We talk a lot about recruitment. Processes. Strategies. Vision. We’ve told you about our belief in ourselves and we’ve revealed secrets and tips that we’ve learned along the way at iTalent, but this time we’ve decided to return to the basics and show you the fascinating world our recruiters experience everyday.
The process of recruiting recruiters is changing together with the requirements of the “new recruiter.” The method we developed is based on training, the ability to adapt to dynamic situations and testing their skills. Here’s how we do it
Covid is gone, money is back and we have already seen a 25% increase in executive recruitment. What’s changed in the recruitment process? Why do candidates become active and how do they choose the right company? Here are some insights from the field, including three interviews with executives recently recruited via iTalent.
You’re invited to another episode of our podcast LeadersTalk, in which we host Jonathan Seroussi about managerial positions today, where to focus and where executives need to let go in order to create a work environment that leads to success.
In the 3rd episode of our podcast LeadersTalk, we host Zohar Levkovitz. An extraordinary veteran entrepreneur, is also one of the most respected investors on the show “Sharks”.
Though often confused, management and leadership are two different skills, but both are necessary when it comes to building a successful business.
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Of the many strategies and ways to find talent, one interesting way of looking at things is through the eyes of an entrepreneur.
What do Elon Reshef and the company Gong do in order to attract the right talent for them? (Hint: it has something to do with a good candidate experience.)
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Beyond the mandatory requirements to integrate employees with disabilities into your company, the benefits are huge. After all, a company is little more than a collection of the individuals who work there. The more diverse and rich a company’s human assets are, the more you gain in-depth, opportunities, meaning and connection.
Where did you always want to work before you landed where you are now? Was it Google? The New York Times? Starbucks? Why? These companies are excellent at attracting the best minds in their fields by creating and maintaining hype about going to work for them.
Beyond the mandatory requirements to integrate employees with disabilities into your company, the benefits are huge. After all, a company is little more than a collection of the individuals who work there. The more diverse and rich a company’s human assets are, the more you gain in-depth, opportunities, meaning and connection.
We’re committed to leaving organizations and their people in a truly better place –
more changeable, more engaged and better equipped for creating a better future.