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As a Talent Acquisition Specialist you'll help interview and assess candidates in our large applicant pool. As a Talent Acquisition Specialist, you are responsible for the entire recruitment life-cycle.
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Reporting to our Talent Operations Supervisor, our coordinators are responsible for providing top notch customer service to QVC internal and external partners, getting the talent ready to go on-air, and working daily with our backstage teams to communicate changes.
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Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate. Lead the execution of core processes across the Talent Management portfolio including performance management, employee engagement survey, communications and talent planning.
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Collaborate with Talent Acquisition Manager with ideas for new advertising channels, drive employee referral contests, and manage open house events. Collaborate with Talent Acquisition Manager with ideas for new advertising channels, drive employee referral contests, and manage open house events.
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The Talent Specialist is integral to the smooth operation and success of the organization's learning and talent efforts, providing essential support and administration to enhance employee growth and engagement.
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POSITION RESPONSIBILITIES As a Talent Acquisition Specialist, you are responsible for the entire recruitment life-cycle. POSITION OVERVIEW Our role of Talent Acquisition is one of the most important positions in the company.
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Our role of Talent Acquisition is one of the most important positions in the company. MCI assists companies with business process outsourcing, staff augmentation, contact center customer services, and IT Services needs by providing general and specialized hosting, software, staff, and services.
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MCI has fifteen business process outsourcing service delivery facilities in Iowa, Georgia, Florida, Texas, Massachusetts, New Hampshire, South Dakota, New Mexico, California, Kansas, and Nova Scotia. MCI helps customers take on their CX and DX challenges differently, creating industry-leading solutions that deliver exceptional experiences and drive optimal performance.
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Our client, a prominent family-owned holdings company in downtown Chicago, is looking for a solo Talent Acquisition Manager to join their Human Resources team. This Talent Acquisition Manager must have strong sourcing and employer branding experience in a professional services environment.
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You have touched both HR / people operations and talent / recruiting. Work with our executive team across all corporate functions (engineering, product, customer experience, growth) throughout the entire hiring process to onboard and retain world-class talent.
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As the global leader in sports scouting and recruitment, FirstPoint work with over 2,500 US colleges to increase their domestic and international reach, whilst identifying suitable sporting and academic talent on their behalf.
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MCI is the holding company for a diverse lineup of tech-enabled business services operating companies. MCI does not discriminate against any employee or applicant on the basis of age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations, and ordinances.
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The Talent Partnerships Assistant Manager is responsible for assisting in autograph acquisitions, managing Talent/agency accounts, and project management of key internal initiatives for trading card sets.
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As a Talent Acquisition Specialist, you will be at the heart of our thriving company, collaborating closely with the Talent Acquisition Manager and Executive Leadership Team to make a tangible impact on the growth and development of our sales and corporate hiring.
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As a Talent Acquisition Specialist you'll help us recruit and attract the right candidates for our various positions. MCI has ten business process outsourcing service delivery facilities in Georgia, Florida, Texas, New Mexico, California, Kansas, Nova Scotia, South Africa, and the Philippines.
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Title: talent specialist Company: Bookingbug
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.