuing their alternative experience.
This move is helping job opportunities reach the 73.6% of people in the United Kingdom who don’t possess a four-year degree. [5]
As for the European Union, they developed the “Pact For Skills” program in 2020. This program was created to encourage and fund better upskilling and reskilling while also promoting greater diversity and gender equality.[6]
A good example from both areas is the British-Lithuanian bank, Revolut.
Revolut adopted skills-based hiring by using TestGorilla’s skills tests and, as a result, improved their time-to-hire by 40% .
Among many other benefits, Revolut found TestGorilla’s language tests life-saving. Assessing language proficiency is essential for a multinational company, but traditional methods are time-consuming and laborious.
TestGorilla’s language tests help Revolut to quickly and easily evaluate their candidates’ reading, writing, listening, and speaking skills. This helped them to nearly fully automate their screening process, improving time-to-hire greatly.
To read more case studies and success stories about skills-based hiring, check out our 10 stories that demonstrate the power of skills-based hiring or our collection of customer case studies .
Here are 3 top picks from our case studies:
Revolut improves time-to-hire by 40% using TestGorilla
Design Pickle uses TestGorilla to boost application completion rate by 25%
TestGorilla helps TruTrip to save money and improve employee experience
If you’d like to acquaint yourself with a solid skills-based hiring practice, browse our test library and review our skills tests.
“JVS 2022 Impact Report”. (2022). JVS . Retrieved March 6, 2023. https://impact2022.jvs.org/
“Maria Black, president and CEO”. (n.d). Business Roundtable. Retrieved March 6, 2023. https://www.businessroundtable.org/about-us/members/maria-black-president-and-ceo-adp
McGraw, Mark. (April 4, 2022). “Dropping Degree Requirements: Do Employers Still Care About Education?”. World at Work . Retrieved March 6, 2023. https://worldatwork.org/resources/publications/workspan-daily/dropping-degree-requirements-do-employers-still-care-about-education
“The Future of Talent”. (2021). LinkedIn . Retrieved March 6, 2023. https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/future-of-talent-whitepaper.pdf
“Overview of the education system”. (2022). Education GPS . Retrieved March 6, 2023. https://gpseducation.oecd.org/CountryProfile?primaryCountry=GBR&treshold=10&topic=EO
“Pact for Skills”. (November 10, 2020). European Commission . Retrieved March 6, 2023. https://ec.europa.eu/social/main.jsp?catId=1517&langId=en
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This resource will help you develop an onboarding checklist for new hires.
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How to assess your candidates' attention to detail.
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Learn how to get human resources certified through HRCI or SHRM.
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Learn how you can improve the level of talent at your company.
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Learn how CapitalT reduced hiring bias with online skills assessments.
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Learn how to make the resume process more efficient and more effective.
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Improve your hiring strategy with these 7 critical recruitment metrics.
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Learn how Sukhi decreased time spent reviewing resumes by 83%!
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Hire more efficiently with these hacks that 99% of recruiters aren't using.
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Make a business case for diversity and inclusion initiatives with this data.
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7 Steps to Building a Successful Talent Acquisition Team (+Netflix Case Study)
Analytics in HR
AUGUST 8, 2023
Talent acquisition team structure Examples of organizations’ talent acquisition team structures 7 Steps for building a talent acquisition team How to measure the success of a talent acquisition team Case study : Netflix’s talent acquisition team What is a talent acquisition team?
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15 HR Analytics Case Studies with Business Impact
NOVEMBER 5, 2018
For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. Each of these case studies are connected with a concrete business impact. For each case study , I will refer to their original publication. 15 HR Analytics Case Studies .
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- The Rules Do Apply: Navigating HR Compliance
- Ten Minute Onboarding: A High-Volume Hiring Formula
- Creating a Company Culture of Care: Integrating Mental Health, Wellbeing, and DEI in Benefits
- Cultivating Engagement: Strategies and Actionable Plans for Success
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Children’s Mercy Hospital Case Study
Stories Incorporated HR
APRIL 8, 2020
Want this case study as a PDF? How Children’s Mercy is Using Content to Drive Recruiting Efforts. For example , nursing job descriptions now start with a call to action, not to apply, but to watch a video to hear the experiences of their nursing staff. Reading Time: 6 minutes. Find it here !
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/2/e/4/2e40aee55efdf8d805b8b90d9003b0cb88266c53.jpg)
Case Study: Strategic Workforce Planning for Rail Infrastructure Managers
MARCH 30, 2020
In this case study , strategic workforce planning is applied to solve this national problem, impacting millions of commuters. The TWP process estimates the turnover in the coming 18 months to plan and execute required recruiting efforts, rigorous psychological testing, and 9 months of training periods for new employees.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/2/a/a/2aa446a78cc0b7eef0dd5aa439d111c0d96d3cbf.jpg)
What is HR Analytics? All You Need to Know to Get Started
FEBRUARY 28, 2024
This has a significant impact on organizational performance , leading to as much as a 25% rise in business productivity, a 50% decrease in attrition rates, and an 80% increase in recruiting efficiency. Example : Annual employee turnover rate.) Example : Examining unplanned absence data to identify absenteeism drivers.)
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail34.jpg)
13+ HR Case Studies: Recruiting, Learning, Analytics, and More
SEPTEMBER 3, 2019
As someone who has worked in the HR profession, I know well the full value of stories, examples , and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well. How to Lead a Hiring Team.
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Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers
Professional Alternatives
FEBRUARY 2, 2024
[link] Finding the Perfect Fit: How Finance Recruiters Can Help Hiring Managers and Job Seekers The role of finance recruiters in the job market The job market can be a daunting place for both hiring managers and job-seeking candidates, especially in the highly competitive field of finance.
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Recruiting Feedback Case Study: The Recruiting Revenue Connection
MARCH 11, 2019
In our latest recruiting feedback case study , Craft Brew Alliance (CBA) demonstrates that asking the right questions at the right time can dramatically affect overall recruiting effectiveness AND uncover powerful connections between recruiting and revenue generation. Recruiting and Revenue.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/1/a/6/1a6218a5462671c837cb0b9d3565df682db68c84.jpg)
The Evolution of HR with AI Technologies
FEBRUARY 19, 2024
Traditionally, HR departments focused on managing employee records, overseeing recruitment processes, and ensuring compliance with labor laws. One of the most significant changes was in recruitment and talent acquisition. Case studies from various companies show the success of integrating AI into HR strategies.
Using Talent Sourcing Platforms To Save Recruiter Time
Select Software Reviews
MAY 17, 2019
Talent sourcing has become an incredibly important part of any recruiting strategy. In response, recruiters have been forced to rely more and more on outbound means to engage potential hires. Full desk recruiters don’t want to source. Source cfo.com. Sourcing is all these companies do.
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How To Apply Design Thinking in HR (+ 3 Case Studies)
AUGUST 16, 2023
The benefits of a design thinking approach in HR The 4 principles and 5 phases of design thinking 4 Ways to apply design thinking to HR processes Successful implementation of design thinking in HR Design thinking in HR examples What is design thinking? Recruitment and onboarding Consider how candidates experience the recruitment process.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/c/7/6/c76160d878dbf9bbfe0d8d0c036a36d1c0a3a477.jpg)
Case Study: MarketGap’s Innovative Strategy for Agile Workforce Evolution
JUNE 30, 2023
Partnering with organizations and agencies that focus on promoting minority talents, such as minority professional associations and diversity-focused recruitment firms. The post Case Study : MarketGap’s Innovative Strategy for Agile Workforce Evolution appeared first on Hppy.
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Case study: Executing a recruitment marketing video plan
MAY 19, 2021
Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ROI. Reading Time: 7 minutes. Brittni says, “I knew Stories Inc.
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OKR Examples: How to Write OKRs that Drive Impact
OCTOBER 19, 2022
In this article, we’ll break down the framework for writing impactful objectives and key results and share some OKR examples you can use as a guide when crafting your own. Example of a poorly-written objective: Provide better customer service. Example of poorly-written key results: Treat our customers well every day.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/1/6/4/16460fb12534e17c1766ac5314a784b9f83340d8.jpg)
Case Study: Credit Union
OCTOBER 1, 2020
Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. Our example organization is Springfield Community Credit Union. How much can you save? ArticleID 7414.
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Case Study: The Value Of Pay Transparency And How To Implement It
HR Tech Girl
JULY 5, 2023
Here I aim to shed light on what pay transparency looks like at Compt, explain its mechanics and influence on overall compensation structures and raises, present real-world examples of its benefits, and provide practical considerations for organizations contemplating this approach.
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Develop Your Talent Acquisition Strategy With 6 Practical Examples
JULY 31, 2023
In this article, we’ll explore what a talent acquisition strategy looks like, how to develop a talent acquisition strategy, along with some best practices and examples to help you move your company forward. Software and applicant tracking systems can help you sort through your talent pool, assess candidates, and recruit .
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/4/1/a/41a614300914ebb232d67a69915953449709a1b.jpg)
Creating Employment Opportunities With Flex Manufacturing (i4cp login required)
MARCH 7, 2023
This case study represents one of the submissions for i4cp's 2023 Next Practice Awards, winners will be honored at the i4cp 2023 Next Practices Now Conference. You can also view other Next Practice Award case studies . A cross-functional team formed to include the Director of Manufacturing, his HRBP and Recruiting .
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail23.jpg)
9 Digital HR Case Studies with Business Impact
Digital HR Tech
OCTOBER 23, 2019
In this article, we have collected some of the best Digital HR case studies we’ve come across. They’re good examples of organizations that really get Digital HR and make the most of it. Each case study is connected to a specific business imperative. What’s in? Anchor Trust 2. Deloitte 5.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail13.jpg)
Healthcare HR and Nursing Leaders: Partnering for Improved Outcomes
FEBRUARY 11, 2019
Creating a partnership between nursing leaders and HR, though, can help organizations do a better job recruiting and retaining nurses, leading to better workforce management for HR and improved care for patients. With a projected nursing shortage in the next decade , recruitment has never been more important for healthcare organizations.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail9.jpg)
Recruit Better: Employee Discount Programs and Taxes
HR Bartender
APRIL 16, 2017
Examples of de minimis perks include occasional tickets to theatres and sporting events, as well as invitations to company-hosted parties and picnics. That helps strengthen relationships and increase engagement with employees, and it can serve as a competitive differentiator and recruitment tool.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail26.jpg)
How to Identify Bottlenecks in Your Recruitment Process
DECEMBER 9, 2014
Take recruiting for example . When the recruiting process is broken, everybody knows it. And in my experience, everyone blames everything on recruiting being broken. “We Problems (or contraints) in recruiting isn’t something to ignore because finding top talent is essential to the business.
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13 HR Analytics Courses Online To Check Out in 2024
FEBRUARY 23, 2024
All subjects are illustrated by real-life examples of how various organizations tap into HR analytics techniques to help them flourish. A dashboard example is included below. It includes facilitated discussions, case studies , group and individual activities, and self-assessments. Want to know more?
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Navigating Uncertainty: The Strategic Imperative of Investing in People and HR Tech
FEBRUARY 7, 2024
Optimizing Operations HR tech serves as a catalyst for operational efficiency, streamlining processes such as recruitment , onboarding, and performance evaluation. This collection of case studies showcases success stories where savvy UAE companies harnessed the power of HR tech to drive out of the box results: 1.
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If You’re Not Listening for These 4 Phrases When Hiring Teachers, You’re Missing Out
OCTOBER 8, 2018
Finding and hiring top teachers is one of the most important recruiting jobs. Today’s youth, for example , are dealing with complicated, multifaceted challenges due to various cultural and social aspects. According to a 2018 case study , the opportunity for learning is limited by these cultural and social differences.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/5/f/1/5f158981f96748b28748b79834972bcebf477779.jpg)
9 Inspiring Employee Experience Examples To Boost Your EX
JANUARY 12, 2024
These touch points are encounters with your policies, processes, and strategies from the first contact during recruitment to the offboarding and alumni policies. One of the best ways to learn is to look at specific employee experience examples , case studies , and initiatives deployed in other organizations. Contents 1.
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People Analytics and HR-Tech Reading List
Littal Shemer
OCTOBER 11, 2022
“The book helps professionals, researchers, employers, and everybody interested in the world of work to understand the past, present, and future of recruitment . . “The book helps professionals, researchers, employers, and everybody interested in the world of work to understand the past, present, and future of recruitment .
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/4/4/1/441b65ad9689017cd98313281383030cf6adf4d9.jpg)
13 Great Employer Branding Examples To Inspire You in 2024
SEPTEMBER 15, 2023
In this article, we’ll share 13 exceptional employer branding examples and what we like about them to inspire you in building your employer branding strategy. Types of employer branding content Employer branding examples 1. Now, let’s dive into the best employer branding examples ! Contents What is employer branding?
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What is HR Automation? A Guide with Practical Examples
APRIL 8, 2021
HR is responsible for recruiting , onboarding and offboarding employees, training and development, payroll and timekeeping, tracking vacation and sick days, and employees’ general well-being within the organization. Benefits of HR automation Examples of HR automation in action The best HR automation tools currently on offer.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/4/4/f/44f8a5340343bbcb3cbe3d6f43c358ebf4e84873.jpg)
Why talent acquisition pros must learn to analyze data, according to a new book
HRExecutive
MARCH 25, 2024
The consulting firm also found that most HR departments use two or more platforms to facilitate the recruiting process. Throughout the chapters, practical examples and case studies from organizations across the globe provide real-world context. “We A study performed by St.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/a/9/b/a9b7caca4a8cce54f96113960aa1598c350320a1.jpg)
Trend: Candidate Feedback for Recruiter Reviews and Managing Recruiters
JANUARY 13, 2023
Using candidate feedback for recruiter reviews and managing recruiters is fast becoming standard practice these days. In fact MOST Survale clients use some form of candidate and/or hiring manager feedback in quarterly or annual recruiter reviews, incentive compensation or other systems for managing recruiters ’ performance.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/d/e/5/de5b45c437772501c87e55e18c45daefcfd8c6fa.jpg)
5 Ways to Revolutionize Recruiting with AI
Linkedin Talent Blog
DECEMBER 6, 2023
Namely, it gives recruiters more time for the human aspects of their work. “AI In one example , the team prompted the AI to “Act as if you’re giving a presentation on key data findings and theme takeaways from survey responses around our representation recruiting survey.” million job applications.
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A Real Life Example: The Benefits of Recruiting Chatbots
SelectSoftware
APRIL 28, 2020
If you’re looking to save time with your recruiting efforts, check out this case study .
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/2/7/0/27070857a2cd6cfebbffd1385a652df0091beb1b.jpg)
Recruiting in the Era of International Accounting Standards: A Hiring Manager’s Handbook
FEBRUARY 9, 2024
Partnering with a Global Accounting Recruitment Agency Navigating the global accounting landscape and finding top talent can be a daunting task. One effective solution is to partner with a global accounting recruitment agency. Ready to elevate your expertise and drive success in global accounting?
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/7/d/c/7dc8abfc188ddf0f26afd9d990b6bcbb3f1b298b.jpg)
Maximizing Talent Acquisition Success: The Qualigence and Valvoline Partnership
Qualigence Blog
MARCH 14, 2024
This blog explores the transformative partnership between Qualigence, a leader in recruitment and talent strategy, and Valvoline, a highly respected automotive services and products provider. Resource Augmentation : Leveraging additional full-cycle recruiting resources to enhance Valvoline’s recruitment capabilities.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/thumbs/large/5/b/3/5b3cf82041ee27f3ca9281b9cca50f0c0cb37d5b.jpg)
Best recruitment marketing blogs of the year by Stories Inc.
DECEMBER 22, 2020
At the start of 2020, we focused on providing for you the best recruitment marketing blogs possible. All in all, we hit “publish” over 100 times this year— including virtual content creation resources , a COVID-19 hub , case studies , downloadables , and original articles. Crisis communications for recruitment marketers.
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Improving Diversity Recruiting Strategy: 7 Practical Tips
SEPTEMBER 8, 2020
People say that using a diversity recruitment strategy is the right thing to do. This post is here for companies that need to improve their diversity recruiting strategy and take advantage of these benefits. By the time you’re done reading, you’ll know what it takes to recruit top diverse talent and retain them effectively.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail46.jpg)
Talent Mobility Webinar: How to Recruit and Retain Internal Talent
NOVEMBER 7, 2016
Recruiting : instead of immediately looking externally for talent, you consider your internal talent inventory to determine if you have someone you can move into the role. Each case study tells a slightly different story, and I’m excited to share those examples . It has a whole host of impacts and benefits.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail22.jpg)
Case Study Underscores Why HR Change Management Skills Are Critical
HR Daily Advisor
DECEMBER 8, 2017
Here is an example to illustrate the point: This is a true story about Robert, a director of Recruitment and Human Development for a major chemical company. Improve the company’s college recruiting program designed to bring into the company “high potential” entry-level engineers and technically-trained individuals.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail25.jpg)
#GamifyHR HR / Learning Gamification Case Studies
Strategic HCM
MAY 18, 2014
Day 3 of Fleming''s Gamification in HR Summit focused on learning, particularly in this case study from Tuba Surucu from Yapi Kredi Bank in Turkey. So again, this is gaming rather than gamification - and quite similar to the recruitment case studies in fact.
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail7.jpg)
#E4S case studies - BT, Capital One.
DECEMBER 17, 2012
But after a couple of these I was beginning to worry whether these case study sessions were going to live up to the challenge that E4S provides and David Guest described earlier - if there’s been such as huge management c**k-up as there certainly has, we don’t get out of it by a slight shift in management as usual.
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Organizations Can Use Assessments to Bridge the Skills Gap
SEPTEMBER 5, 2017
According to the Society for Human Resource Management (SHRM) report “ The New Talent Landscape: Recruiting Difficulty and Skills Shortages ”, 68 percent of HR professionals are having trouble recruiting candidates for full-time positions. Organizations Can Use a 3-Strategy Approach to Recruitment . Enjoy the post!).
![case study on recruitment policy article thumbnail](https://www.humanresourcestoday.com/taurus/media/default-thumbnails/thumbnail16.jpg)
How an Employee Experience Platform Helps with Recruiting
DECEMBER 14, 2017
Case in point: recruiting . How an employee experience platform helps recruiting . That means it touches everything in the employee lifecycle, from recruiting to retirement. With more time and data on hand, HR professionals can optimize their efforts around programs such as recruiting . About Kazoo.
Case Study: HR as a Vital Catalyst for Company Success
SEPTEMBER 19, 2017
HR effectively redefined the recruiting and selection process to hire people who would embrace the 20 percent, aided in creating incentives aligned with the 20 percent purpose, and built a performance review process designed to reward and recognize efforts and contributions focused on achieving the it.
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- 21 Nov 2023
- Cold Call Podcast
Cold Call: Building a More Equitable Culture at Delta Air Lines
In December 2020 Delta Air Lines CEO Ed Bastian and his leadership team were reviewing the decision to join the OneTen coalition, where he and 36 other CEOs committed to recruiting, hiring, training, and advancing one million Black Americans over the next ten years into family-sustaining jobs. But, how do you ensure everyone has equal access to opportunity within an organization? Professor Linda Hill discusses Delta’s decision and its progress in embedding a culture of diversity, equity, and inclusion in her case, “OneTen at Delta Air Lines: Catalyzing Family-Sustaining Careers for Black Talent.”
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- 14 Nov 2023
- What Do You Think?
Do We Underestimate the Importance of Generosity in Leadership?
Management experts applaud leaders who are, among other things, determined, humble, and frugal, but rarely consider whether they are generous. However, executives who share their time, talent, and ideas often give rise to legendary organizations. Does generosity merit further consideration? asks James Heskett. Open for comment; 0 Comments.
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- 07 Nov 2023
- Research & Ideas
When Glasses Land the Gig: Employers Still Choose Workers Who 'Look the Part'
Is an eyeglass-wearer more likely to be a strong web developer? Employers that use online talent platforms tend to consider profile photos in final hiring decisions, says research by Isamar Troncoso. What's the role of recruiting platforms in preventing bias?
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- 16 Oct 2023
Advancing Black Talent: From the Flight Ramp to 'Family-Sustaining' Careers at Delta
By emphasizing skills and expanding professional development opportunities, the airline is making strides toward recruiting and advancing Black employees. Case studies by Linda Hill offer an inside look at how Delta CEO Ed Bastian is creating a more equitable company and a stronger talent pipeline.
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- 26 Sep 2023
Unpacking That Icky Feeling of 'Shopping' for Diverse Job Candidates
Many companies want to bring a wider variety of lived experiences to their workforces. However, research by Summer Jackson shows how hiring managers' fears of seeming transactional can ultimately undermine their diversity goals.
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- 21 Aug 2023
You’re More Than Your Job: 3 Tips for a Healthier Work-Life Balance
Younger workers are rejecting the idea of sticking with one employer for the long haul and are instead finding happiness by job-hopping and creating dramatically different boundaries with work. In a new book, Christina M. Wallace maps out a step-by-step guide to building a flexible and fulfilling life that includes rest, relationships, and a rewarding career.
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- 26 Jul 2023
STEM Needs More Women. Recruiters Often Keep Them Out
Tech companies and programs turn to recruiters to find top-notch candidates, but gender bias can creep in long before women even apply, according to research by Jacqueline Ng Lane and colleagues. She highlights several tactics to make the process more equitable.
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- 18 Apr 2023
The Best Person to Lead Your Company Doesn't Work There—Yet
Recruiting new executive talent to revive portfolio companies has helped private equity funds outperform major stock indexes, says research by Paul Gompers. Why don't more public companies go beyond their senior executives when looking for top leaders?
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- 31 Jan 2023
It’s Not All About Pay: College Grads Want Jobs That ‘Change the World’
Many college graduates will accept lower salaries for roles that have the potential to give back to society, says research by Letian Zhang. Could trading pay for altruism help shrink the income gap?
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- 05 Dec 2022
5 Companies Where Employees Move Up the Ladder Fast
IBM, Southwest Airlines, and other companies proactively help workers advance their careers to try to retain them, says research by Joseph Fuller. The findings show just how important an employer can be to future salary and job prospects.
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- 30 Nov 2022
Recruiters: Highlight Your Company’s Diversity, Not Just Perks and Pay
Many job seekers want to join inclusive companies that reflect their values. Research by Joseph Pacelli shows how employers can attract more talent by promoting the diversity of their workforce.
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- 22 Apr 2022
Companies Can Expand Their Talent Pool by Giving Ex-Convicts a Second Chance
People with criminal convictions often have trouble finding work and face double-digit unemployment rates. Yet employers would be more willing to hire them under certain conditions, says research by Zoë Cullen. Open for comment; 0 Comments.
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- 05 Nov 2021
How to Tap the Talent Automated HR Platforms Miss
Companies are struggling to fill open positions, but the job platforms they use often screen out promising candidates just because they don't tick every box. Joseph Fuller probes the challenges—and opportunities—of "hidden workers." Open for comment; 0 Comments.
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- 08 Dec 2020
Why Companies Hunt for Talent on Digital Platforms, Not in Resume Piles
Rather than sit back and wait for applicants to send resumes, companies are proactively targeting prospective employees on digital platforms and social media, often with a recruiter's help, says research by Rembrand Koning. Open for comment; 0 Comments.
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- 17 Nov 2020
Why a Blended Workforce May Be Key to Lasting Competitive Advantage
Companies are increasingly blending full-time staff with skilled on-demand talent. The problem: Few companies have developed cultures that accommodate gig workers, says Joseph B. Fuller. Open for comment; 0 Comments.
- 30 Jun 2020
Is a Business School-Industry Collaboration Needed to Attract Black Talent to Campus?
SUMMING UP:James Heskett's readers suggest that recruiting minority students to business school must be matched with programs to retain them. Open for comment; 0 Comments.
- 01 May 2020
Does Remote Work Mix with Organizational Culture?
SUMMING UP: Readers who themselves work from home think differently about how organizations should respond to remote work initiatives. James Heskett sums up the dicussion. Open for comment; 0 Comments.
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- 13 Nov 2019
- Working Paper Summaries
The Gender Gap in Self-Promotion
Many organizations and job applications require individuals to assess their own ability and performance. When women communicate to potential employers, however, they systematically give less favorable assessments of their own past performance and potential future ability than equally performing men. The study rules out potential explanations for the gap and discusses implications.
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- 05 Sep 2019
- Sharpening Your Skills
Making the Right Technical Hire
CEOs are usually more comfortable making key hires on the business side of the house than the technology side. Here is what executives need to understand about technical hires, according to Julia Austin. Open for comment; 0 Comments.
- 30 Jun 2019
The Comprehensive Effects of Sales Force Management: A Dynamic Structural Analysis of Selection, Compensation, and Training
When sales forces are well managed, firms can induce greater performance from them. For this study, the authors collaborated with a major multinational firm to develop and estimate a dynamic structural model of sales employee responses to various management instruments like compensation, training, and recruiting/termination policies.
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IMAGES
VIDEO
COMMENTS
Reengineering the Recruitment Process. The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated ...
Since its inception in January 2021, around 4,000 people have made use of the hub, completing a total of 41,000 activities. The career confidence scores of users have increased from an average of 62% on registration with the hub to 70% after completing activities. Feedback from users has been overwhelmingly positive.
The Google Recruitment Process. One of the most notable statements of Eric Schmidt, the CEO of Google Inc. is that “Google invests in people.”The main reason why people from different cultures, have been dreaming of being recruited and hired by Google is that the company offers possibly the most outstanding job compensation packages any normal employee could ever enjoy.
3 recruiting case studies by industry. We’ve heard plenty of people say “skills-based hiring doesn’t work in my industry.” But that’s just yet another myth we’ve debunked. Let’s take a look at a handful of case studies about how companies within certain industries have succeeded with skills-based recruitment initiatives.
Case study: Executing a recruitment marketing video plan. Stories Incorporated HR. MAY 19, 2021. Executing a recruitment marketing video plan sometimes requires research and buy-in. This case study is an excerpt from our new ebook, Getting Buy-In for Your Employee Story Project: The Ultimate Guide to Employer Branding and Recruitment Marketing ...
by Rachel Layne. Tech companies and programs turn to recruiters to find top-notch candidates, but gender bias can creep in long before women even apply, according to research by Jacqueline Ng Lane and colleagues. She highlights several tactics to make the process more equitable. 18 Apr 2023.
The study further recommended that formal guidelines and procedures on the recruitment and selection processes are appropriately adhered to, to guarantee that the best and most deserving workers ...
Case Study: The success story of Company XYZ's head of recruitment, who leveraged networking and industry events to identify and hire exceptional talent. 16. Employer Reviews and Reputation Management
Very few would disagree that the discipline of work and organizational psychology started with the study of recruitment and selection (Ployhart et al., Citation 2017).For over 100 years, scholars and practitioners have aimed to determine how to generate recruitment pools of highly qualified applicants and how to select the most suitable ones for available jobs (Nikolaou & Oostrom, Citation ...
Case study: Recruitment as a key strategic advantage Company overview Siemens AG is a global technology powerhouse that has stood for engineering excellence, innovation, quality, reliability and internationality for more than 165 years. The company is active in more than 200 countries, focusing on the areas of electrification,