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HR technology continues to offer new ways for talent acquisition professionals to find, engage and hire candidates. But how often
does it feel like you don't have the time to review the many new HR technologies out there? To help with this dilemma, here is a
list of tools that have a place in every talent acquisition professional's toolkit. Explore them to discover which ones would work best for your company's needs before heading into the new year.

The innovators who change the world all have something in common: they think differently. Individuals like Jobs, Gates,
Carnegie and Bezos have developed and originated ideas, markets and technology that were, by others, unimaginable. How did they become such innovators? Simply put, they used an alternative approach of thinking. In my opinion, "alternative thinking" is the backbone of advancement and has an infinite amount of value when developing a method for alternatively sourcing candidates. Recruiters use alternative recruitment methods to contact individuals thought to be unreachable, and there is no "one size fits all" alternative method of sourcing; it hinges on the recruiter, the employment brand and the talent community.

Employees are the heart of any organization. And engaged employees are not only happier employees; the results consistently show higher productivity and better performance. When we think "what is employee engagement?" it is bigger than ping pong tables and nap pods in the office. Companies must make an investment in creating an effective and ongoing talent acquisition strategy to attract and retain employees whose values align closely with that of the company's.

In today's increasingly mobile world, many people won't make a purchase or choose a restaurant without doing research online
first. This mentality holds true today when candidates are assessing employers. So it comes as no surprise that an organization's employer brand plays an increasingly large part in their ability to attract top talent.

A proactive recruitment strategy has many aspects that work together to deliver top talent to an organization. Diversity recruitment strategies are vital, because companies can experience the benefits of a diverse workforce by harnessing their employees’ range of knowledge and interests. Diverse employees will infuse innovation through a variety of insights and perspectives and foster a progressive business.

Your leadership team makes the decisions that determine the overall success of your business. Not only are your key executives accountable for delivering your financial results, but they also act as role models for your staff, and their actions will directly affect employee engagement levels. So, it is vital that these positions are occupied by high-caliber executives – individuals who are often hard to identify or reach, or may be working for your closest competitors. WilsonHCG offers a comprehensive executive search service that is delivered by highly experienced consultants.

We understand the potential consequences for your organization when a leadership position is left unfilled and the need for  specialization when it comes to filling these key appointments. That’s why we offer an exclusive executive search service, with well-networked search consultants, who have industry-specific expertise. Our consultants will implement a strategic sourcing plan based on your specific role requirements, spreading the net widely enough to present you with a robust, qualified shortlist, while maintaining the requisite degree of diplomacy and confidentiality called for when making a highly sensitive appointment. Leveraging key talent communities that our search consultants continuously build and nurture across their respective areas of specialization, we will partner with you to offer guidance and support throughout every step of the process, ensuring that the transition for your new executive and your business is seen to be a complete success.

Investing in talent management software leads to bottom line results, but only if you’ve identified your company’s needs and goals, and know what questions to ask vendors. Instead of taking a “shop ‘till you drop” approach (where you risk looking forever, but end up with nothing except headaches and wasted resources), check out this how-to guide for successfully finding the right talent management tools to truly implement your company’s vision!

While a talent management strategy that unifies every phase of the employee lifecycle is critical to building a resilient, engaged workforce, it’s only the beginning. Getting the most from your people—while keeping them engaged and committed—takes not just talent management but talent mobility.

Exploring the constantly evolving multi-generational workplace, the motivations of today’s american employees and the expectations of HR professionals.