talent pipelines

Leveraging Talent Communities to Overcome Recruitment and Retention Challenges in the Contact Centre Industry

In the dynamic world of contact centres, the recruitment and retention of top-quality talent are significant challenges. High turnover rates, the skills gap, attracting the right talent, retaining top performers, adapting to change, and remote work challenges are all obstacles that contact centre leaders face. These challenges directly impact customer satisfaction, operational efficiency, and the […]

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Webinar: The Strategic Advantage of Inclusive Hiring: How to fill your talent pool using an unbiased approach

Videos / hollaroo_web

When recruiting in a talent short market, an inclusive approach to candidate attraction and selection is not just an ED&I initiative – it’s the answer to a broader problem! In this webinar, we’ll be joined by James Crichton – Resourcing Transformation Consultant and Head of Assessment at Omni RMS as well as Julie Quist-Therson –

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The Cost of a Poor Candidate Experience

Uncategorized, White Papers & Guides / hollaroo_web

Our new whitepaper ‘The Cost of a Poor Candidate Experience’ discusses why and how it’s costing organisations money if the experience isn’t up to scratch. With 58% of job seekers declining a job offer due to a poor candidate experience, that’s more than half of offers being declined and settling for 2nd and 3rd options.

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What is talent pipelining?

Blog / hollaroo_web

Talent pipelining is the process of building a pipeline of potential candidates who could apply for roles in the future but are not yet ready to enter the selection process for an immediate opportunity. Your talent pipeline should be a collection of candidates who are engaged and can be contacted when relevant roles become available.

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Re-thinking Succession Planning

White Papers & Guides / hollaroo_web

At Hollaroo we think of succession as a conversation rather than a process. In this guide we’ll talk about why, and how you can re-think succession planning the Hollaroo Way. Succession is about having the right people in the right place as a business evolves. It’s rarely about replacing like for like as people retire

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Rethinking seasonal hiring

Blog / hollaroo_web

Well, Summer is well and truly coming to an end and as we welcome the dawn of Autumn (or Fall for my transatlantic friends), some recruiters and talent acquisition leaders are starting to turn their thoughts to hiring for seasonal surges. And if you’re not, then you should be. As we enter the fourth quarter

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Using talent communities to aid your DE&I strategy

Blog / Martyn Redstone

We get asked all the time, “how can Hollaroo help with DE&I?”. So, here are our thoughts. We all know it’s difficult. Difficult to hire a diverse workforce. It starts at the employer branding end and works its way through the entire process. Is it fair, is it inclusive and is it equitable? You’ve done

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Shifting Screwfix to a candidate-centric approach to engage and develop talent pools

Customers / Martyn Redstone

Screwfix recognised that they couldn’t follow the same formula used by other employers, who typically engage with candidates only at the point a role/job match has been identified. They knew that they needed to be smart in the way they engaged with talent, built relationships with successful (and unsuccessful) candidates and developed their Talent Pool.

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Giving talent a route to engage with the Veolia brand and communicate in a meaningful way

Customers / Martyn Redstone

Working with Veolia, we implemented Hollaroo’s Talent Pipelining platform to manage engagement with passive talent, delivering a premium candidate experience for those not yet ready to enter the active selection process. In addition, Hollaroo’s Talent Pipelining facilitates ‘recycling’ of ‘silver medal’ candidates who would otherwise be filtered out of the recruitment process. This cyclical approach

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Reinventing Dentons’ approach to hiring and building long term relationships with emerging talent

Customers / Martyn Redstone

Dentons are on a journey to build a ‘best in class’ hiring function, raising their profile as an employer of choice vs the typical magic circle firms as the target for candidates. An important focus of this transformation is improving the candidate experience from first contact to becoming an employee. As with all law firms

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