With the growing Me Too movement, the pay gap between men and women in the workforce is being brought into the spotlight. In 2015, American women working full time were paid 80% of what their male counterparts made on average, creating a pay gap of 20% (AAUW 2017). Some companies are striving to close the gender gap and have found that what they perceive and what is reality can be two very different things. Here are seven tips to help a company find balance in their workforce.

Talent Acquisition and RPO Leaders, picture this: you’re standing at the proverbial “alter” of business relationships, ready to sign the contract linking your future success and happiness to each other, promising to love, honor, cherish and be faithful, as long as you both shall live (or at least “love”).  So how can you be sure your new marriage will succeed?    

Who are your customers? This is a fundamental question to any business, but one that talent acquisition teams have been tangling with more and more as recruitment marketing plays a greater role in the acquisition of highly skilled, passive candidates.

It goes without saying that without proper measurement of your organization’s actions and accomplishments, figuring out just how well you’re doing in terms of business is difficult. The Office of Personnel Management notes that measurement “plays a crucial role in translating business strategy into results.”

Once upon a time, in Silicon Valley, some pioneering modern tech companies decided to experiment with a new hiring model, which was collaborative recruitment. This technology consists of involving the employees themselves in the recruitment process. Today, the collaborative recruitment model has made its way beyond the Valley and is now becoming increasingly popular worldwide. Here, we will look at the reasons why the employees need to be involved in the hiring process.

Source: Glassdoor, Indeed Office Photos

As talent acquisition professionals, we’d like to think that organizations that work directly in the recruiting field have everything figured out – that hiring for them is a complete non-issue and recruiting practically runs itself. However, even an ubiquitous recruiting company like Indeed needs a talent acquisition leader to navigate some unique hiring challenges.

Building a successful talent acquisition program requires a multifaceted process, one that involves strong communication between various areas of your organization and a heightened focus on the candidate’s needs, among other things. Strangely, an easily overlooked step in building a successful TA program is one that should be well understood by every organization: fully understanding your candidate market.

There are many components to hiring, but one aspect has risen in prominence and captured the attention of the talent acquisition community: talent engagement and recruitment marketing.

Recruitment marketing, the marriage between brand marketing and candidate and employee engagement, plays an essential role in obtaining quality candidates, and thus, delivering quality to consumers.

It’s no secret that in today’s economy, with unemployment at a historic low of 4.3 percent, organizations are faced with the task of fighting tooth and nail for top level talent. Combine these unemployment levels with rapid changes to the way retail operates and turns a profit, and it’s easy to see why some are saying we live in an age of disruption.

Hiring unpredictability - the sudden or unexpected need to make hiring decisions that had not been forecasted prior - is a stressful and often damaging component of talent acquisition. While some organizations bring this unpredictability upon themselves by failing to perform proper forecasting and research, other organizations navigate unpredictability as a natural part of their business.