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Hiring On All Cylinders at the Future Workplace Meetup: Modernizing Work For Modern Talent

Hiring On All Cylinders was in the house at a recent Future Workplace event sponsored by Fidelity Investments. Talent acquisition heavyweights and thought leaders mingled with VPs of Talent, CHROs, and other eager learners in the industry. Joined by Entelo VP of Talent and Operations, Jill Witty, the HOAC team sat down with Randstad CHRO Jim Link, Future Workplace Founding Partner Jeanne Meister, Fidelity SVP of Talent Tara Amaral and others to chat about what the future holds for modern organizations and how they can plan for changing talent pools, evolving work habits, and other anticipated challenges. 

Whether you’re a recruiter or a curious candidate looking for a leg up in your job hunt, check out the episodes below for valuable intel. Tune in to hear more about:



9 Experts Share the Best Hiring Advice They Learned in 2016

Word of mouth is a powerful thing.

Whether the best advice you've ever heard came from a mentor or a stranger, good words of wisdom stick because they're relevant to something you believe in, and maybe inspire workarounds to certain challenges.

The year's end tends to be a time of reflection and evaluation, and the same applies in recruiting! We reached out to a handful of people in the talent acquisition space to learn what transformed the way they hired this year. 



How to Identify and Assess Motivation in High-Performing Candidates

This is the fourth in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

So far, we’ve covered the science of first impressions, the important difference between hiring for personality versus character, and how to hire candidates committed for the long haul.

This post focuses on motivation, specifically what is, why it matters and what it means for recruiters. We’ll discuss the different kinds of motivation, how they impact job performance, and how recruiters can figure out if a person’s various motivations match the role they’re hiring for.



4 Can't-Miss Moments from Hiring On All Cylinders

This one goes out to all our dear recruiters.

We’ve got over 100 episodes of your favorite recruiting podcast, Hiring On All Cylinders, in the can. What better way to celebrate such an auspicious landmark than with an obligatory “Best Of” post? In the past two years, we’ve hosted a veritable dramatis personae of recruiting personnel: CHROs, VPs of Talent, and Talent Partners, just to name a few. If you’re not sure where to dive in amongst the deluge of recruitment content, we’ve compiled a list of the most fun, interesting, or otherwise unmissable episodes.



Cracking the Boston Talent Market: Hiring Tips from HubSpot, Wayfair, and TripAdvisor

As the leader of the newly created sourcing and research team for Wayfair’s Analytics & Engineering Recruiting team, I get a unique perspective of the Boston hiring landscape.

Just like many of our recruiting counterparts elsewhere, engaging with the local candidate market poses unique challenges. Outreach is a repetitive, thankless, and often futile effort. Candidates are more familiar with companies as brands, not employers. More and more people are searching for an intuitive mobile application process. Where does the disconnect lie between connecting employers with potential employees? What does it take to crack the Boston talent market?



Attracting, Hiring and Retaining Talent for the Long Term

This is the third in a series of ten posts on hiring candidates for characteristics linked to high performance. Each post focuses on a key candidate trait, why it matters and how recruiters can develop processes to correctly and fairly evaluate for it.

Every time an experienced employee walks out the door they take a boatload of experience with them.
That experience is valuable and losing it hurts. Whether a manager or individual contributor, the longer good employees stay, the better it is for your organization, which is why hiring for longevity should always be near the top of a recruiter’s list of priorities.