Discover how talent teams can future-proof strategy by using structured prompts to decode industry trends and uncover actionable insight. This TWIT reveals a powerful prompt used to analyse shifting trends, align workforce planning, and shape business decisions – ideal for HR, TA, and strategy leaders ready to lead with foresight, not hindsight.
Introducing ATC’s 2025 Industry Advisory Squad!
Meet our panel of trusted industry insiders helping us shape smarter content, better events, and stronger conversations across the talent community.
Employer brand isn’t just what you say – it’s how candidates feel reading it. This TWIT shares a proven framework and prompt to create LinkedIn content that aligns with talent goals, builds credibility, and earns trust. Perfect for recruiters building their EVP voice with clarity and impact.
Discover a powerful AI sourcing prompt used by top recruiters to build smarter, faster talent strategies. Learn how to streamline search, uncover hidden candidates, and create impactful outreach. Perfect for recruiters, sourcers, and TA pros ready to level up their talent sourcing game.
Recruiters aren’t facing a skills gap – they’re battling a workflow gap. This TWIT explores how well-crafted AI prompts can create time, reduce friction, and elevate recruiter impact across platforms. Featuring a proven outreach prompt from ProPrompt, it’s your shortcut to better connections, faster workflows, and smarter sourcing – without losing the human touch.
Now in its sixth year, the Internal Talent Awards (ITAs) return to celebrate the individuals and teams redefining excellence in Talent Acquisition across Australia. With nominations now open and early bird tickets available until 30th April, the countdown to this premier industry event is on. Held at the iconic Plaza Ballroom in Melbourne on 4th September, the ITAs are the only national awards dedicated to recognising in-house recruitment excellence — from employer branding to onboarding, diversity, tech, and beyond.
Great onboarding isn’t just a checklist, it’s an experience that sets the tone for success. Gary Park explores how to design an engaging, human-centred onboarding process that fosters connection, confidence, and culture from Day 1. Discover practical tips, best practices, and real-world insights to create moments that matter for your new hires. Read on and get in (loco)motion for a great onbording process!
Discover how Intelligent Automation (IA) is transforming recruitment beyond traditional Recruitment Process Automation (RPA). Learn how AI-driven tools can improve efficiency, enhance candidate quality, and free up recruiters for more strategic work. Find out why mapping and refining your hiring process is crucial before investing in technology.
Athanasia explores the delicate equilibrium between service and expertise in Talent Acquisition. She highlights the importance of trust, transparency, and continuous improvement in building credibility and influence. Discover how professionals can position themselves as both trusted advisors and service providers to drive success and shape better outcomes. Read on…
Talent Acquisition is no longer just about filling vacancies—it’s morphing into a full-blown Talent Advisory powerhouse. And guess what? Sourcing isn’t just a backseat driver in this transformation; it’s right there in the passenger seat, powering the ride.
New Year corporate-speak is entering conversations faster than your summer suntan is leaving, and the phrase “Do more with less” is waiting to ambush you like some kind of discount Gotham-City villain on a dark night.
With absolutely zero ado left in stock, let’s speed to the point: if you have a Talent Sourcing department, you’re most likely walking past an unholy amount of value in what they do. If you don’t have an internal team dedicated to this space, your competitors are reading this and taking notes, so you’d best be faster than the Flash after eating a day-old egg sandwich to get to where you need to be.
In APAC, Talent Sourcing falls in five main user categories – Agency, Internal Recruiting, Executive Search, Consulting & Intelligence and Freelancers. A key consideration is that not every user makes use of the function in the same way, and the purpose of this piece is to discuss applying Talent Sourcing principles to Internal Recruitment. A working distinction of the difference between Talent Sourcing and Recruitment functions is that recruitment is primarily concerned with advising the client and filling a role – success is outcome based. Sourcing is at its best when its strategic – data is found and communicated, decisions are shaped.
Aka identifying and engaging candidates for jobs that weren’t applying to job boards. This, coupled with a perception from those in agency that sourcing is simply a “junior recruiter” function, has led to an unfortunately myopic perception that sourcing has four core functions:
With technical advancements in modern Talent Sourcing – each week brings us a new app or plugin that can find a billion profiles, candidate contact details and file your taxes – the capability is in more danger of blending completely into recruiting as a whole, reduced to just the basics. The good news is that there are six areas to point your internal sourcing capabilities to make an immediate impact, finding and communicating data to instantly add value to strategic conversations and cementing internal TA as a leader in strategic planning.
The days of considering Talent Sourcing as solely a direct answer to a situational problem have passed, and the advent of AI in Talent Sourcing continues to highlight this – AI can already provide comparable results faster. The competitive advantage is in digging deeper to address strategic challenges that may not be readily identifiable – allowing AI to assist in the transactional elements (candidate identification, interview scheduling, note summaries) and using Sourcing as a function to drive strategic conversations – why would people join our client? Why are they leaving? How does the market see us as representing their needs?
Talent Sourcing is primed to compliment the evolution from a more traditional recruiting approach into an advisory function, and the winners will be those companies who understand and utilise the hidden value, beyond the barriers of “find names and fill jobs”.
