{"id":1377,"date":"2019-10-24T20:24:24","date_gmt":"2019-10-25T00:24:24","guid":{"rendered":"http:\/\/www.talentrise.com\/?page_id=1377"},"modified":"2024-01-23T14:30:10","modified_gmt":"2024-01-23T19:30:10","slug":"nine-strategic-tips-for-talent-acquisition-in-the-year-ahead","status":"publish","type":"page","link":"https:\/\/www.talentrise.com\/nine-strategic-tips-for-talent-acquisition-in-the-year-ahead\/","title":{"rendered":"Nine Strategic Tips for Talent Acquisition in the Year Ahead"},"content":{"rendered":"\n

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Nine Strategic Tips for Talent Acquisition in the Year Ahead<\/h1>\n
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\n What you need to know\u2014and what you need to do. <\/h2>\n
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By now, the usual prognosticators have weighed in on what\u2019s to come on the talent acquisition front in 2017. While few trends can ever be predicted with absolute certainty, there\u2019s consensus that the overall demand for talent will exceed supply in many industries, not just in 2017, but beyond.
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\nThis needs to be a wake-up call for the many organizations who have yet to focus on revamping their talent acquisition strategies post-recession. Study after study strengthens the case for rethinking recruitment in the face of talent shortages and
\nto create value. More than two years ago, in fact, Deloitte revealed data showing that organizations with \u201cmature talent acquisition strategies\u201d perform, on average, 30 percent better than their peers in the areas of customer expectations, product\/
\nservice development and financial targets.
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