On March 23, 2018, Talon RPO Engagement Manager and Sourcing Specialist Michelle Rawls graduated from the the Sourcecon Academy recruitment training program. (Read Michelle's full bio here.)
Talon RPO is excited to announce a new training partnership with the SourceCon Academy and Mark Tortorici's San Francisco-based training organization, Transform Talent Acquisition. This recruiter & sourcer training initiative is already underway and very similar to programs Mark has used to educate talent acquisition teams at Google, Facebook, Apple, Nvidia, netPolarity, Ebay, Roku, Yahoo,
If you’ve been studying the global staffing industry (or have been checking your spam filter), you may have noticed an increase in the number of staffing agencies offering recruitment services by the hour. The advancements in social media described above have given everyone a robust rolodex from which to recruit. Choosing to work with a recruiter by the hour can offer hiring entities an
Before you read this, you might want to read "What is a contingency search?" as a helpful starting point.
A contingent search is a recruiting arrangement where there is no remuneration paid to the staffing agency until a hire is made. From the client perspective, upfront financial risk is virtually nonexistent. While this may sound attractive, there are a number of downsides worth considering.
RPO, Recruitment Process Outsourcing, is a form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external provider. Working with an RPO provider is different than partnering with a headhunter or staffing agency; the RPO process is generally recognized as being more affordable, scalable, and customizable.
It’s early December with Christmas and the New Year right around the corner. Should recruiting teams slow down with the rest of the world or sprint through the holidays? This year the team at Talon maintained a holiday recruiting sprint and our clients reaped the rewards. Here’s why:
In Recruiting Metrics that Matter: Part I, we identified five recruitment metrics that provide immediate insight into an organization’s effectiveness at attracting and retaining top talent. In this short epilogue, we will identify five additional recruitment metrics also worth your consideration.
In my first job out of engineering school I had this manager, an aviation engineer named Rick Hoepfner, who loved to say, “What gets measured gets managed, and what gets managed gets improved.” There is truth in this statement and in recruitment, we have a number of metrics we can use to drive performance throughout our internal teams and support objective reporting to our senior leadership.