Author Archives for Shanan Marshall
April 30, 2025 9:39 am
Published by Shanan Marshall
Drive smarter hiring decisions. Predict revenue. Maximize ROI. Talent acquisition is a critical function in any organization, yet it often remains one of the most outdated departments. Recruiters face burnout as they struggle to make quality hires without access to the right tools to stay competitive in a rapidly evolving market. Companies aiming to modernize their hiring practices and secure top talent frequently encounter “priority disconnect at the top” when adopting automation in talent acquisition. The Disconnect The disconnect lies between two groups: Revenue Leaders (CFO and Sales Leaders) and Operational Leaders (CIO and HR). Revenue Leaders prioritize top line growth and productivity, focusing on improved performance and recruitment effectiveness. In contrast, Operational Leaders aim to streamline processes, reduce workloads, and accelerate hiring, emphasizing recruitment efficiency. For instance, HR often focuses on metrics like candidate volume and vacancy rates but receives limited feedback on the quality or long-term success of......
April 23, 2025 11:35 am
Published by Shanan Marshall
AI can’t create potential, but it can help you identify it, develop it, and ultimately, transform potential into performance. That’s why the foundation of an effective Talent Acquisition (TA) process lies in assessing potential; a quality that cannot be trained, coached, or gained through experience. Without the ability to predict potential, AI will merely bring efficiency to an inefficient process ultimately scaling the status quo rather than improving outcomes. Recruiters must first ask: What are you really hiring for? If the goal of your TA strategy is simply to fill seats quickly, then AI is your tool. It’s fast, scalable, and cost-effective. It will identify and process large volumes of candidates with impressive speed. But if your goal is to hire and retain high performers, then AI alone is not enough. Quality hiring demands more than volume, it demands insight. The real goal is to predict potential. High-performing organizations know......
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