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Introduction The candidate experience is not a static journey; it’s an ever-changing process that evolves based on both the candidate’s and the organisation’s needs. Given the fluid nature of job seeking and talent acquisition, how can we adapt our engagement strategies to better serve candidates at every stage? This blog aims to delve deeper into the concept of ‘adaptive engagement,’ a term that embodies the changing dynamics of candidate interaction. The Shift from Passive

In an age where digital interactions dominate our lives, the importance of community cannot be overstated. While public social networks have become the go-to platforms for connecting with others, private social networks are emerging as vital spaces for fostering deeper relationships and creating a sense of belonging. This blog post explores why private social networks matter for your community and how they can enhance engagement, support, and collaboration among members. Unde

If you’ve been in the Talent Acquisition game for a while, say a couple of decades or so, you’ve seen a lot of trends come and go and a lot of claims made for “the future of TA / recruitment”. But how much has actually changed in that time?

Hollaroo implemented a Talent Pipeline solution for two communities - Open Talent for anyone interested in working at ISS and Qualified Talent which is managed as invitation only for pre-qualified candidates. The solution provides an adaptive experience for candidates based on their needs and current job seeking preferences. Using the platform ISS can engage with their talent and create a talent pipeline that the recruitment team can shortlist from for their pending roles r

Research shows that the hiring process is often partial and unfair. Unconscious (and conscious) racism, ageism, and sexism play a big role in who gets hired. To create a truly inclusive and diverse workforce, it's crucial to identify and take steps to eliminate any unconscious bias to ensure we are hiring the best candidates regardless of their background. In this eBook, we are going to delve into the steps you can take to reduce unconscious bias in your hiring process and

The Hollaroo platform branded 'The Ricoh Lounge' was chosen to help Ricoh provide an easy to use platform for their employees to transition furloughed and remote-working employees back to the workplace. The 'Ricoh Lounge' became a single place to stayed engaged with the business and colleagues as well as planning for a safe return. Along with content delivery, checklists for employees and groups for discussions. There is even a 'social wall' where people can share their ex

Introduction Nowadays, data protection is more important than ever. Layer that with user experience, which is a significant differentiator, organisations must adopt a flexible yet secure approach to managing candidate and user interactions. The challenge lies in accommodating the diverse needs of different audiences without sacrificing security. This blog will delve into the robust and adaptable security layer offered by Hollaroo that allows for a tailored user experience wit

Join us and our partner, Talent Sandbox, for some top tips for building a healthy pipeline with limited resources and budget. In this webinar, we discussed: Balancing cost savings with efficient recruitment, focusing on the next twelve months and preventing variable costs from going up steeply again when things pick up The concept of saving costs has always been in the mindset of TA leaders, but it's more acute now with larger investments and required ROI TA is a blend of ski

Hollaroo is delighted to announce that they are working with Omni to provide a Talent Pipelining solution for their customer ISS, a leading workplace experience and facility management company. Omni is a leading independent provider of resourcing transformation and outsourced recruitment services. Omni partnered with Hollaroo to address the challenges of recruiting in a competitive hiring market and to transition ISS from a reactive recruitment process to a proactive model, t

Why do some organisations, like Management Consultancies, get it so right when it comes to employee alumni programmes, and some get it so wrong? Is it time that organisations treat their departing staff like universities and colleges treat their departing students? And, if they do, what is the ROI of delivering a successful alumni programme? We are in a talent short market where competition is fierce, yet many companies are still not paying enough attention to a good offboard

Research into inclusion and diversity in the workplace continually reveals that a high level of adoption is associated not only with greater productivity and performance, but innovation, talent attraction, employee retention and overall workforce well-being. So how do organisations create a fair and inclusive workplace? Employers need to focus on removing barriers to ensure nobody is excluded from taking an active part in working life. Accessibility goes far beyond physical a

Recruiters are having to contend with shifting demands; a diverse workforce with different priorities, a cluttered market making it difficult for brands to stand out and challenges of the digital world where methods for connecting with future talent are multiplying. With over three-quarters of potential candidates being passive jobseekers, a huge unclaimed market needs to be tapped into to get ahead of hiring demand and smart recruiters today are starting to follow a more str

Equality, diversity, and inclusion is definitely not an HRtick-box exercise. The whole organisation needs to own, engage, commit and put into daily practice. When recruiting in a talent short market, an inclusive approach to candidate attraction and selection is not just an ED&I initiative… it’s the answer to a broader problem! Organisations need to pay attention to staff retention as well as recruitment; as a diverse workforce won’t hang around in an organisation where they

We're partnering with Foresight, the Workforce Planning experts to discuss how proactive recruitment can drive faster and better hiring including: What does a proactive approach to recruitment look like? How can proactive recruitment help hiring managers and recruiters? How to plan for proactive recruitment Using data to make better decisions and using the right insight to create strategic objectives How to build a healthy talent pool to convert candidates into hires

Despite budgets being cut, all too often money is still being thrown at job boards which can bring little success with fewer applications from lower-quality candidates. The days of posting ads on job boards and being flooded with great candidates are sadly over. Recruitment advertisements on job boards are expensive, fees are rising. In fact, job boards around the globe have raised their prices by up to 300% according to Shortlist. And with multiple platforms being used to in

In the dynamic world of contact centres, the recruitment and retention of top-quality talent are significant challenges. High turnover rates, the skills gap, attracting the right talent, retaining top performers, adapting to change, and remote work challenges are all obstacles that contact centre leaders face. These challenges directly impact customer satisfaction, operational efficiency, and the bottom line. Fortunately, these challenges are not insurmountable. In fact, one

When recruiting in a talent short market, an inclusive approach to candidate attraction and selection is not just an ED&I initiative - it's the answer to a broader problem! In this webinar, we'll be joined by James Crichton - Resourcing Transformation Consultant and Head of Assessment at Omni RMS as well as Julie Quist-Therson - Programme Manager and Community Engagement at 10,000 Black Interns, where we'll be discussing how you can fill your talent pipeline while prioritisin

Our new whitepaper ‘The Cost of a Poor Candidate Experience’ discusses why and how it’s costing organisations money if the experience isn’t up to scratch. With 58% of job seekers declining a job offer due to a poor candidate experience, that’s more than half of offers being declined and settling for 2nd and 3rd options. In this whitepaper we look at the commercial impact of a negative candidate experience across every stage of the candidate journey from pre-application right

What is Internal Mobility? Internal Mobility is the movement of people within an organisation. It gives your talent the ability to pursue a broader range of opportunities whether it’s a promotion, a lateral move or a transfer to another location. Offering employees the opportunity to change roles for career transitions or development is beneficial to both the employee and the organisation. In fact, according to research from LinkedIn, employees stay with their company 41% l

In this webinar with our partners Cogency, we discuss: - The current state of the candidate experience and why it's important - What the cost of a poor candidate experience is with a real-life case study - Looking at measurable data and benchmarking candidate experience - Understanding the balance of power between organisations & candidates - Top Tips for building belonging post-offer - Building a business case for board-level attention