Ascendify Blog

How has diversity recruiting changed due to world events? Key trends in talent acquisition are remote work and diversity recruiting.

As the makers of an AI-powered talent platform, we’re consistently enthused by the growing wave of new & improving AI-powered HR tech solutions our space has seen in recent years. From machine learning and predictive analytics to neural networks and natural language processing (and so much more), industry innovators are continuously finding new ways to optimize inefficient or inadequate talent processes with data intelligence. We’re even making previously impossible initiatives a reality. It’s an exciting time.

Are you attending the upcoming People Analytics & Future of Work (PAFOW) event here in San Francisco (February 1-2)? We’re a sponsor, and we couldn’t be more “in line” with this conference — the name itself says it all. As a smart talent platform provider with an evolutionary vision, both people analytics and the future of work are concepts we’re constantly discussing, debating, and building for around here. We’re looking forward to getting other industry folks’ thoughts on these increasingly important topics, and attending the many sure-to-be-insightful sessions.

Having a trained and ready “bench” of future leaders — to fill key roles as employees move on or retire from your organization — is certainly an easy goal to get behind. Alas, it’s not always an easy goal to achieve. HR and recruiting teams are busy often too busy to turn their attention inward, and succession planning, done right, can be complex and time-consuming. Not to mention, more urgent matters can frequently push succession planning down the priority list. It’s a precarious position to be in — but it’s not uncommon.

In recent years, the so-called gig economy has effectively gone from emerging trend to the way much of work … works. Many people think of Uber drivers, TaskRabbit “Taskers”, and the like when they think of the gig economy; a broader definition includes the practice of businesses increasingly utilizing contractors, freelancers, and independent consultants. It also includes the changing goals and preferences of today’s workers — freedom, variety, a wide set of experiences — that lead them to seek gig-based careers. It’s this broader definition we’re working from in this post.

This is part two of our series “The 10 Elements of a Successful Recruitment Marketing Strategy.” Missed part one? Read it here.
 
So far we’ve covered employer brand, social media, talent communities, personalized content, and talent pipelines. Here are the five other elements of a strong recruitment marketing strategy.

People planning can be an overwhelming responsibility no matter the size of your organization. Yet for enterprises and their vast workforces, it’s a massive undertaking. How can you be strategic, smart, and agile when there are so many (big!) moving parts? It can seem impossible to stay updated and ready for action on individual and team skill gaps, changing business priorities, and future talent needs.

Today’s leading recruiting teams know that to succeed in a tight talent market, they really need to nail recruitment marketing. Competition is steep, and high performers have their pick of opportunities; a solid recruitment marketing plan ensures you’re attracting and engaging top candidates. Need some guidance on what to include in your plan? Here are the 10 most important pieces.

The so-called gig economy has been picking up steam for years, and it’ll be no different in 2018. While there are certainly kinks to work out in the model, workers and companies alike are enjoying the pros of project-based arrangements: freedom, variety, and experience for the workers; efficiency, cost-savings, and low-risk “employment” for organizations.

What are the data superpowers needed by intelligent talent acquisition leaders to help bring in the workforce of tomorrow? We recently completed a brief and jam-packed webinar with HRSG and Employment Screening Resources to discuss just that, and you’re able to watch it now.

This is an excerpt from our new ebook, “Quality of Hire: 7 Ways to Get the Right Candidates (and Get Them to Stay).” Download a free copy of the full ebook here.

 
Like all business functions these days, HR departments are now data- and metrics-driven. Hiring teams are measuring their success and optimizing their performance for efficiency — but they may be missing the most critical measure of success: quality of hire.
 

It’s always great to be recognized by leading analyst and market intelligence organizations for the innovative work we do, and a comprehensive brand-new report on the talent acquisition platform landscape does just that.

We’re excited to announce that Ascendify has been named to the JMP Securities Hot 100 list of Best Privately Held Software Companies.