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Free Council Paper

A Proactive Talent Acquisition Strategy Is Critical In A Tight Labor Market

Tuesday, June 25 
30 Minutes Read
Ninh Tran
Mike Rasmussen
John Ricciardi

The Hiretual Council Papers are here!

Businesses may underestimate the consequences of either a sudden employee’s resignation or an employee's retirement. While in the struggle of the tight labor market, in order to improve the overall recruiting process for the best talent in an organization, recruiters must understand strategies to promote the important idea of a Proactive Talent Acquisition Practice.

The recruiting function must forecast the unexpected and also do the appropriate work to find the best candidates. This white paper is intend for people who wants to plan ahead in hiring the best talent and want to eliminate the struggle in finding the right candidate in urgent hiring situations. 

The authors, Mike Rasmussen, a Senior Talent Acquisition Business Partner at ADP and John Ricciardi, the Founder & Managing Partner of Afton Consulting Group, both have a great passion for promoting the Proactive Talent Acquisition approaches. Both researchers collaborated and shared their thoughtful ideas with fellow recruiters in finding the right people in their teams before an immediate need. 

This council paper series is made possible with partnership with the recruiting community.

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What You’ll Learn in This Council Paper

Create a Proactive Talent Acquisition practice

Learn about the recommendations to create an effective Proactive Talent Acquisition practice!

The Importance of Forecasting

Learn about the key components for success by understanding the significance of forecasting 

Workforce Planning Formula

Learn about the estimate of the hiring needs by understanding the useful Workforce Planning Formula!

About Council Authors

Ninh Tran
Founding Member at Hiretual

Ninh is the Founding Member of Hiretual, a Recruiter’s Best Friend that's built by recruiters for recruiters. Ninh is also a SourceCon, ERE Media, and Recruiter.com author, and has spoken on various subjects such as “Sourcing AI and the Future of Recruiting” and “Proactive Talent Pipelining” at UC Berkeley, Stanford, and global recruiting conferences. As Cal alumni, Ninh went on to Google before becoming the recruiting executive at HireTeamMate where he led all the business operations that placed hundreds in a year before helping found Hiretual.

Mike Rasmussen
Senior Talent Acquisition Business Partner at ADP

Mike Rasmussen, is a SHRM Certified Professional working in Talent Acquisition out of his home office in Tooele UT.  Mike is passionate about Proactive Talent Acquisition approaches and has been writing for various publications over the past 10 years regarding Talent Acquisition topics & challenges.  Currently working for ADP as a Sr. Talent Acquisition Business Partner Mike has been in his current role for 7 years, and HR/Recruiting for over 14 years. Mike contributes frequently to SourceCon and has spoken at 2 of the SourceCon Conferences.  Mike’s spare time is spent in the outdoors, hiking, reading, and keeping up with 3 busy children in Utah. An alumnus of San Jose State, Mike credits his love of learning to his years growing up in the Silicon Valley, where he lived up until 2012 when he moved to UT.  Recently, Mike has spent his time trying to build out the SourceCon Salt Lake City Chapter, and simultaneously growing the UT ATAP Community following with networking events, webinars, and subject matter expert panels.

John Ricciardi
Founder & Managing Partner at Afton Consulting Group
John Ricciardi is a self-proclaimed ski bum who passes the time between ski trips as a Founder & Managing Partner of Afton Consulting Group, a global human resources consulting firm with a specialty in executive search. He is a global talent acquisition leader with 20 years experience developing, implementing and leading the recruiting function. His experience as a practitioner includes both agency and corporate settings where he managed large teams and created strategic solutions for organizations, including global process development, employment branding, ATS selection, and RPO implementation/management.
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