Interviewing Essentials
Talent Advisory
Talent Strategy
Licensed Talent Pipeline Advisor
Whether you are delivering one hire or managing a team that oversees thousands of hires, knowing, owning and managing your candidate pipeline is crucial for success. In this Learning Path, you will learn the principles of the candidate pipeline and the key metrics to measure recruiting service delivery.
Skills
Use Case
Presenters Presented By
Holly Fawcett
SocialTalent Expert
Holly’s extensive experience working with global TA leaders has shaped how the world’s leading enterprises achieve hiring maturity. Her experience in this space is unparalleled, making her one of the most sought-after advisors on talent maturity and transformation in the world.
Nick Johnston
SocialTalent Expert
Nick Johnston is the Vice President of Talent Acquisition for Etihad Airways where he has led change across the talent acquisition lifecycle to develop the candidate experience, quality of applications, and attraction strategy through team development, technology, and assessment tools.
Learning Outcomes
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By the end of the Learning Path you will be able to:
Understand the key principles of the candidate pipeline and how to use them to optimize and manage your recruiting efforts.
Identify key metrics to measure the success of your recruiting service delivery and link them to the candidate pipeline.
Develop strategies to optimize and connect the dots within your candidate pipeline to deliver the best talent.
Align your talent pipelining efforts with the organization's strategic workforce plan to bring value to the organization.
Missions in this Learning Path
Whether you are delivering one hire or managing a team that oversees thousands of hires, knowing, owning and managing your candidate pipeline is crucial for success. In this mission, Nick Johnston will help you plan and identify opportunities within your pipeline to improve your recruiting capabilities. The goal? To optimize and connect the dots within your pipeline in order to deliver the best talent.
With every new requisition, does it feel like we're starting from scratch each time with fresh candidates, having to start at the top of the funnel? If Sales org's make it a business priority to do Business Development, we can learn from their efforts in Recruiting, and do BD for talent.
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Ready to Start?
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