Orion Insights

The recent market surge has created a candidate's job market in which good talent has never been harder to find. This, coupled with continued uncertainty has many companies considering contingent workforce solutions including contract, temp, and temp-to-perm employees.

It’s no exaggeration to say that over the 18 months HR and its leaders have had to become centers of business innovation and transformation. How are they doing and keeping pace with the constant change and challenge of a work world remade?

Finding the right talent in this tight labor market can be tough. This is especially tough when you need an experienced professional who will be responsible, even in part, for your company’s financial positioning.

In her recent article for CFO.com, Yasmine O’Brien, Director of Financial Recruiting for Orion Talent, writes how much industry experience a CFO needs. In it, Yasmine explains when candidates should have qualifying industry experience and when you need to make concessions.

Far too many HR leaders still believe that it really doesn’t matter how candidates feel about their hiring process. The general attitude is that if they want the job, then candidates will just have to suffer through their organization’s process — no matter how exhausting and ridiculous it might be.

What do dating and recruiting have in common? A lot! Last year we found that dating trends were often reflected in the recruiting world. From ghosting to paperclipping to dial toning, they all have a corresponding recruiting application. And now we can add breadcrumbing to the list.

Cory Kruse, President of Orion Talent’s RPO Solutions division, recently joined Debbie Bolla for an HRO Today Educational Podcast titled How To Elevate and Engage Your Talent Pipeline.

We spend a lot of time talking to companies about what they want from their recruiting department, and a common phrase is always, “we want a candidate pipeline.”

Hiring in a candidate driven market is tough, and we all know it because a candidate driven market is one that is driven by the skills of professionals, not by the wants or plans of employers.

Recruiting Metrics are an important measure of how successful your recruiting initiatives are. You can’t improve what you can’t measure.

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