#talent acquisition specialist

[prometheus-consulting]

Best Talent Acquisition Specialist | Prometheus Consultant

Seeking for a talent acquisition specialist to assist you in locating the best candidates for your company? Our knowledgeable staff of employees is the only place to turn. Visit: https://prometheusconsulting.in/

[acumontsolutions]

Explore the top five trends in talent acquisition that are set to reshape the landscape in 2024. From AI-driven recruitment processes to remote onboarding strategies, stay ahead of the curve to attract and retain the best talent in the dynamic job market.

[goteamphilippines]

Job Hiring: Talent Acquisition Specialist – IT - GoTeam Philippines

We’re Hiring! 🙌

GoTeam is looking for a Talent Acquisition Specialist – IT who can process and pre-screen applicants, facilitate R24 completion, send applicants follow-up emails, and ensure quality talents are placed with clients for IT/Tech roles.

Earn up to PHP20K monthly while working in a flexible Hybrid (work-from-home and office) set up during the day shift.

[leadorigin]

[junk-culture]

jobs for which i have spent some amount of effort writing attractive lies/cover letters/etc: weeks of radio silence job which i applied for like 2 days ago which asked me to paste a link to a favourite song in the application form and i put clampdown by the clash because i was feeling sick to the bastard death of it all etc: has just given me an interview

[esavvysolution]

Unlocking SEO Potential: Key Queries for Hiring the Right Specialist

Table of Contents

Introduction

Understanding the Role of an SEO Specialist

Qualities to Look for in an SEO Specialist

Experience and Expertise

Previous Projects

Industry Knowledge

Technical Proficiency

On-Page Optimization

Off-Page Optimization

Analytical Skills

Communication and Reporting

Adaptability and Learning Ability

Ethical Practices

Budget Considerations

Testimonials and References

Red Flags to Watch Out For

Conclusion

FAQ

Introduction

In the competitive digital landscape, having a strong online presence is crucial for businesses of all sizes. This is where Search Engine Optimization (SEO) comes into play. Hiring the right SEO specialist can make a significant difference in your website's visibility and ultimately, your business's success.

Understanding the Role of an SEO Specialist

An SEO specialist is responsible for optimizing a website to improve its rankings on search engine results pages. They employ various techniques and strategies to enhance organic traffic and ensure that the website is easily discoverable by search engines.

Qualities to Look for in an SEO Specialist

To make an informed decision when hiring an SEO specialist, it's important to consider the following key qualities:

Experience and Expertise

Previous Projects

A seasoned SEO specialist should have a portfolio of successful projects. Reviewing their past work will give you insights into their capabilities and the results they've achieved for other clients.

Industry Knowledge

Understanding the nuances of different industries is crucial in devising effective SEO strategies. An experienced specialist will have insights specific to your sector.

Technical Proficiency

On-Page Optimization

This involves optimizing elements on your website itself, such as content, meta tags, and images, to improve its search engine ranking.

Off-Page Optimization

Off-page optimization includes strategies like link-building, social media marketing, and influencer outreach to improve your website's authority and credibility.

Analytical Skills

An effective SEO specialist should be proficient in using analytical tools to track and measure the success of their strategies. This includes monitoring website traffic, keyword performance, and conversion rates.

Communication and Reporting

Clear communication and regular reporting are essential for keeping you informed about the progress of your SEO campaigns. Look for a specialist who can explain complex concepts in simple terms.

Adaptability and Learning Ability

The digital landscape is constantly evolving. An adaptable specialist who stays updated with the latest trends and algorithm changes will be better equipped to navigate the dynamic world of SEO.

Ethical Practices

Ensure that the specialist adheres to ethical SEO practices. Avoid those who engage in black-hat techniques, as they can lead to penalties and damage your website's reputation.

Budget Considerations

While cost is a factor, prioritize value over price. A specialist who delivers tangible results is an investment in the growth of your business.

Testimonials and References

Ask for client testimonials or references. Hearing about others' experiences can provide valuable insights into the specialist's working style and effectiveness.

Red Flags to Watch Out For

Beware of specialists who promise overnight results or guarantee top rankings. SEO is a gradual process that requires time and effort.

Conclusion

Hiring the right SEO specialist can significantly impact your online visibility and business growth. Consider the outlined factors to make an informed decision that aligns with your goals.

[latestnewsforu]

Finding a C-suite talent acquisition recruitment agency in London can be crucial for businesses looking to hire top executives. These agencies specialize in recruiting high-level executives such as CEOs, CFOs, CTOs, and other senior leaders. In this way, you can consult with “TalAcq Ltd.” in the areas of Little Tey, Essex.

Call: 0203 442 1700

[acquiretalentusa]

Talent Acquisition Specialist Milwaukee WI

The role includes working with hiring managers and other employees to determine a company's staffing needs. They design and implement targeted recruiting campaigns and follow established hiring processes. They also oversee advertising campaigns and attend local job fairs. They must continually improve their skills and develop new recruitment methods and tools. They also maintain a database of union members and maintain recruiting metrics and data. The position also involves working on other projects as needed.

A Talent Acquisition Specialist Milwaukee WI will work closely with hiring managers, as well as the Talent Support Director. They will implement HR policies and programs, and work collaboratively with other members of the HR department. They also support other company activities, including employee onboarding and engagement activities. In addition, they will assist the Director of Human Resources with strategic outreach and aligning hiring plans. They will use advanced sourcing strategies to identify and source qualified candidates.

[rekrootinginc]

Proven Strategies for Effective Healthcare Specialist Staffing Solutions 

Healthcare organizations can obtain several benefits from healthcare specialist staffing solutions providers, who have emerged as crucial partners in the dynamic talent acquisition market. These firms assist healthcare organizations in their quest for qualified candidates. Studies show that having the appropriate number of nurses on staff enhances patient satisfaction and improves patient outcomes for both nurses and patients. Blog Link : https://bit.ly/48UdMuo #staffingsolutions #healthcarestaffing #staffingagency #healthcarecareers

[lilyblackdrawside]

Inam - 6-Star Lord Guard

Elite 2, Level 90 Stats

2650 HP 701 Atk 380 Def 10 Res 70s Redeploy Time 20 DP Cost 2 Block 1.3s Attack Interval

Trust Boni

+400 Hp +70 Atk

Potential Boni

2 Deployment Cost -1 3 Redeployment Cooldown -4s 4 +200 HP 5 +27 Def 6 Deployment Cost -1

Talent 1 Maximize Available Assets When deployed, increases the SP recovery rate of all Vanguards by +0.2~0.4/second (only the highest effect of this type takes place) and all Vanguard Operators’ Def +10%~20%

Talent 2 Acquire Knowledge Gains +3% HP for each Vanguard, Guard, Defender and Sniper in the squad and +3 Res for each Caster, Medic, Supporter and Specialist in the squad

Rank 7/Mastery 3

Skill 1

Wicked Chop On-Attack Charge, Auto 3 SP, 0 Initial SP

The next melee attack deals 400/460% atk pure damage over 4s to the target.

Skill 2

Great Chief’s Show of Artistry On-Attack Charge, Manual 20/15 SP, 7/10 Initial SP, 16s Duration

Gain +50/80%Atk, Attack interval halved. Attacks leave a stacking mark on the target that inflicts -3/4% movement speed and -3/4 aspd per stack. One second before skill ends, the mark is removed and deals 80/110% atk physical damage per stack to the target.

Skill 3

Power of Money Automatic Charge, Manual

35/30 SP, 0 Initial SP

Consume all currently held DP to gain permanent, stacking buffs to Atk, ASPD and Phys/Arts damage reduction. +7/10% Atk, +7/10 aspd, +1/1.25% Phys/Arts damage reduction per 20 DP. If used at >=99 DP, refunds 50% SP.

Base Skill 1 Great Chief’s Coordination When stationed in a Trading Post, sets order acquisition efficiency of other Sargon operators, Gavial and Gavial the Invincible to 0 and then increases it to +35%.

Base Skill 2 Lead by Example Gains +10% order acquisition efficiency per other Sargon Operator stationed in trading posts, up to +50%.

The theme here is being a Lord Guard who doesn't do any Arts damage that she would have above average basic tankiness just through her stats. She's still not tanky-tanky, but within her subclass she's quite sturdy. She can then leverage her defensive bases by using her very strong S1 or with S3 (I'll go more into S3 in a bit). I also worked her background into the whole thing a bit.

Initially I had S1 modular with it letting her ranged attacks ricochet if she uses it not in melee, but I think this is better. It's more interesting and could incentivize different positioning. I made the dot pure damage because that's funny.

S2 is more for ranged play and designed to take down elites and bosses. It's very straightforward to use, even if it might look a bit complicated. Activate it and she goes nuts on whoever is the closest in her range and when it's about to time out her target is vaporized. I made the stats up with around 20 attacks within 15 seconds in mind. With just the halved attack delay she actually manages just above 24, but the slowing effects shouldn't be too harsh, since by the time they're stacked that high, the skill is about to expire anyway. Would be mildly busted in Integrated Strategies if you get enough aspd and stack -100% move and aspd onto an enemy, but that's okay. Don't worry about it.

Okay, S3. So that's the meme skill. It's the one you make funny videos with. Yes, she can reach 100% Phys and Arts resist. It costs 1600 DP, up to 2000 if you also go for the SP discounts. At that point she also has +800% ATK and +800 ASPD. (7 attacks/s) The earliest you could get this, going just by pure SP is after five and a half minutes. Of course you also need to generate the required 2000 DP + however much you need to deploy your operators within that time. Stages don't tend to last that long, but if you want, you can also give her some form of SP charge and go for it. Something like Ptilopsis, Warfarin, Inam, Myrtle, Elysium, Saileach and the next six best DP generators. Probably a bunch of Pioneers, I don't know. Might be problematic in Annihilation I guess, but nobody's looking.

Anyway, this was fun. I was going to do a full fake operator sheet but Krita krashed and I lost Kritacal progress so this is what I got.

[bipolarmango]

Fucked up stuff I've learned this week while doing an in-depth training with 15 HR & Talent Acquisition Specialists

DEI

Over 80% of the participants considered only sex, age, ethnicity, race and nationality when talking about diversity without further instructions. When coaxed to think a bit more, most could come up with gender and visible disabilities. Neurodiversity or invisible disabilities were not considered by anyone and when mentioned by the coach, they received backslash.

The same 80% said their DEI policies aim mostly towards attracting international or young talent. They couldn't name many if any relevant actions taken by their organization except employer branding/external communication focusing on stating how they focus on DEI and things that are mandatory by laws (such as non-discrimination on an ideology-level, yet they had almost no practical examples on how the non-discrimination laws have been taken into consideration besides writing it down into HR policy).

Over half agreed on doing "psychological assessments" on candidates based on things like personality assessments, skill assessments, and interviews, and delivering these "assessments" to the hiring manager to help choosing the right candidate. None had a degree in psychology or other relevant fields but were business graduates. (This one scared me so badly and I'm investigating where to report this.)

Only 1/15 considered the possibility that their assessments and recruitment processes could be unfair for other than neurotypical people.

Almost half didn't consider it being HR's responsibility to guarantee that DEI (or other good leadership/management) policies were followed through by managers; they considered their responsibility ending with creating plans, trainings and things like pamphlets to hand out to managers.

Other fucked up shit

Everyone agreed that most of the time the salary range is pre-decided (it might be rather wide if they consider people with varying experience) but when asked why it's not written in the job advertisement, no one could come up with any good explanation (they tried things like "because it depends on the candidate" which doesn't answer to why they cannot put a range there, and things like "it depends on the labour law we must follow" which doesn't explain why they won't mention that they follow a labour law x + years of experience which would make it easy to see how much you make. This question made everyone visibly uncomfortable.)

80% didn't see an issue listing things mandatory by law under "benefits" on the job description and making it sound like they were additional things the company offers out of the goodness of their heart

14/15 agreed that the more internal motivators (ie. flexibility, work-life-balance, meaningful job, interesting tasks) one has, the less external motivators (in this case: simply monetary compensation) they should be offered

80% agreed that job description should tell 20% of the tasks/responsibilities and 80% of benefits (obviously not salary though)

80% agreed that they cannot do anything if a hiring manager wants to make an unfair hiring decision based on things like the looks of the candidate or even if they have a strong feeling it's for a racist, homophobic, transphobic etc. reasons (the word they really used was anything)

What I'd also like to underline is how extremely reluctant the majority was to change their perspective or consider that their practices and policies should perhaps be reconsidered even when offered facts and data.

Disclaimer: This was a three-day training in EU with participants from international companies varying in size. All participants were located in Europe (in Benelux, France and Germany) and working either in EMEA/Europe/global HR. Numbers are stuff I wrote down because I was baffled. I also want to underline that there are amazing, super professional and qualified people in HR who are so much more educated.

[goteamphilippines]

Job Hiring: Talent Acquisition Specialist – Sales/BPO - GoTeam Philippines

We’re Hiring!

GoTeam is looking for a Talent Acquisition Specialist – Sales/BPO who can facilitate client interviews, review employment applications and background-check reports, attend client meetings, facilitate profile completion for client endorsement, and ensure quality talents are placed with clients for Sales/ BPO roles.

Earn up to PHP30K monthly while working in a flexible Hybrid (work-from-home and office) set up during the day shift.

[risebird3]

RiseBird: Transforming Technical Hiring with Video Interview Service.

A groundbreaking solution has been developed in Bangalore, the epicenter of India's tech boom, to handle one of the most urgent problems facing businesses today: finding top-tier tech talent. Risebird, a Bengaluru-based video interview platform, is used by businesses for their tech jobs.Ready to revolutionize the way requirements are handled. Risebird is ushering in a new era of efficiency and effectiveness in the hiring process with an exclusive combination of "Hire Technical Interviewer" services and a pioneering "Interview-as-a-Service" platform that enables on-demand interviewing.

Hire Technical Interviewer Services:

Risebird's ability to provide highly qualified and specialized technical interviewers is one of the company's key selling points. Finding and evaluating the appropriate technical expertise can be a difficult task in today's tough job market. Risebird is aware of this difficulty and has built a pool of skilled technical interviewers who excel at assessing applicants from diverse backgrounds.

Whether you're looking for engineers, data scientists, software developers, or cybersecurity specialists, Risebird's technical interviewers are knowledgeable about the specifics of each position. They add sector-specific experience to your recruitment process, guaranteeing a thorough and accurate assessment of candidates. Not only does this free up valuable time for your internal teams, it also significantly increases the efficiency of the technical appointments you hire.

Interview-as-a-Service (IaaS):

“Interview-as-a-Service” offered by Risebird is revolutionizing the talent acquisition industry. Both recruiters and potential candidates can benefit from the intuitive and user-friendly experience provided by this state-of-the-art platform. Modern video technology is used to provide remote interviews that are just as intimate as in-person interviews.

Here's how it works: Recruiters can schedule interviews with candidates, who can choose from a variety of formats and role-specific interview questions. The Risebird platform manages all the details, including scheduling interviews and managing the recording and replay of videos. This not only streamlines the process, but also frees up recruiters to focus on what really matters – evaluating candidates' qualifications and potential.

On-demand Interview Services:

Risebird provides the flexibility that the current job market demands through its on-demand interviewing services. Risebird has you covered whether you need to fill a critical position immediately, have had an unexpected increase in hiring demands, or simply want to maintain a steady flow of talent. You can conduct interviews on your schedule and at the push of a button, avoiding hassles and ensuring a steady stream of qualified applicants.

The RiseBird Advantage:

Risebird offers an exclusive blend of know-how, cutting-edge technology and unique convenience features, ready to improve the effectiveness and success of your recruitment process. Here are some reasons why companies looking for technical skills prefer Risebird

Quality Control: By ensuring that only the most qualified applicants advance through your hiring process, our skilled interviewers reduce the chance of costly hiring errors.

Cost-Effective: Risebird's Interview-as-a-Service reduces your recruitment costs by removing the need for substantial travel and resource allocation.

Time Efficiency: Say goodbye to time-consuming logistics and scheduling hassles. The employment process is streamlined by Risebird, enabling you to make quick, data-driven decisions.

Global Reach: Risebird's platform makes it easy to conduct interviews with applicants from around the world, giving you access to a talent pool that isn't bound by location.

Flexible Scaling: Adjust the size of your recruitment initiative as needed to guarantee that you always have the best talent for your projects.

In conclusion,Risebird, a Bangalore-based video interview platform, offers a full range of services that is revolutionizing the way businesses approach tech hiring. Risebird gives companies the tools they need to empower strong technical teams more quickly and with better assurance. These tools include technical interviewer services, interviewing as a service, and on-demand interviewing capabilities. If you're ready to take your technical recruiting process to new heights, Risebird is your trusted partner on this journey.

[kicksaddictny]

SNIPES Launches "Pay It Forward" Initiative to Support HBCUs and Empower Black Students

SNIPES, the leading streetwear and sneaker retailer, has announced the launch of its Pay It Forward initiative, a nationwide campaign to support Historically Black Colleges and Universities (HBCUs). The initiative is part of SNIPES' commitment to giving back to the community and investing in the future of HBCUs and their graduates. Through this program, SNIPES aims to provide opportunities for underrepresented communities and empower the next generation of leaders by supporting education and creating a platform for important conversations. 

The inaugural event of the Pay It Forward initiative will launch in partnership with The Big Homecoming, afirst off it’s kind HBCU culture festival that focuses on creating ongoing impact for HBCU’s. The Pay It Forward initiative will launch with The Big Homecoming’s 365 Impact Tour, which will take place on April 11th at Clark Atlanta University, one of the most prestigious HBCUs in the nation. The event will offer a day of inspiring panel discussions, experiential activations, and one-on-one conversations with notable guests from the Atlanta community. 

The Big Homecoming will kick off with an inspiring panel discussion led by members of SNIPES' leadership team, including Derek Bailey, Digital Content Manager, Jasmine Cordew, Social Media Manager, Gabrielle Golden, Sr. Talent Acquisition Specialist, JaNaie Fort, Buyer, Women’s & Kid’s. The panel will delve into critical topics such as workplace diversity, overcoming adversity, and the significance of inclusion in the workplace. 

The Big Homecoming will also feature a Fireside Chat focused on essential topics such as leadership, financial literacy, health, entrepreneurship, and creating a sustainable legacy of Black excellence. The discussion will feature distinguished panelists such as comedian and social media star Desi Banks, reality star and entrepreneur Yandy Smith-Harris, media personality and comedian Rachael O'Neil and actor and singer Reed Shannon; providing students with valuable advice and insights from successful professionals in various fields. 

In addition to the panel discussions, The Big Homecoming will include a variety of inspiring and engaging on-site activations, including: 

●      Wall of Affirmations: The Wall of Affirmations activation is a space for students to share their aspirations and affirmations, empowering them to visualize their collective ambition and inspiration. The activation is a reflection of SNIPES' commitment to fostering positivity and encouraging students to aim high. 

●      Custom Sock Creation: At the Custom Sock Creation activation, students will have the unique opportunity to design and create their own custom socks. This hands-on experience not only allows students to exercise their creativity but also enables them to give back to the community. The socks created by students will be donated to underprivileged children at ChopArt. ChopArt provides dignity, community, and opportunity to middle and high school aged youth experiencing homelessness through multidisciplinary arts immersion and mentorship. 

●      Alumni Legacy Wall: The Legacy Wall activation celebrates the impressive contributions of Clark Atlanta alumni who have made significant strides in their respective fields. This activation aims to inspire students to follow in the footsteps of trailblazers such as Eva Marcille, DJ Drama, Pinky Cole, and Kenya Barris. The Legacy Wall is a testament to SNIPES' commitment to showcasing the excellence and success of the Black community. 

Moreover, SNIPES is committed to supporting education by providing $50,000 in scholarships for Atlanta students who sign up at the Scholarship Booth during the event. This pledge further showcases SNIPES' dedication to supporting education and empowering the next generation to achieve their goals. 

"Celebrating the contributions of HBCUs to our nation's rich history is a responsibility that we all share. At SNIPES, we believe in the power of community and education to create a better future for all.” said Paula Barbosa, VP of marketing for SNIPES. “We are thrilled to launch the Pay It Forward initiative and The Big Homecoming event, which represent our commitment to empowering the next generation of leaders and giving back to the community. Through these efforts, we hope to inspire and uplift students, faculty, and alumni at HBCUs across the country, and to showcase the importance of education and community engagement in creating a better, more equitable world for all." 

“Partnering with companies that are truly committed to creating consistent impact in the community is important to The Big Homecoming’s reason for existing. We’re more than a music festival, we’re a 365 Impact organization. And partnering with a community committed company like Snipes just helps further and accomplish our Impact goals for HBCUs and communities around the world,” said Amir Windom, Creator of The Big Homecoming. 

Select students will also have the chance to join SNIPES for a one-on-one lunch conversation, where they can gain a deeper understanding of the SNIPES brand and its values. These conversations will provide students with unique opportunities to engage with experts in the industry and gain valuable insights into various fields. 

Through the Pay It Forward initiative and The Big Homecoming event, SNIPES is not only demonstrating its commitment to giving back to the community and supporting education, but also creating a platform for important conversations and empowering the next generation of leaders. By investing in HBCUs and their students and faculty, SNIPES is contributing to the advancement of underrepresented communities and creating a more equitable world for all. As SNIPES continues to make a meaningful impact through its initiatives and partnerships, the brand remains dedicated to creating positive change and uplifting the voices that need to be heard.

This is dope! Salute.

[madamemerola]

✨ACE INTERVIEWS LIKE A PRO. ⁉️Do you get called for interviews yet never get the job? Do you find yourself unable to make a meaningful impression when you attend interviews? 📣I am excited to announce to you that I will be sharing some tips on HOW TO ACE JOB INTERVIEWS LIKE A PRO on a free webinar powered by Transformers League of Professionals (TLoP) @ttcleagueofprofessionals. 🚨This particular segment is featuring members of the Management Service League which I am honoured to be the Team leader of. My co-speaker Samuel Ezinwa @samuelezinwa is a Talent Acquisition Specialist so you will gain a lot of value if you are currently job hunting and want to land the job you desire. 📌Check out the TLoP page for more details and send me a DM if you want the Zoom link to register and join the webinar for FREE. 🎤My name is Madame Merola aka Dr Abiola, The B.A.N.G Creator and I love empowering lives. XoXo from #madamemerola #thebangcreator #drabiolaignites #freewebinar #interviewtips #interviewready #aceyourinterview #totaltransformationcoach #communicationsexpert #imagefixer #jobseekersinnigeria (at Ace Your Interview) https://www.instagram.com/p/Cr1OxMFooQL/?igshid=NGJjMDIxMWI=