Talent acquisition built on fit, not applicant volume

Talent acquisition often gets measured by volume: applications received, candidates screened, roles filled. Those numbers matter, but they don't tell you whether the right person landed in the right role, or whether candidates walked away thinking well of you.

This section looks at the longer game. We cover sourcing strategy, screening that's fair and skills-based, interview design that respects people's time and employer branding that's honest about the job. We also look at recruitment marketing that attracts the people you actually want, candidate experience from the applicant's side and how applicant tracking systems and AI tools are changing screening, for better and worse.

Fair hiring is a line we hold. We won't publish screening advice that filters people on protected characteristics or proxies for them, and we'll say clearly when a practice raises legal questions in particular countries.

This desk is for in-house recruiters, talent leaders, founders doing their own hiring and anyone who has had to explain to a candidate why they never heard back.