3 Tips from TA Leaders on How to Hire Strategic Talent

You'll learn

  • How to source top-quality talent
  • How to build a strong employer brand
  • How to effectively engage latent talent

Today’s recruiting landscape is candidate-driven and highly competitive. Modern candidates have access to more information about companies than ever before. Highly sought-after talent often engages with multiple companies at the same time, even when they’re not actively looking for a new role.

For a company to stand out, TA teams need to use highly targeted strategies to source, attract, engage, and close top candidates who are really going to move the needle for their business.

The fact that everyone is working remotely adds an additional layer of complexity. While it opens up a whole world of previously inaccessible candidates, it also means that candidates have more choice of employers and that traditional recruiting methods may no longer work as effectively. Last but not least, there is pressure from leadership to hire top-quality, diverse talent.

Join Alvin Lam, VP Employee Success, Global Talent Acquisition and Michael J. Case, CEO of Neptune People as they discuss 3 things every talent leader needs to do to hire strategic talent.

Meet the speakers

Alvin Lam
Alvin Lam serves as the Vice President of Global Talent Acquisition for RingCentral (NYSE: RNG), a leading provider of global enterprise cloud communications, collaboration, and contact center solutions. Alvin leads RingCentral’s talent acquisition strategies and delivery programs, including workforce/capacity planning, talent attraction, employer branding, diversity and inclusion. He brings over 20 years of talent acquisition experience to the role and has held various talent acquisition leadership positions. Alvin holds a Bachelor of Arts degree in Political Science from UC Berkeley
Michael J. Case
Formerly VP of Recruiting and E-team member at Instacart, Recruiting Director at Uber and Salesforce, and Exec Search for Apple, Michael brings 20 years of experience in the HR and Talent space and has built and managed teams of 50+ people. He is an executive coach, advising CEOs and scaling teams for startups in growth mode funded by top VCs in Silicon Valley and beyond: Khosla, a16z, KPCB, Battery, Sequoia, Accel, Lightspeed, Redpoint, Wing, DFJ, and more. Michael speaks Chinese and Japanese, and lived in Asia for 16 years; he remains active with the startup community in Asia and splits time between San Francisco and Tokyo.

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