Jessica Chen

3 hiring myths costing Sacramento companies great talent: ❌ Myth 1: Post it and they'll come. ❌ Myth 2: AI sourcing solves the supply problem. ❌ Myth 3: A good offer is enough. The truth? Passive talent requires employer branding, relationship-based recruiting, and a streamlined process. Here's what that looks like in practice. 👇 https://lnkd.in/g9gqqYUt

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Still measuring your recruiting success with outdated metrics? You're not alone—but it’s time for a change. 📉📊 The right data can transform your hiring process from unpredictable to unstoppable. ✅💼 Grab our free guide to learn which talent acquisition metrics actually matter and how to use them: 📥 https://lnkd.in/eyGSXh3z

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Still juggling too many recruiting vendors and getting too few hires? If you lead Talent Acquisition at a large org, chances are you’ve got: - Multiple agency relationships - Pressure to deliver fast, high-quality hires - A dashboard full of vendor data with no clear story And yet hiring still feels slow, inconsistent, and reactive. This piece breaks down what high-performing recruiting partners actually do differently. And how to tell if yours are adding value or just resumes. If adding more vendors isn’t solving the problem, this article is worth a full read. 🔗 https://lnkd.in/e8icYpgV  #hiring #talentacquisition #hiringnow #recruitment

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Talent acquisition budgets don’t get approved because they’re needed. They get approved because the business impact is clear. With rising costs and stretched TA teams, many leaders are being asked to justify hiring investment more rigorously than ever and traditional arguments aren’t landing. We break down how HR and TA leaders can build a compelling, data-backed business case for TA investment by tying hiring directly to what leadership cares about most: • Revenue impact and speed to delivery • The real cost of unfilled roles and skills gaps • Risk exposure from underinvestment • ROI beyond time-to-fill • Flexible, scalable budget models This isn’t about asking for more budget. It’s about positioning talent acquisition as a growth lever, not a cost center. Read the full blog via the link in the comments. #TalentAcquisition #HRLeadership #WorkforceStrategy #HiringROI #PeopleStrategy #TALeadership #FutureOfWork #LevelUPHCS

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📻 Tune in to hear how AI is completely reshaping talent acquisition—from vendors and tools to your operating model. 🎙️ In this episode, Josh Bersin breaks down what’s real, what’s hype, and how TA leaders can turn AI into a true growth engine, not just a req-fulfillment machine. Listen for these points: ▪️ Why there’s so much confusion about where to start with AI in HR and why talent acquisition is the best place to get hands-on. ▪️ The evolving TA tech stack: sourcing, screening, assessments, interview intelligence, and orchestration platforms. ▪️ How data labeling and specialized talent intelligence are making AI dramatically better at understanding real skills, experiences, and fit. ▪️ What big moves from HR tech companies signal about the future of AI-powered recruiting and internal mobility. ▪️ How AI agents enable a shift from “req fulfillment center” to strategic talent advisor—helping you decide when to hire, when to redeploy, retrain, or redesign work instead. This sneak peek will show you how AI is transforming talent acquisition—and give you practical ideas you can start using right away. 🎧Listen here: https://hubs.ly/Q044KXhd0

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