A talent acquisition specialist is an HR professional who specializes in finding the right people to fill open roles, especially those that require specialized skill sets. Talent acquisition specialists often work in fast-moving industries that compete for highly-skilled talent.
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Temporary employees are people a company hires for a limited period of time or to complete a particular project. Companies can hire temporary employees directly or through a temp agency.
Gen Z is short for “Generation Z,” the generation born between 1995 and 2012. Currently constituting 27 percent of the United States population, Gen Z is the largest generation in US history. They are also the most racially and ethnically diverse of all of the generation groups.
Talent acquisition is an HR process that involves sourcing and hiring suitable candidates for a company’s current and future labor needs.
“Employee type” refers to different kinds of employees an organization can hire. Organizations must consider the legal obligations and regulations applied to each type of employee.
A statutory employee is designated by the United States IRS as a unique type of employee somewhere between an independent contractor and a standard employee. You can think of statutory employees as having more freedom than a common law employee but less control than an independent contractor. An individual must agree to this standing with their employer upon hiring and sign a service contract outlining the conditions.
Awareness of the employee lifecycle can help HR professionals better understand–and therefore improve–the employee experience at all of its different stages. By helping you improve the employee experience, the employee lifecycle model assists you in attracting better talent and retaining people longer, resulting in a reduction in turnover and its associated costs. It can also improve your reputation in the employment market, helping you attract a talented, driven, and productive workforce.
Recruiting software is designed to help optimize the hiring process, automating repetitive tasks and offering data-based insights. It can improve the hiring workflow for HR professionals, recruiters, and hiring managers while enhancing the candidate experience.
A gap analysis in workforce planning is a process that looks at an organization’s workforce and its skills and compares it to the skills required to reach its key goals. It is used to identify potential deficiencies in an organization’s current workforce and abilities. Gap analyses aim to help an organization succeed by allowing it to make strategic plans for upskilling and hiring.
Talent analytics is a method of utilizing employee data to promote intelligent workforce planning and business decisions. As an evolving field, talent analytics enables HR professionals to collect, analyze, and report data concerning employees and candidates to improve HR functions. Organizations rely on HR software to assist in the various forms of talent analytics, such as Algorithm-based candidate screening to source new hiresAutomated pulse surveys to gauge employee engagementPrediction of the likelihood of employee turnover Why should HR leaders care about talent analytics? With AI tech permeating every corner of…
A skills gap is the difference between an individual's knowledge level and the required criteria for the position.
A job description is a written explanation that outlines the essential responsibilities and requirements for a vacant position. Job descriptions should be thorough, clear, and concise and include: A brief introduction to the company and its missionAn overview of the job responsibilities The necessary skills, competence levels, knowledge, and qualificationsTesting that the company may require Environmental factors or strenuous components of the jobThe type of employment—full-time, part-time, or independent contractor Why should HR leaders care about job descriptions? Job descriptions are an indispensable tool. A crystal-clear job description enables HR to: Define…
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