Hiring managers need the right tools and knowledge to maximize the value of candidate data. Used correctly, data analytics is a crucial predictive tool.
Hiring managers need to be able to identify a dishonest candidate and have the skills to form an effective strategy to deal with them.
RPO partners need to focus on inclusive hiring strategies to deliver the best candidates to organizations while helping to create a diverse workforce.
Hiring professionals need to develop strong relationships with software engineers, and this all starts with having the right conversation.
Organizations need an RPO partner with high emotional intelligence and recruiters equipped with soft skills to find the best candidates.
This post suggests key considerations when choosing an RPO partner and urges companies to seek an experienced vendor with a solid track record.
HRO Today recently announced the results of its 2017 RPO Baker’s Dozen Customer Satisfaction Ratings in Recruitment Process Outsourcing. This year, as in the previous two, Pierpoint’s superior value has…