In the last decade, dozens of noted authors have written about the future of work, recommending new research-driven approaches or viewpoints on how employers should engage with candidates. We're in a time of record-low unemployment and ample job opportunities, and workers are leaving their jobs at the highest rate since
2001. Augmented and artificial intelligence (AI), the increase of staffing-related digital work platforms, and innovations in employee and machine learning are leading disruption technologies that will affect how people connect with work. With so much information covering this topic, it’s difficult to get one’s bearings on what HR and talent acquisition professionals should actually do.
From analytics and automation to sophisticated talent arbitrage, talent acquisition is shifting from basic people procurement to more real time human capital trading and investment — we'll cover organizational frameworks, metrics and management principles to retrofit and create top-line growth vs. bottom line optimization for your organization.
- Modeling return on recruiter effectiveness over time
- Manufacturing talent supply and understanding employee time to value
- Deploying technology and leveraging distributed data models
