Orion Insights for Employers, Managers, and HR and TA Leadership

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.

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.

You may be wondering what Employer Branding is, how it relates to recruitment, and why you should care. Read on for the answers to all of these questions.

This week, we are sharing a recent article in Human Resource Executive that explores the unintended consequences HR and TA staff may be facing as a result of the CARES Act.

The ongoing COVID-19 pandemic and market downturn may be significantly impacting your industry or company specifically. Your hiring process may be disjointed or even frozen, but your need for skilled talent hasn't disappeared.

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