Reimagine Recruiting and Talent Acquisition

The digital era has created a hypercompetitive market for critical talent

It is an employee’s market in a digital age, and traditional hiring practices were designed for an analog world. Rethink your candidate experience, and use digital technologies to create a competitive advantage for your organization when it comes to hiring. Your employment brand may be more important than your product or service brand.

We have selected three sessions to help you use digital technologies to create a competitive advantage.

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Authors and Sessions

Dion Love, Principal Executive Advisor, Gartner

Candidates used to be informed and prepared job seekers; they'd set criteria, research companies, shortlist jobs and then start applying. In a digital world's one-click apply, constant recruiter outreach, and abundant information about jobs, candidates now enter our funnel with no real preparation. These digital candidates are reactive and unsure decision makers. Our hiring processes, which were designed for an analog world, are struggling to cope with the typical candidate's poorly defined decision journey. We'll discuss how the best recruiting functions are getting deliberate about turning their candidates into better decision makers.

Thomas Handcock, Practice Leader, Gartner

As digitalization continues to change business models and how work is done, more in-demand talent will enter the gig economy. The response of many recruiting and talent leaders is to ask, "Do we want to or do we need to hire gig workers?" The most progressive leaders recognize that a focus on contractual models is overly narrow, and instead are asking what we can learn from the gig economy about the way we create and provide opportunities for talent and skilled individuals. We'll show how the gig economy is evolving and discuss ways organizations can innovate on their employee experience to capture the benefits of the gig economy that many individuals seek.

Dion Love, Principal Executive Advisor, Gartner

The digital era has created a hyper-competitive market for critical talent and its increased transparency has changed that talent’s behaviors and expectations. We'll propose a framework for employment branding centered on three interrelated imperatives — capture attention, foster connection and incite action — and we'll highlight how progressive organizations are adopting a research-led, market-driven approach to influencing critical talent.

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