Talent Acquisition

Summary

  • 3 927 Companies
  • 1 Patents
  • 3 Use Cases
  • 68 Case Studies
  • 71 Science Papers
  • $191 104 149 Total Funding

Companies

#Organisation NameIndustriesHeadquarterDescriptionFounded YearCompany TypeNum of Employees
1
Software
New York, New York
Pioneer of CRM technology for recruiting, Avature is a highly configurable enterprise SaaS platform for talent acquisition and talent management that drives innovation in the HCM software space. Founded by Dimitri Boylan, Avature empowers the leading-edge HR strategies of over 650 enterprise-level customers, including 110 of the Fortune 500 and 28 of the Forbes Global 100, in more than 164 countries and 32 languages. Avature solutions include: - Candidate Relationship Management (CRM) - Applicant Tracking System (ATS) - Campus & Events Management - Employee Referral - Hiring Manager Engagement - Staffing Agency Management - Retail Recruiting - Onboarding - Employee Internal Mobility - Performance Management - Succession Planning - Employee Social Hub - Contingent Workforce Management - Video Interviewing
2005
Privately Held
1 231
2
Human Resources
Farmington, Michigan
Yochana, Challenging the Status Quo The word Yochana means "thought"​. We think differently about all aspects of Talent Acquisition and Recruiting. We make the extra effort to ensure both our clients and candidates the superior results they deserve! Yochana is an international recruiting firm, based in Farmington Hills, MI. We have several offices across the globe. We have dedicated teams to make sure all your staffing and recruiting needs. Why Yochana? We have our candidates go through an intensive 3 step interview process. This allows us to make sure our candidates are the best fit for the role! We assign one account manager for each of our clients. We streamline the process allowing clear communication and directives. We believe in full disclosure and transparency with both our clients and candidates, as well as internally. We value Honesty, Integrity and Trust in all our relationships. We work across several industries. Yochana provides candidates from Engineers to Sales professionals to Administrative assistants.
2009
Privately Held
330
3
Human Resources
New York, NY
LevelUP provides Talent Solutions in the Human Capital Advisory space. We're results-driven. Our Subject Matter Experts in Talent Acquisition and Human Resource strategies have a proven record of success delivering end-to-end integrated recruitment management solutions. We'll transform your approach to Talent Acquisition and Talent Management with solutions designed to meet your short and long-term needs. Our existing clients will attest that our scale-able solutions have contributed to organizational growth, and cost avoidance. Our solutions are designed to meet the unique demands of our clients. When you partner with LevelUP, we assume ownership of the creation and management of the recruitment process and ensure consistent results. Our approach to resourcing ensures that best-in-class talent is identified and delivered.
-
Privately Held
251
4
Human Resources
Bloomfield Hills, Michigan
www.bctalent.com Blue Chip Talent is a proactive talent acquisition partner specializing in Information Technology (IT), Engineering, and Professional Office recruitment. We build long-term relationships with highly skilled professionals and match them to fulfilling career opportunities with many of our reputable clients. Through our proven, unique 13-step proactive recruiting method, we provide our clients access to a wide pool of completely vetted and hire-ready professionals that were not previously available. We are proud to be named one of "Metro Detroit's Best & Brightest Companies to Work For"​ 20 consecutive years (1999-2019) along with being named to Crain's Cool Places to Work 2019 list and the 2019 Inc. 5000's Fastest Growing Companies list. In addition, we are happy to have earned the "​2019 Best & Brightest Elite Award for Diversity and Inclusion"​. Led by our CEO, Nicole Pawczuk, we are a woman-owned company that is certified by the WBENC and NWBOC. We offer: Talent Acquisition - Contract and Contract-to-Hire - Direct Placement - Project Based Services - Bulk Staffing We serve: - Metro Detroit, Michigan - Tampa, FL - Charlotte, NC Headquartered in Bloomfield Hills, MI Call us today to let us find your next top talent....a Blue Chip Talent! [email protected] 866.991.3895 www.bctalent.com Visit our other social media channels Facebook: www.facebook.com/bluechiptalent Twitter: @bluechiptalent Instagram: @bluechiptalent Blog: www.bctalentblog.com
1994
Privately Held
107
5
Human Resources
Sarasota, FL
Why are we here? Simply put, we are passionate about solving problems and challenges…specifically recruiting challenges. It’s a competitive environment for talent and businesses will succeed or fail depending on having the right talent at the right time in the right place. On occasion, companies will need help in the winning the war for talent and that is the premise on which Search Wizards was founded. In 2000, we launched our company and we continue to grow today. Our experience and ongoing perseverance for helping businesses solve their talent needs is what we are all about and we do it because we LOVE it. What we do? We believe in partnering with our corporate clients to understand their talent landscape and develop creative recruiting solutions. That solution may include: •On Demand Recruiting Augmentation •Sourcing Channel Development (Passive and Active) •Project/Event Recruitment Services •Competitive Intelligence/ Research •Specialized Recruiting Solutions (Military, Diversity, etc…) How we do it? With vigor and passion! We pride ourselves on looking at the long term and building relationships that endure. We listen, plan, execute, and get results. This is why Search Wizards is a leading global provider of Recruitment Solutions. We have successfully partnered with both Fortune 500 and Emerging Growth companies to help overcome their recruitment challenges. Our team of recruiting and sourcing consultants provide expertise and access to the top talent by executing on our custom programs that offer flexibility, scalability, and cost effectiveness. We excel at all talent acquisition functions, including: competitive intelligence, passive talent pipelining, full lifecycle recruiting, and active sourcing. Making Talent Solutions Happen!
2000
Privately Held
51
6
Human Resources
London, United Kingdom
We are AMS. AMS is a global total workforce solutions firm founded in 1996. We enable organisations to thrive in an age of constant change by building, reshaping, and optimising workforces. We do this through talent acquisition and contingent workforce management, internal mobility and skills development, and talent and technology advisory services. Our solutions are delivered by our 4500+ experts who live our passionate, bold, and authentic values. The ultimate aim is to help clients around the world, including 100+ blue-chip companies, create workforces that are fluid, resilient, diverse, and differentiated. We call this true workforce dexterity—and we’re here to help you achieve it.
1996
Privately Held
6 639
7
Software
Oklahoma City, Oklahoma
Paycom (NYSE:PAYC) digitally transforms businesses with comprehensive HR and payroll technology that empowers employees to manage their own data within our single, easy-to-use cloud-based software. From recruitment to retirement, the entire employee life cycle can be managed with tools that work together seamlessly, including talent acquisition, talent management, HR management, payroll, and time and labor management. Come work for us! Looking for a great career at a world-class technology company? Headquartered in Oklahoma City, Paycom has built a reputation as a leader and innovator in the field of HR and payroll technology. It’s this innovation, along with our passionate people, that drives our phenomenal growth. What drives you? Time and time again, our driven people have led us to victory. And we have the awards to prove it! •Ranked No. 1 on Oklahoma’s Top Workplaces list (2020), our eighth consecutive year on the list •One of Fortune’s Fastest-Growing Companies (2020) •Glassdoor’s Best Places to Work: Employees’ Choice (2020) •Glassdoor’s Employees’ Choice Award: One of the Best Large-Sized Companies in the U.S. to Work For (2020) •Chad Richison named one of Glassdoor’s 25 Highest-Rated CEOs During the COVID-19 Crisis in the U.S. (2020) •WSJ Best Managed Companies (2020)
-
Public Company
5 062
8
Human Resources
Amsterdam
As a global talent solutions leader, Randstad Sourceright drives the talent acquisition and human capital management strategies for the world’s most successful employers. We empower these companies by leveraging a Human Forward strategy that balances the use of innovative technologies with expert insights, supporting both organizations and people in realizing their true potential. Business success today is entirely dependent on talent. Advancing artificial intelligence and automation tools can empower any employer to source and engage talent, but technology alone can’t create value. People can. That's why our subject matter experts and thought leaders around the world continuously build and evolve our solutions across recruitment process outsourcing (RPO), managed services programs (MSP) and integrated talent solutions: to deliver the competitive advantage and business impact you need to get ahead. Our expert insights and industry-leading talent solutions result in recognizably higher quality talent, the people that are needed to realize your organization’s strategy. Our global Talent Innovation Center also offers specialized services in: recruiting strategies, employer branding, talent analytics and HR technology. We are consistently recognized for service excellence and innovation by industry organizations such as Everest Group, HRO Today Magazine, NelsonHall, and Staffing Industry Analysts. To learn more, visit www.randstadsourceright.com To be part of a team that is changing the world of HR and to view/apply for current talent openings, visit www.randstadsourceright.com/careers
2001
Public Company
4 379
9
Human Resources
Chicago, IL
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP capabilities supporting total workforce needs. PeopleScout boasts 98 percent client retention managing the most complex programs in the industry. The company’s thousands of forward-looking talent professionals provide clients with the edge in the people business by consistently delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent acquisition platform, empowers faster engagement with the best talent through an AI-driven, consumer-like candidate experience with one point ATS and VMS integration and single sign-on. Leveraging the power of data gleaned from engaging millions of candidates and contingent associates every year, PeopleScout enhances talent intelligence for clients across more than 70 countries with headquarters in Chicago, Sydney and London and global delivery centers in Bristol, Toronto, Montreal, Krakow, Gurgaon and Bangalore. For more information please visit www.peoplescout.com. Our customized talent solutions make it easy for companies to hire efficiently, stay competitive, reduce cost and improve visibility into their overall workforce spend. RPO: Our RPO solutions have a strong focus on methodology, measurable results and flexible solutions for every step of the hiring process. MSP: Each solution is customized to provide you with the best talent, seamless implementation, strong governance and compliance, comprehensive program management and tangible savings. Total Workforce Solutions: These solutions blend MSP with RPO capabilities in one integrated program to increase efficiency and visibility into your talent acquisition program.
1992
Public Company
1 974
10
Human Resources
New York, NY
Atrium, a pioneering WBENC-certified organization, delivers workforce management and talent acquisition solutions. Informed by people, process and technology, their goal remains to enhance the candidate experience and elevate each unique employer brand. The firm’s expertise includes nationwide temporary and direct hire staffing, payrolling services, independent contractor compliance, direct sourcings, managed service provider (MSP) programs and intern program design.
1995
Privately Held
1 016

Patents

#NumberTitleAbstractDateKindAssigneeInventor
1
8 825 558
System and method for quality control in a high volume talent acquisition
A system and method for quality control in a high volume talent acquisition is disclosed. In one embodiment, a system for quality control in a high volume talent acquisition includes a processor, a quality talent acquisition database for storing a plurality of candidate e-dossiers and historical data associated with fraudulent practices used in the talent acquisition, memory operatively coupled to the processor and the quality talent acquisition database, and a quality talent acquisition module communicatively coupled to the processor and the quality talent acquisition database. The quality talent acquisition module includes a selection module for selecting one or more prospective candidates from the plurality of candidate e-dossiers, a fraud and non-compliance module for obtaining information associated with fraudulent practices, an e-dossier compilation module for compiling the candidate e-dossiers and a sampling module for sampling on a real-time basis the selected one or more candidates.
B2
Wipro Limited
Padmini Mani Giri, Sonali Garg, Moumita C Bhattacharya, Swati Bhalla, Ajay Anantkumar Parikh

Patents by Year

Inventors

Assignees

Assignees

Science

Data limited by 2021

Top 10 cited papers

#Paper TitlePaper AbstractAuthorsFields of StudyYearCitation Count
1
Employer Brand for Talent Acquisition: An Exploration towards its Measurement
This paper addresses the concerns associated with talent acquisition and how employer brand can overcome some of them. Based on the literature review and supported with the first stage sequential mixed method exploratory research, the paper summarises and aggregates the results of a pilot study conducted on a section of prospective employees of India. The study contributes to the sparse academic and empirical work on employer branding. The empirical results are initial steps towards the development of a scale for measuring employer brand in a later stage. The current study will further facilitate development of the unique employee value proposition based on the person-need fit of talent. The research is based in an Indian setting which makes it all the more relevant in current economic scenario. The paper concludes with theoretical and practical implications followed by directions for the future research.
Business
2010
92
2
Talent acquisition due diligence leading to high employee engagement: case of Motorola India MDB
Purpose – With talent management becoming an area of growing concern, there is a need for practicing due diligence in their talent acquisition strategy. To meet the demands for talent with a specific skill set in a given timeline, the organizations are adopting innovative recruitment practices to find the correct skill sets and competencies. The purpose of this paper is to discuss some of these practices and also to investigate talent acquisition and its relationship to levels of employee engagement.Design/methodology/approach – The investigation is carried out with the aid of a case study on Motorola India‐ Mobile Devices Business.Findings – By reflecting recruitment and culture need fit, an environment is created at the workplace where employees feel more passionate about their work and exhibit the behaviours that organizations need to drive better results.Research limitations/implications – This is a qualitative study which could be further enriched by empirically measuring person‐organization fit and ...
Business
2008
68
3
Adoption of artificial intelligence (AI) for talent acquisition in IT/ITeS organizations
Human resource managers are adopting AI technology for conducting various tasks of human resource management, starting from manpower planning till employee exit. AI technology is prominently used for talent acquisition in organizations. This research investigates the adoption of AI technology for talent acquisition.,This study employs Technology-Organization-Environment (TOE) and Task-Technology-Fit (TTF) framework and proposes a model to explore the adoption of AI technology for talent acquisition. The survey was conducted among the 562 human resource managers and talent acquisition managers with a structured questionnaire. The analysis of data was completed using PLS-SEM.,This research reveals that cost-effectiveness, relative advantage, top management support, HR readiness, competitive pressure and support from AI vendors positively affect AI technology adoption for talent acquisition. Security and privacy issues negatively influence the adoption of AI technology. It is found that task and technology characteristics influence the task technology fit of AI technology for talent acquisition. Adoption and task technology fit of AI technology influence the actual usage of AI technology for talent acquisition. It is revealed that stickiness to traditional talent acquisition methods negatively moderates the association between adoption and actual usage of AI technology for talent acquisition. The proposed model was empirically validated and revealed the predictors of adoption and actual usage of AI technology for talent acquisition.,This paper provides the predictors of the adoption of AI technology for talent acquisition, which is emerging extensively in the human resource domain. It provides vital insights to the human resource managers to benchmark AI technology required for talent acquisition. Marketers can develop their marketing plan considering the factors of adoption. It would help designers to understand the factors of adoption and design the AI technology algorithms and applications for talent acquisition. It contributes to advance the literature of technology adoption by interweaving it with the human resource domain literature on talent acquisition.,This research uniquely validates the model for the adoption of AI technology for talent acquisition using the TOE and TTF framework. It reveals the factors influencing the adoption and actual usage of AI technology for talent acquisition.
Business, Computer Science
2020
20
4
Effective use of social media for talent acquisition and recruitment
As revealed by the statistics, use of social media for talent acquisition has climbed by about 50% as compared to 2013. Job seekers are increasingly using platforms like LinkedIn, Twitter and Pinterest to contact recruiters. Recruiters are forming various groups and forums on these platforms to headhunt candidates across various geographies. The penetration of social media in recruitment is fuelled by increasing number of internet users, the shortened cycle and tight deadlines for completing the selection process. Decrease in the usage of traditional ways of hiring and the convenience social media bring to the selection process. Looking at the flip side, screening of candidates via social profiles can be time consuming and misleading. This paper focuses on the constructive usage of social media for ensuring expedited filling of vacancies. It discusses how the supporting tools on social media can help recruiters filter and search appropriate candidates for their vacancies.
Business
2014
13
5
Talent Rising; people analytics and technology driving talent acquisition strategy
Purpose This paper aims to study the opportunities that have been created through technological advancement in the talent acquisition industry and how this links to strategic HR management (SHRM) and business strategy. It focuses on how an organisation can embrace the world’s leading technology and compose a unique technology stack to overcome its challenges in talent acquisition. Design/methodology/approach This paper opted for a blend of qualitative and quantitative data gathered through interviews, online questionnaires and the literature review of relevant secondary data. The justification of the primary research methodology was to gather valid and reliable data to inform decisions and address the research question. Findings The analysis of the data shows a significant improvement in all the key metrics related to the talent acquisition process after the implementation of “Talent Rising” model. The role of a recruiter and the talent acquisition team has radically changed and has now become an internal strategic partner with aligned interest, an advisor to the organisation. There is an increase in the use of new media/technology to attract candidates and with the increase in millennial candidates entering the workforce, social media will be increasingly important in talent branding and attraction; the digital by default generation is already here. Research limitations/implications The “Talent Rising” model has been specifically created and designed to be used by others: organisations, academics and policy makers. It is a “plug and play” tech stack model which can be used like an a la carte menu dependent on the actual requirements (and investment appetite) for each organisation. Practical implications This paper includes implications for the creation of a people analytics and talent technology framework to reduce cost per hire, reduce time to hire and increase quality of hire. Originality/value This paper fulfils an identified need to study how people analytics and technology can drive talent acquisition strategy.
Business, Economics
2018
12
6
Design thinking in talent acquisition: a practitioner’s perspective
Purpose – The purpose of this article is to examine the applicability of design thinking to the strategic role of talent acquisition in organizations. While design thinking has become part of popular lexicon in contemporary design and engineering practice, as well as business and management, its principles can be seamlessly applied across multiple disciplines and industries. The premise is that by knowing about the process and the methods that designers use to ideate, and by understanding how designers approach problem solving, individuals and businesses will be better able to connect with and invigorate their ideation processes to take innovation to a higher level. Design/methodology/approach – The methodology used was based on empirical research drawn from the authors > 20 years of experience in the industry as also secondary research, which has been appropriately referenced in the attached article. Findings – The process of developing talent relationships forces managers to develop a more outward-looki...
Business, Economics
2014
11
7
Creating a value proposition with a social media strategy for talent acquisition
Abstract The talent acquisition process involves complex interactions between potential job seekers and the enterprises that seek to ultimately employ them. Although both parties are aligned to produce an optimal outcome, the emergence of social media technologies and a workforce adept at using them offers new challenges for companies. At the same time, studies of millennials (i.e. people born from the early 1980s to 2000) reveal that they are a large demographic currently seeking employment and that one of their characteristics is a values-orientation (i.e. wanting their jobs and companies to make a difference in the world). Just as talent managers are recognising the changing attitudes of their potential workforce, companies are becoming aware that they need to seek talent proactively rather than relying on traditional job postings. Social media strategies provide opportunities for companies to reach out to today’s job seekers by using new types of engagement through direct contact and personalization. This paper investigates opportunities and challenges in utilising social media during the recruitment process based on the Elaboration Likelihood Model and the understand-deliver-measure cycle. We present two case studies with a large and mid-sized firm to illustrate how companies can utilise social media to create a value proposition for job seekers and personalise content to enhance talent acquisition.
Business
2016
9
8
Talent Acquisition in the IT Industry in Bangalore: A Multi-Level Study
Multinational corporations have established research and development centres in India to take advantage of low-cost labour and sophisticated science and technology facilities. India is becoming a global competitor in innovation, and its knowledge-intensive firms increasingly need skilled workers. This article investigates talent acquisition in the information technology (IT) industry in Bangalore, also known as India's Silicon Valley. In particular, the paper studies the local supply and demand of human capital, which is critical for innovation and competition in the global knowledge economy. The author argues for a multi-level study to better understand labour needs in emerging economies. In conclusion, the article addresses local and national institutional obstacles to talent acquisition and discusses future labour challenges in India's IT industry.
Economics
2013
9
9
IMPACTS OF BIM ON TALENT ACQUISITION IN THE CONSTRUCTION INDUSTRY
Building information modelling (BIM) is rapidly reshaping the construction industry. Profound transformations have taken place in organizational structure and business operation in construction companies when adapting to BIM implementation. During the transition, companies are facing an essential question: how to align intellectual preparation with the challenges and business opportunities associated with BIM and stay competitive in the market? Efficient talent acquisition seems to be among the list of priorities. Use of dedicated BIM job titles and the emergence of the “BIM department” as an independent functional unit in organizations justify the need for a closer scrutiny of the current strategies for talent acquisition in the construction industry. This research investigated the impacts of BIM on key aspects of talent acquisition, including: identifying (gap analysis of talent shortage and needs), profiling (job description), qualifying (job requirements), sourcing (intellectual pool), recruiting (candidate screening and interviews) and retention/management. Conclusions were drawn from the data gathered via an online survey. The survey findings suggest that the construction industry is still at the beginning stage of formulating holistic strategies for BIM talent acquisition, in comparison with a boom in global BIM adoption and market demand for BIM talent. This research has exposed some fundamental issues companies are facing or will face in BIM talent acquisition. It is also intended to initiate critical thinking among the professional community to adapt existing talent acquisition strategies to the BIM context. Last but not least, the research suggests that enhanced collaboration between industry and academia should significantly improve the education, cultivation and acquisition of BIM talent.
2013
8
10
People Analytics of Semantic Web Human Resource Résumés for Sustainable Talent Acquisition
The purpose of this study was to define a data science architecture for talent acquisition. The approach was to propose analytics that derive data. The originality of this paper consists in proposing an architecture to work within the process of obtaining semantically enriched data by using data science and Semantic Web technologies. We applied the proposed architecture and developed a case study-based prototype that uses analytics techniques for résumé data integrated with Linked Data technologies. We conducted a case study to identify skills by applying classification via regression, k-nearest neighbors (k-NN), random forest, naïve Bayes, support vector machine, and decision tree algorithms to résumé data that we previously described with terms from publicly available ontologies. We labeled data from résumés using terms from existing human resource ontologies. The main contribution is the extraction of skills from résumés and the mining of data that was previously described with the Semantic Web.
Computer Science
2019
8

Top 10 cited authors

#AuthorPapers countCitation Count
1
2
160
2
2
160
3
2
27
4
1
25
5
1
20
6
1
20
7
1
16
8
2
16
9
1
16
10
2
16

Science papers by Year

Clinical Trials

  • Researches Count 0
  • Ongoing Studies 0
  • Total Enrollment

Trends

#LinkTrendsRank
1
0
2
0
3
0
4
0
5
0
6
0
7
0
8
0
9
0
10
0

Use Cases

#TopicPaper TitleYearFields of studyCitationsUse CaseAuthors
1
Talent Acquisition
Modeling of Talent Acquisition for Organizational Development
2019
Computer Science, Biology, Engineering
0
organizational development
2
Talent Acquisition
Analytics-Led Talent Acquisition for Improving Efficiency and Effectiveness
2018
Business, Computer Science
6
improving efficiency and effectiveness
3
Talent Acquisition
MULTIMODE TALENT ACQUISITION FOR RETENTION
2010
0
retention

Case Studies

#TitleDescriptionPDFYearSource Ranking
1
Improving Talent Acquisition ROI & Business Outcomes
Mar 8, 2022 — Search this website. Hide Search. You are here: Home / Case Studies / Case Study : Improving Talent Acquisition ROI & Business Outcomes ...
no
2022
0
2
Case Study- Talent Acquisition Recruiter- Industry Specialist
Aug 21, 2021 — The Challenge: Our Client needed an experienced Talent Acquisition contractor to provide support for education recruitment services to ...
no
2021
0
3
Case Study: L'Oréal TA Lab – digital talent acquisition - meetyoo
Aug 18, 2021 — Using a virtual event to find new talent. In early 2020, L'Oréal's Talent Acquisition (TA) team decided to disrupt their yearly TA LAB event ...Missing: n ‎| Must include: n
no
2021
20
4
Case Study: L'Oréal TA Lab – digital talent acquisition - meetyoo
Aug 18, 2021 — Just fill in your details to download the story! Wilt u ...
no
2021
20
5
Talent Acquisition case study:Rchilli I Singapore ... - Hrtech.sg
Jul 13, 2021 — An HRTech case study on how Wipro Using Rchilli's Resume, Bulk & E-Mail Parsing to Improve Recruitment Process To encourage Enterprise HR ...
no
2021
0
6
Digitalization in Talent Acquisition : A Case Study of AI ... - DIVA
by D Paramita · 2020 · Cited by 3 — This study follows an inductive qualitative single case study that involves 11 HR professionals to participate in semi-structured interviews.
no
2020
270
7
Issa Case Study Example on Agile Talent Acquisition - Trello
Feb 3, 2020 — For example: if you are developing a program for a beginner client without any resistance training experience, explain how your program .
no
2020
13 800
8
Case Study: Fiverr Global Talent Acquisition Success - Medium
Apr 29, 2018 — Fiverr is the world's biggest freelance services marketplace. Adopting Comeet as its global talent acquisition platform has made it easier ...Missing: c ‎| Must include: c
no
2018
6 050
9
Quality Reference Checks Lead to Better Talent Acquisition
Jul 12, 2017 — Read how Xref has helped Holcim streamline its recruitment efforts by reducing time spent on reference checking.
no
2017
10
10
(PDF) Talent Acquisition (MU as a case study) - ResearchGate
Apr 23, 2016 — PDF | An Application of Talent Acquisition at Al Maaref University. Blending Knowledge Sourcing stage Recruiting stage Retaining programs ...(PDF) Talent Acquisition Process in a Multinational Companyhttps://www.researchgate.net › publication › 314570874_...https://www.researchgate.net › publication › 314570874_...
no
2016
6 650

Experts

Twitter

#NameDescriptionFollowersFollowingLocation
1
MVP
Half man half amazing. The executive vice president of talent acquisitions and managing partner of... The Hurt Business!
420 061
1 070
The VIP Lounge!
2
Undercover Recruiter
Employer branding and talent acquisition blog. Brought to you by @LinkHumans.
116 950
3
Global
3
Manisha Patel
freelancer recruiter/ #Talent acquisition/ job / Consultancy
81 034
79 617
Mumbai, India
4
Travis Laird
VP @roberthalf | Staffing, Sourcing & Talent Acquisition Consultant | Executive Leadership | #staffing #recruiting #sourcing #labor #economy #jobs #hiring
60 177
117 686
Phoenix, AZ
5
SmartRecruiters
Acquire talent like you acquire customers with the SmartRecruiters Talent Acquisition Platform. #recruiting #hr #HiringSuccess #ats #tas #talentacquisition
57 905
32 949
San Francisco, CA
6
LinkedIn Talent Solutions
Transform your business with the world's best talent. Become more successful with talent acquisition news, recruiting tools and best practices on LinkedIn.
52 334
3 690
-
7
ERE.net
Information and news created by—and for—talent acquisition professionals. See us live: https://t.co/TudIdgkNiM. Contact the editor at [email protected]
40 469
440
New York, NY
8
Stacy Donovan Zapar
Founder, @TheTalentAgency ★ • Keynote Speaker • Talent Acquisition Consulting • Sourcing as a Service • R4R • Exec Search • she/her
37 612
811
San Diego ☀️
9
Andy Headworth
Deputy Director Talent Acquisition @ HMRC l Civil Service | Best Selling Author | Gin lover | #StarWars | ⚽️ #LFC
23 001
7 418
Worthing, West Sussex, UK
10
Andrew Wilkinson
Talent Acquisition Leader @Equinix putting #code in #infra + #meditation in #vinyasaflow Santa Cruz #californiavinyasaflowyoga [email protected]
21 161
18 200
Northern California

Quora Profiles

#NameAnswersFollowersLocationViewsTopicTopic LinkAnswers to topic
1
200
52
236 062
Talent Acquisition
200
2
6
18
49 173
Talent Acquisition
6
3
15
41
Pune, Maharashtra, India
34 715
Talent Acquisition
15
4
21
7
6 675
Talent Acquisition
21
5
3
0
742
Talent Acquisition
3
6
4
1
London
319
Talent Acquisition
4
7
1
0
Pune, Maharashtra, India
21
Talent Acquisition
1

Youtube Channels

#NameDescriptionReg DateViewsCountry
1
HR, HRMS, BUSINESS PLAN, MANPOWER PLAN, RECRUITMENT, MOBILIZATION, INDUCTION, TRAINING AND DEVELOPMENT, COMPENSATION & BENEFITS (C&B), MIS REPORTS, ANALYSIS, ANALYTICS, TALENT ACQUISITION, CHANGE MANAGEMENT, WORKFORCE MANAGEMENT, TALENT MANAGEMENT, FACILITATOR, PERFORMANCE MANAGEMENT, ROLES AND RESPONSIBILITY, ISO, DATA BANK, EMPLOYEE MASTER, KEY PRODUCTIVE INDICATOR (KPI), KEY RESULT AREA (KRA), APPRAISAL, TIME AND ATTENDANCE (T&A), PROCESS FLOW CHART, ORGANISATION CHART, PAY ROLL, POLICIES & PROCEDURES, VISION & MISION, SOURCING, PROMOTION, PENALTY, LEGAL, OUTSOURCE, INTERVIEW TECHNIQUES, INDUSTRY SEGMENTS, ORACLE HRMS, SAP, BIOMETRIC mail id [email protected]
Tue, 5 Mar 2019
36 210
India
2
EBI, a Sterling company, provides modern background screening, drug testing, occupational healthcare, and electronic Form I-9 solutions for today’s talent acquisition needs. Recognized by HRO Today’s 2020 Baker’s Dozen as a top employment screening provider an unprecedented 13 times, EBI specializes in creating solutions that complement your existing recruiting workflow. With ISO 9001 and ISO 27001 Certifications, EBI is committed to providing the most secure, highest quality solutions in the industry. Our mission at EBI is to make life easier for Human Resource Professionals -- which we do with our streamlined web-based management platform and our 100% US-based team of customer care, candidate care, and program support experts. Our YouTube channel features the latest news and videos on background screening, drug testing, occupational health screening and I-9. For more information, visit https://www.ebiinc.com/
Tue, 9 Jun 2015
23 389
United States
3
Let’s me introduce myself ,Hi this is Suraj Kakade here , I Am BCA Student working in MNC as Talent Acquisition. I am cricket enthusiast due to which I have undergone few courses/ Workshop on Cricket Analytics. I have certificate on Cricket analytics while attending workshop by renowned sponsor/ organisation. I Am big fan of @dressingroomshow by Vijay Bharadwaj Sir and Srinivas murthy Sir . Featured in his channel once I would like to do research works on cricket topics. Thank you
Sat, 17 Oct 2020
15 468
India
4
Research shows diverse teams are 87% better at making decisions; inclusive companies are 120% more likely to hit financial goals and employees who have a strong sense of belonging are over six times more likely to be engaged. Equal.IT is a mission-driven business working to diversify tech teams through refined talent acquisition complemented by diversity and inclusion consulting. As an #AzureHeros Inclusive Leader, they aim for teams to cultivate a strong sense of belonging and equity. DE&I is in their DNA; The clue is in the name.
Fri, 19 Nov 2021
59
5
Viaduct is a talent acquisition company that connects emerging businesses with their most important asset: people. A proven partner to the startup community, Viaduct works with entrepreneurs to identify new job candidates, assess their compatibilities, and manage their onboarding every step of the way. For startups and emerging business, building a qualified team that creates value and aligns with your organization’s mission and culture is essential for growth and success. At Viaduct, we find talent for startups. Learn more at viaduct.com.
Mon, 29 Mar 2021
31