The TalentCulture #TChat Show is back live on Wednesday, October 28, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about why recruitment should be transparent marketing, and this week we’re going to talk about how hiring managers can reduce the cost of hiring. In an increasingly competitive hiring environment, hiring managers must improve their engagement and performance with recruited and candidates alike in order to hire and retain top talent. But all too often, this is far from ideal, and they unfortunately fail to do this effectively.  The importance is crucial to hiring success and reducing the cost of hiring. Overall, a high percentage of mature talent acquisition functions report that they have high-performing relationships with hiring managers.  With these relationships, a company’s ability to hire qualified individuals efficiently and cost-effectively and meet today’s business needs and tomorrow’s challenges will excel and save potentially millions per year.  Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how hiring managers can reduce the cost of hiring with this week’s guest: Nikos Moraitakis, CEO of Workable, a technology startup reinventing hiring for ambitious companies. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live on Wednesday, October 21, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about the three steps to selecting the right HR technology, and this week we’re going to talk about why recruitment should be transparent marketing. Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Candidates want to be valued and have an engaging and transparent experience and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually.  The fact is – we are all job seekers and perpetual candidates – even if we’re currently happily employed. Today’s job seeker wants career development opportunities, a great company culture, and a positive experience — which is why transparent marketing is so critical. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about why recruitment should be transparent marketing with this week’s guests: Susan Vitale, Chief Marketing Officer at iCIMS; Lori Sylvia, Chief Marketing Officer at SmashFly; and Michele Ellner, Director of Marketing at Montage. Thank you to all the TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live on Wednesday, October 14, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about sourcing candidates in a way the increases retention, and this week we’re going to talk about the three steps to selecting the right HR technology. Selecting the right HR technology can be a daunting task, whether it's a new solution or a replacement system. So many things have to be considered in this complex ecosystem relationship — cloud computing, best of breed and integrated HR and talent acquisition and management systems, and more. On the eye of the 2015 HR Technology Conference & Exposition, we want to share three selection steps to consider. First, outline your problem and goals — what are the problems with your talent  strategy today and what are your goals for tomorrow? Second, research your solutions — now that you’ve documented your primary talent strategy problems and goals, it’s time to find the right solution that will enable you to recruiting, hire, develop and retain the very best talent.  Third, build the business case — the final step in this process is to create the business case for buying and/or replacing the right HR technology for your organization. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about the three steps to selecting the right HR technology with this week’s guest: Mary Delaney, President, Recruitment Software Solutions at CareerBuilder.  Thank you to all our TalentCulture sponsors, partners and supporters!

The TalentCulture #TChat Show is back live on Wednesday, October 7, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about the neuroscience of what keeps leaders up at night, and this week we’re going to talk about why sourcing referrals can improve retention. Predicting new employee tenure is about as easy as predicting the weather, even with various data inputs and powerful algorithms we have today. Most people these days stay in their jobs only about 3-5 years.  But one thing is clear: referrals can and do have an impact on employee retention. If an employee is satisfied at work, whose performance is consistent, and of course is rewarded fairly, then he or she is much more likely to suggest referrals. They become a brand advocate. And if these referrals have a similar experience to those who referred them, they will in turn potentially last a little longer and make referrals themselves. In fact, even candidates that don’t get hired will make referrals if their experience is a good one. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about why sourcing referrals can improve retention with this week’s guests: Jessica Miller-Merrell, SPHR, President/CEO of Xceptional HR, author, speaker, HR professional, and workplace social media expert; and John Sumser, Principal Analyst at KeyInterval Research and editor at HRExaminer.com. Thank you to all our TalentCulture sponsors, partners and supporters!