Talent is the #1 concern of small and medium-sized business executives. In fact, it is keeping many of them up at night. These insomnia-inducing issues include: • Hiring an effective workforce • Creating competitive compensation and benefits packages • Retaining key talent • Providing opportunities for advancement The answer is to invest in the technology that allows you to invest in your employees. It can help you get talent acquisition right, design the right plans for the right people, and then measure and analyze results for continuous improvement.

Most Companies Have an Issue with Talent Acquisition and Retention. This can be overcome by working with the right Staffing Company who will understand your need and work at a reasonable cost tailored to fit your budget.

With the many ways that exist to reach job applicants, why is finding great candidates so difficult? This complimentary SuccessFactors white paper discusses six ways to connect with high-quality candidates. Download the white paper today.

The current economic climate makes now the ideal time to consider the financial and operational benefits of an external recruitment provider.

It’s not just about cutting travel costs. Videoconferencing offers a number of business benefits that can help organizations gain a competitive edge and become companies of the future, rather than the past. Read on to find out more.

Businesses are looking for technology to solve all kinds of problems in HR and talent acquisition. Finally, we can add relocation to that list. Today, there are new technologies that are revolutionizing the way employers and employees handle moving to their next job.

"Outsourcing" often gets a bad name. But when it comes to your recruitment function, partmering with an outside expert can successfully transform your approach to talent acquisition and deliver measurable business results faster.

The Human Resources function has experienced a dramatic transformation over the past century.

The business case for Recruitment Process Outsourcing (RPO) is particularly compelling now because of the following trends in this whitepaper.

Cielo embarked on the Talent Acquisition 360 to uncover different stakeholder perspectives on talent acquisition, with the ultimate goal of helping talent leaders plan for the future.

Talent is an organization’s greatest asset. Services and business plans can be copied, but an organization’s people are distinct – a differentiator that can separate a company from its competition.

A few years ago, during one of the toughest economic periods in recent memory, companies were looking for the lowest-cost option for handling recruitment. “Recruitment Process Outsourcing (RPO) was an attractive solution, and cost was often the main driver when contracts were signed,” says Angela Hills, Executive Vice President at Cielo, Inc.

Talent acquisition has changed, and it grows more complex by the day. As the world of employment evolves, so do the tools, tactics and strategies to locate the best talent. To master it all and find the right people for your organization, you need the help of dedicated talent acquisition professionals.

A growing business is usually a good thing, but for talent acquisition teams, growth on a large scale can pose some unique recruiting challenges. That’s because rapid expansion can confront talent acquisition with the need to ensure that as the company grows, quality of hire doesn’t shrink.

That’s why in this eBook, we take a look at 17 ways companies can adapt to a changing talent acquisition landscape, to ensure they can better grow their workforce today, and in the years to come.

f there’s one thing we know about the world of talent acquisition, it’s that it’s always evolving. Staying ahead of the latest trends can give employers the edge they need to hire smarter in the year to come.

All companies realize the importance of nurturing a talented workforce. But how many do something about it? Download your report now, compliments of SuccessFactors, to learn the best ways to measure and address your competency gaps.

This white paper discusses six ways to connect with high-quality candidates-from using high-quality descriptions to managing recruiting on the go, using social tools, forecasting your needs, partnering with learning managers, boosting your brand, and more. Learn how to use these approaches in your candidate search. Download your white paper today.

With fewer people entering the workforce and a shortage of certain skills, develop strategies now to address skills shortages. Read about the opportunity presented by Baby Boomers and how to leverage Boomers for competitive advantage.

As competition for talent intensifies, take advantage of social technologies for recruiting. Learn how social and collaboration tools enhance, improve and reinvent recruiting processes, and best practices for developing a social recruiting strategy.

Recruiters need to harness the power of social media, mobile tools, and the potential of Big Data to transform the recruiting process. Download our presentation “A Futurist's Perspective on Talent Acquisition and Tomorrow's Tech Trends.”

As the world emerges from global recession, it’s clear that today’s talent management challenges are dramatically different from the ones businesses faced even a few years ago. PwC’s annual global survey of CEO found that a full 63 percent of those surveyed are concerned about the future availability of key skills.

Organizations are implementing social strategies to improve talent acquisition efforts and employee engagement—get ready with your social collaboration checklist!

Are you letting old school cloud thinking hold your institution back from capitalizing on modern cloud solutions? From security concerns to blending Human Capital Management Cloud with on-premise systems, get the realities behind the myths.

Maintaining a smooth, user-friendly, and even fun talent acquisition process is imperative to aligning a retailers employer brand with a positive corporate public identity. Find out how savvy retailers are balancing cutting-edge technologies with the basics to juggle three key talent initiatives: quickly hiring seasonal talent, engaging and retaining younger and older associates alike, and expanding their presence into new locations.