by Market Cheetah | Apr 16, 2021 | Human Resources, Organization and Employee Development, Retention, Talent Acquisition Strategy, Talent Acquisition Technology
Identifying employees for internal opportunities as they grow in their careers has taken on new significance during the COVID-19 pandemic.
Companies that needed to restructure quickly found that strong internal mobility programs, aided by talent marketplace technology, helped them redeploy employees to meet quickly changing business needs.
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by Market Cheetah | Mar 8, 2021 | HR Careers, Human Resources, Onboarding, Talent Acquisition Strategy
For human resource professionals who are currently in the job hunt, how much does industry matter? The answer hinges largely on an HR professional’s particular skillset, knowledge and interests.
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by Market Cheetah | Feb 3, 2021 | External Recruiting, Human Resources, Talent Acquisition Strategy
As many organizations around the country continue to operate in a remote or hybrid way and many indicate that they may do so for the foreseeable future (or even permanently), some are beginning to realize a potential big benefit—an opportunity to recruit and hire employees from a much broader talent pool.
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by Market Cheetah | Aug 24, 2020 | External Recruiting, Human Resources, Sourcing Strategies, Talent Acquisition Strategy
Employers have promised to improve diversity, equity and inclusion (DE&I) at their organizations since nationwide protests against racial injustice sparked off in June.
One of the first steps companies can take to meet those commitments is reviewing how their recruiting and hiring is done—from how job advertisements are written to which candidate sources are mined for talent and which recruitment partners are chosen.
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by Market Cheetah | Aug 19, 2020 | Diversity and Inclusion, Equal Employment Opportunity (EEO), Human Resources, Pay Equity, Talent Acquisition Strategy
Because Black job seekers are less likely than white applicants to be college graduates, degree requirements can keep them out of certain positions, despite their skills and talents, lowering their earning potential and making it more difficult for companies to create diversified and inclusive workplaces.
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