When you think of people analytics you may think it’s only an HR tool or that you don’t need a tool to tell you about your people. You work with them every day. As their manager, you already know them. Well, that may be true, but how do you really know? Is it just a gut feeling or do you have hard evidence?

It’s not always easy to touch everyone, especially in today’s

resume keyword

For many job seekers, recruiters and hiring managers, matching keywords is the name of the game, resulting in resumes and CVs that are stuffed with keywords that often don’t match the actual requirements or aptitude to be successful in any given job role or position. While scanning for keywords is often a good initial path towards finding the right job opportunities and candidates, it’s only the first step. Too many times, however, keyword matching is

David Ingram

Capital TechSearch founder, David Ingram is featured in a recent American INNO article by Megan Corsano. A Richmond-based, gap-oriented skills inventory platform is shaking up recruiting efforts within organizations through the data visualization of individual employee strengths and weaknesses. Visual Workforce was born out of an identified gap in the skills tracking, human resources and talent management systems that are commonly used in the workplace. The platform first began as a tool

In a roaring economy, the fight for talented resources is fiercer than ever before. And in industries like finance, technology, marketing and healthcare, the competitive landscape means that candidates are being pursued by a diverse array of traditional recruiters, corporate recruiters and innovative start-ups. The result is a market that requires talent, patience and expertise to maneuver. Here are some of the top trends that companies are using to identify and retain talent 1. Understand

Digital transformation in any organization is a very big change. But change must happen for any business to survive. The most recent report 2019 Executive Perspectives on Top Risks states boards and C-suite leaders globally are most concerned about their organizations’ ability to transform so they can compete with organizations that are “born digital.” 

When organizations do embark on a digital transformation only