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I am happy that I have been able to speak about my role and contribution at GTM. ✨ Watch the video to learn more about what I do and how I strive to connect talented candidates with their dream careers. 🚀 #TalentAcquisition #HR #CareerGrowth #GTM #EmployeeEngagement

Ideal Recruiter 2024-25 is here! eFinancialCareers gathered insights from over 4,200 industry professionals to identify the most trusted and valued recruiters in the financial services sector. Whether you're a job seeker or a recruiter, our report offers key insights: Job Seekers 👉 Find the recruiters who consistently connect candidates with leading opportunities. Recruiters 👉 See how you're viewed in the market and discover the key areas of expertise that matter most to candidates. In this report, we cover: - Leading recruiters by region, including detailed analysis for the UK, Hong Kong/Singapore, and others.  - Sector-specific recruiters, with insights on banking, technology, and more.  - Recruiters ranked by market service, market knowledge & mentoring, customer and candidate service and more...    Find out who won! > https://lnkd.in/gp6sxTyK 

This Week's Tech Triumphs at Kalent: Elevating Your Recruitment Experience!🚀 Here's what's new: • Sharper Industry Filter: We’ve honed the industry filter, making it easier than ever to pinpoint the exact talent pool you're aiming for. 🎯 • Candidate Details Drawer: Peek into a candidate's world with our new details drawer – all the insights you need, in one handy place. 🔍 • Outreach Version 2 & Edit Feature: Outreach has leveled up! V2 comes with an edit function, giving you full control over your communication. ✏️ • Candidate Status Updates: Keep track of your candidates with ease; updating their status in your pipeline is now smoother than silk. 🔄

Top QP talent is rare. They certainly don't grow on trees. This is why a swift, efficient interview process is key. It's a necessity when hiring QPs. But attracting and securing these professionals demands more than just a competitive offer. It requires an interview process that respects their time and expertise! The longer your process, the higher the risk of losing top candidates. Efficiency is key. Streamline your procedures, cut unnecessary stages, and focus on what truly matters—identifying if there's a mutual fit. AssureBio dal@assure-bio.com

👆 ONE more day to sign up for our upcoming webinar tomorrow July 25th at 1 PM EDT! https://lnkd.in/eH8fkBK5 Join Ashley Kauffman and Scott Foster to discover how to "Deepen Your Talent Pool: 3 Ways to Get More Applicants." In today’s competitive job market, candidate engagement is dropping nationwide. Building strong relationships with potential hires and attracting top talent is challenging. NAS Recruitment Innovation is here to help you: 💡 𝙀𝙣𝙜𝙖𝙜𝙚 𝙢𝙤𝙧𝙚 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨 💹 𝙄𝙣𝙘𝙧𝙚𝙖𝙨𝙚 𝙖𝙥𝙥𝙡𝙞𝙘𝙖𝙩𝙞𝙤𝙣𝙨 💲 𝙎𝙖𝙫𝙚 𝙮𝙤𝙪 𝙩𝙞𝙢𝙚 𝙖𝙣𝙙 𝙢𝙤𝙣𝙚𝙮 Don't miss out! Sign up today: https://lnkd.in/eH8fkBK5

Introducing ITG's Job Posting Management. ITG will monitor your various active job posting websites for applicants. ITG will post jobs for hire, create and modify job descriptions, and analyze success. Potential hires are sent to your team to review and upon approval, an interview can be coordinated. 

Join us for an insightful webinar and unlock the secrets of automated technical screening and learn how to implement it effectively from the get-go. Our special guest for this session of Talent Decoded is Ron Fish, the Global Talent Acquisition Leader at Ivanti, with 20+ years of experience in talent attraction and recruitment. Register with the link in comments!

Love this approach! 🙌 At Scoutr, we also believe hiring managers should take control of their talent pipeline by being actively involved in sourcing. 🚀 #EveryoneIsARecruiter #TalentAcquisition #HiringManagers #RecruitmentInnovation

Yeah! You are ready to hire! STOP • Is this hire inline with other departments and operational priorities? Will someone scoff and throw up some barriers? Finance is ready for this, right? • You know the salary range? That means you've discussed the level of the role and expertise you need? • What approach does the Hiring Manager want to take to make this hire - leverage their network, screen candidates, etc.? Has the Hiring Manager and interview team done this before and prepared to hire? • Is HR prepared to onboard at the suggested start date? Too many small companies hit an unexpected barrier just when they are ready to make the offer ➜ Take time upfront to make sure everyone is aligned and that you have ALL the necessary approvals. This is a Top 10 reason hiring projects stall. Get the other 9 at

I'm obviously a bit biased, having worked at both cord and Pinpoint Applicant Tracking System 🙊 , but this webinar will be a good one. One of the biggest takeaways from attending Recfest was that lack of data is severely impacting talent teams, and therefore having a negative impact on candidate experience. This webinar will look at: 👉 Which metrics should you even care about? 👉 How to use metrics to increase stakeholder buy-in. 👉 How to use metrics to improve candidate experience and DE&I initiatives. Register here - https://lnkd.in/eQy4c7Mq