Talent Acquisition eBook: Employer Branding Playbook
At SecureVision, we believe that playbooks can optimize your talent acquisition function to achieve better outcomes. What exactly is a playbook? Essentially a playbook is a best-practices guide for a specific piece of the talent acquisition function. For example: applicant tracking systems, culture, employee branding, job interview stages, etc, each have their own playbooks as each are distinct elements of the overall talent acquisition function. Since 2015, we have supported
Building Inclusive Communities, Diversity Efforts, and Creating HR Infrastructure For Startups
Intro SecureVision CEO James Mackey recently sat down with Erin McCann, senior vice president of People Operations at SevenFifty, to discuss building inclusive communities, diversity efforts, and creating HR infrastructure for startups. Erin and her team of four are responsible for everything related to the people at SevenFifty. Including hiring, career development, onboarding, retention strategies, how they hire, how the pay, inclusivity and diversity efforts, and more. To l
How To Select an RPO Recruitment Agency
Selecting an RPO recruitment agency can be a process. This blog post breaks down the key questions to ask an RPO recruiting company while you are interviewing them as a possible talent acquisition vendor. Ask About The Delivery Team It’s critical to uncover the experience of the delivery team to determine how well they understand your environment. Unfortunately a lot of RPOs will staff their agency with the cheapest labor available instead of the most knowledgeable and experi
Unifying Stage Names within Greenhouse Interview Plans
Within the popular applicant tracking system (ATS) Greenhouse, talent acquisition teams can set up Interview Plans. In order to get the most out of Greenhouse, consider unifying the Interview Plan stages so you are able to keep an accurate pulse on coverage and progress on open roles. This effort will result in accurate reporting. Having accurate reporting will ensure that your talent acquisition team receives the right amount of recruiting support that will enable you to fil
Armed Only with Influence, How Talent Acquisition Leaders Can Implement Change
We hold the philosophy that what you know is 50% of the job, and the other 50% is being able to pull people along with what you do. If you are a talent acquisition leader and you want to implement change in your organization, whether that be making changes with your ATS, a hiring plan, changing from a high volume approach to a high touch approach within your capacity per recruiter mode, or anything important to optimizing the talent acquisition function, it can be very diffic
How Talent Acquisition Teams Should Approach Hiring Plans
An annual hiring plan is a critical component of the talent acquisition process that you need to get right at scale. In fact, getting your hiring plan wrong can seriously derail the growth trajectory of your company because you will be losing out on top talent to your competition. A hiring plan should factor in how many positions you need to fill for the upcoming year, time to fill, recruiter capacity, number of growth positions, number of backfill positions, current market c
Time To Fill Best Practices for Recruiters and Talent Acquisition Teams
Most Underestimate Time to Fill Companies have a tendency to underestimate time to fill. And when they're doing their hiring plans, they typically make best-case-scenario assumptions versus the reality. If a single software engineer role was filled in 30 days in 2020, that doesn’t mean you should project 30 days for all future software engineer roles. Market conditions are constantly changing and that software engineer might take 60 days in 2022. We recommend adding two weeks
Utilizing Your Applicant Tracking System (ATS) To Optimize Your Talent Acquisition Function
The Problem with your ATS A properly setup and utilized Applicant Tracking System (ATS) is critical to optimizing your talent acquisition function and generating great outcomes from it. However, ATS’s are a pain point for most companies. Typically, we see companies using an ATS as a messy data placeholder because there was no initial strategy in place when the ATS was brought in. The ATS just gets turned on, but then there is an immediate struggle for the talent acquisition t
