GIVE YOUR CANDIDATES A GREAT EXPERIENCE See how HireVue helps Delta, UrbanOutfitters, and hundreds of other organizations give their candidates a great experience.

WHY SO MANY COMPANIES ARE RETHINKING ASSESSMENTS If you’re a member of the Talent Acquisition team, there’s a good chance you use a pre-employment assessment at some point in your hiring process. According to the Talent Board, 75% of employers are using some sort of pre-hire assessment. And the Aberdeen Group notes that of its “Best in Class” organizations, 91% use assessments to screen candidates THIS EFFECTIVE SCREENING TOOL HAS UNINTENDED CONSEQUENCES In this eBook, we’ll look at the science behind traditional assessments and why despite sound science, they don’t work for candidates today- and how they can be transformed with video and artificial intelligence.

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.

"12-page white paper on workload placement: In this Frost & Sullivan report, they look at how the hybrid environment calls for a new way of thinking about “application performance.” They show how application performance is impacted by choice of deployment model (on premises and in the public cloud). They look at workloads whose performance requirements make them candidates for on-premises deployment, and identify the link between “optimal performance” and achievement of business goals. Finally, they offer suggestions for getting started with your workload assessment process. "

Citi, a financial services leader, implemented Codility to help them more efficiently screen and assess programming candidates. Prior to Codilty, Citi utilized internal managers and programmers to conduct initial candidate assessments. They wanted this process to be more efficient.

When you’re hiring, you need your screening process to provide reliable insights—and spotlight the best candidates in your pipeline—so you can make informed recruiting decisions. Ideally, you’re able to gather this crucial information quickly and efficiently, at scale, while simultaneously creating a great candidate experience.

Flatiron wanted to create a structured process to recruit quickly and give all candidates a fair shot at advancing through each stage. Engineering leadership wanted to build a diverse team, and while they’d like to thoroughly vet every candidate for team fit, they’re limited by how much time they can devote to recruiting.

With Adobe Document Cloud, HR teams can become more efficient in hiring, onboarding and documentation.

The more you know about your people, the more you can enable them to do their best work. And in turn, the greater the chance of business success. Yet, a rapidly changing world of work makes it difficult for companies to achieve this. There is a growing global skills crisis, and it’s getting worse. A shortage of skilled people makes it tough to find and attract the people you need — and it’s even tougher to get them through the door once you find them. To win the war for talent, you need to understand and engage with your candidates better than ever before.

You know just how easy it can be to overlook the type of hiring experience you’re serving up to candidates day in and day out. Recruiting can run at a break-neck pace, so whether candidates feel like a priority, or just another name on a list, doesn’t always stay top of mind. But the truth is that a stellar candidate experience has to be a priority, even for companies that don’t have trouble getting applicants in the door.

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.

Engaging candidates must be a priority throughout the entire hiring process. Shifting organizational needs and changing business conditions keep recruiting strategies in a constant state of flux, and top candidates usually aren’t sitting on the sidelines waiting to be found. Responding rapidly and using a variety of strategies — from turning your employees into candidate advocates to creating talent communities to involving hiring managers earlier in the process — can be the difference between hiring a great candidate and missing out.

Finding talented candidates can be challenging. Automating recruiting can improve candidate quality and increase efficiency. This paper outlines how to reduce time to hire by 50%, reduce cost per hire by 70%, and hire quality people.

HR organizations that don’t use social collaboration risk losing candidates, employees and competitive advantage. Are you at risk?

Retailers face many challenges to attracting top talent in today's market. Job seekers often apply for multiple positions simultaneously, so building a strong brand is critical to winning the best candidates. This white paper describes a 3-step process for recruiting and retaining the best employees—and keeping them performing at their highest potential.

Every job opening brings an opportunity for your business to build its brand. Giving job candidates great experiences could motivate them to become your brand ambassadors—regardless of whether you make an offer.

A graphic slideshare outlining 5 reasons you should be treating candidates like customers.

This paper explores the different strategies and technologies that are vital for successful talent management in the retail industry. You'll learn how to source and select the best candidates, streamline onboarding and get new hires up to speed quickly, and maintain high levels of employee engagement and performance.

Testing is critical to the success of any application. In fact, your software is only as good as the testing team behind it and their ability to identify bugs before they find their way into production. Practically speaking, that means that building and nurturing an effective testing team is mission critical. But, of course, doing so is a lot easier said than done. That's because to be successful, today’s testing teams need to be cross-functional, efficient, and focused on the right things. They also have to be fully bought in and worthy of deep trust. As a result, finding the right candidates can be a challenge, so you have to get creative. Not only that, to attract and retain the best talent, you need to keep them motivated by giving them ample opportunities to learn and advance their career, while not weighing them down with the burden of time-consuming and unnecessary administrative tasks. Instead, you want to equip your team with the right tools to enable and empower them.

As conversations happen with a wide pool of candidates across different mediums, how do you keep track? Download this whitepaper to learn how.

As conversations happen with a wide pool of candidates across different mediums, how do you keep track? Download this whitepaper to learn how.

Increase response rates, build relationships, and restore trust with candidates.

How Red Hat's talent acquisition team leverages new high-tech tools to identify highly skilled global candidates.

In this ebook, we’re going to cut through the clutter and jargon. We will focus on showing you how to use social media to support your recruiting efforts, rather than just telling you why you need to use it.

With tech talent in high demand, understanding the networks engineers live and work in is fundamental to finding qualified people and establishing rapport. Learn how to leverage GitHub, Stack Overflow, and Hacker News to identify relevant candidates, assess their skill sets, and boost your company's engineering brand to stand out from competing recruiters. GitHub Lead Talent Strategist Tessa Wilder joins us to share recommendations on how to best use GitHub to connect with engineers. In this webinar, you'll learn: How to read a GitHub profile to understand an engineer's contributions, impact, and how to cross-reference this info with resumes and other social profiles Ways to use Stack Overflow's reputation score and tags to find active, notable engineers How to (tastefully) utilize Hacker News beyond a social news site to generate interest with tech candidates and find those actively seeking new opportunities