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To address the Talent Shortage, Organizations must find Unconventional sources of diverse Talent by reducing Peak resistance from hiring managers!

By | Nicolas BEHBAHANI | Global People Analytics Leader @ Future of Work | Leading Global HR Analytics, Driving Business Growth

💡 Despite the Skills shortages, organizations are still neglecting vast pools of unconventional talent whose value is easily overlooked.

❌ 65% of recruiters are finding it more difficult than before the COVID-19 pandemic to source the talent they need.

❌ 91% of recruiting leaders are neutral or believe their organization is not effective at attracting underrepresented talent.

🎯 Recruiting and DEI leaders must create connection points to educate hiring managers about unconventional talent and remove barriers and biases.

By using below three-step framework, recruiting and DEI leaders can exponentially expand their reach when sourcing, attracting and recruiting unconventional talent, according to a new interesting research published by Gartner using data 📊 from various Gartner surveys since 2021 of frontline recruiters and recruiting managers.


✅Diverse Candidate without new sourcing practices;

Typical and Unconventional Sources of Diverse Talent

Researchers have noticed that when organizations apply traditional sourcing and attraction practices to attract diverse candidate populations to expand their talent pool, their efforts often do not produce the desired results.

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