Finding and attracting the best talent is key to building a successful business. We’ll explore the basics of what you need to do before starting the hiring process and the most effective ways to attract top talent.
Things to be aware of during an interview, including specific questions to ask and avoid
How to walk away with new ideas for identifying and hiring the right people
How you can be an employer of choice in your industry
And more!
The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organization. The selection process varies from industry to industry, company to company, and even amongst departments of the same company.
The recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting, and selecting the right candidate.
Introducing Monster’s patented 6Sense™ Search Technology- the most advanced way to precisely match Job Seekers to your opportunities. Power Resume Search will help you find the relevant candidates you need quickly and effortlessly.
Finding and attracting the best talent is key to building a successful business. We’ll explore the basics of what you need to do before starting the hiring process and the most effective ways to attract top talent.
Things to be aware of during an interview, including specific questions to ask and avoid
How to walk away with new ideas for identifying and hiring the right people
How you can be an employer of choice in your industry
And more!
The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organization. The selection process varies from industry to industry, company to company, and even amongst departments of the same company.
The recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting, and selecting the right candidate.
Introducing Monster’s patented 6Sense™ Search Technology- the most advanced way to precisely match Job Seekers to your opportunities. Power Resume Search will help you find the relevant candidates you need quickly and effortlessly.
Julie Sykes, of Yorkshire based HR specialist consultancy JCS HR, explains the principles to ensuring you recruit the best, most appropriate, people for your business.
In any business, staff can have a critical impact on success, and this is particularly true in SMEs where employee numbers tend to be lower and therefore the impact of someone who is not giving their best, or who is not a good fit for their role, can be much greater.
Yet, given this fact, most small businesses – if they were being honest – would acknowledge that they are much less rigorous in the processes they apply to the recruitment of staff than those they apply if making a decision to invest a similar amount – or even smaller amount - of money in a piece of capital equipment.
The good news: With the worst of the recession behind us, companies are once again hiring.
The bad news: Many talented workers are now looking for growth opportunities and are ready to leave their current employer.
What will you do to retain your best talent?
Whether you are a small business or a large enterprise organization, you need to identify strategies to help minimize a post-recession talent exodus in your company. Check out this presentation and learn how worker loyalty differs by company size and explore ways to increase worker loyalty in your company. We will emphasize strategies that can be used by small businesses to help them better manage their workforce during this period of economic transition.
You will learn ways to:
Address any misalignment in compensation
Target the “right” hire
Communicate a strong employer brand
Continually fill a pipeline of prospects
Strive to keep your “A” workers
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Generating a great Applicant Pool And selecting the best candidate who is a perfect job fit and organisational fit as well is a challenging task. get back to the basics and understand where you are going wrong !
Julie Sykes, of Yorkshire based HR specialist consultancy JCS HR, explains the principles to ensuring you recruit the best, most appropriate, people for your business.
In any business, staff can have a critical impact on success, and this is particularly true in SMEs where employee numbers tend to be lower and therefore the impact of someone who is not giving their best, or who is not a good fit for their role, can be much greater.
Yet, given this fact, most small businesses – if they were being honest – would acknowledge that they are much less rigorous in the processes they apply to the recruitment of staff than those they apply if making a decision to invest a similar amount – or even smaller amount - of money in a piece of capital equipment.
The good news: With the worst of the recession behind us, companies are once again hiring.
The bad news: Many talented workers are now looking for growth opportunities and are ready to leave their current employer.
What will you do to retain your best talent?
Whether you are a small business or a large enterprise organization, you need to identify strategies to help minimize a post-recession talent exodus in your company. Check out this presentation and learn how worker loyalty differs by company size and explore ways to increase worker loyalty in your company. We will emphasize strategies that can be used by small businesses to help them better manage their workforce during this period of economic transition.
You will learn ways to:
Address any misalignment in compensation
Target the “right” hire
Communicate a strong employer brand
Continually fill a pipeline of prospects
Strive to keep your “A” workers
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Generating a great Applicant Pool And selecting the best candidate who is a perfect job fit and organisational fit as well is a challenging task. get back to the basics and understand where you are going wrong !
Evaluation on Recruitment and Employee Relations in American Family Insurance Yiting Liu
In this presentation, our team analyzed the recruitment and employee relations in American Family Insurance through an interview with a staffing manager Jeffery Close. We compared with company website and Glassdoor/Indeed reviews. Then, we identify strengths and opportunities within American Family’s recruitment and employee relations practices. In conclusion, we proposed recommendations for recruiting employees and maintaining positive relationships.
This brochure gives some insight into what our firm stands for, our services, where we have come from, and where we are going. Please contact me for more detailed information.
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
How to Extract ROI from your Candidate and Employee Experience program (1)Victoria Fitoussi
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
Generating a custom Ruby SDK for your web service or Rails API using Smithy
Accolo Process Overview
1.
2. Accolo Process May 2013
2
2
What we’ll cover
• Our Foundation: 10 Universal Hiring Best Practices
• Hiring Performance Model
• The Accolo 6-step process
• Accolo services
3. Accolo Process May 2013
3
3
Path of Least Resistance for the
Hiring Manager
The hiring process should be the path of least resistance for hiring managers. They will
typically embrace this path regardless of the desires of other stakeholders.
Every Job is Unique Every job is as unique as the hiring manager, team, geography, function and company
and should be profiled and managed accordingly.
Courteous, Respectful and
Confidential
Every stakeholder deserves to be treated with courtesy, respect and complete
confidentiality. Applicants may have many points of intersection with the hiring company
as consumers, investors, referral sources and future hires, and the totality of this
relationship must be considered.
Referrals Must be Leveraged Referrals are a primary source of hirable candidates, and each recruiting effort should
actively seek and follow-up with referrals via social media and direct personal outreach.
Incorporate All Sources All sources should be incorporated into the recruiting process, including traditional, non-
traditional and direct sourcing methods.
Adaptable Process Recruiting approaches should be responsive to different job types (Executive, technical,
non-exempt, etc.).
Diversity Sourcing Diversity sourcing should be included with every job. The world is diverse and a diverse
workforce gives a company a strategic advantage.
Fair and Equal Opportunity Every candidate deserves a fair and equal opportunity to apply and receive job-specific
consideration.
Follow up and Closure Every candidate deserves follow-up and closure, regardless of outcome.
Applicant Tracking EEO data capture, applicant tracking and reporting must be complete and accurate for
every job.
10 Universal Hiring Best Practices
4. Accolo Process May 2013
4
44
Core Process
Applicant Decisioning
Performance Reporting
EEO/OFCCP Data
Capture/Reporting
Profile Job1
Candidate
Scoring &
Presentation
4
Interview &
Make Decisions5
Accolo process :
ensures consistency & repeatability
Identify
Candidates3
6
Review
and
Adjust
Develop the Recruitment Plan
2
5. Accolo Process May 2013
5
5
Profiling the job
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Interviewing the hiring manager
Learning the specifics of the position
6. Accolo Process May 2013
6
6
Profiling the job
The goal of the profile discussion is to extract the information
that is unique and exciting about the position.
1.Why would a candidate want this job? i.e. what is the
#1 most attractive element about this job? What sets it apart
from similar positions?
2.What are the hot sells of the job, your company and your
team?
3.Primary mission or function of the role?
4.Projects and responsibilities starting on day one?
5.Future projects and responsibilities?
6.How will their success be measured?
6
7. Accolo Process May 2013
7
7
Developing the recruitment plan
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Writing a compelling job plan with
relevant screening questions
9. Accolo Process May 2013
9
9
Identifying candidates
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Doing research, sourcing, using Accolo’s
referral network, and job boards
10. Accolo Process May 2013
10
10
Progressive job marketing campaigns
10
Articulation
of need
On-line
Job
Marketing
Social Media
Marketing
Referral
Campaigns
Intelligent
Targeted
Sourcing
Candidate
Relationship
Management
• Social Recruiting is eMarketing
Leverage the proven techniques of
marketing and marketing automation
• Every Job Search is a Marketing
Campaign
Allow the Data to Drive the Process and treat
every candidate with courtesy and respect
11. Accolo Process May 2013
11
11
Online interview
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Having the applicants complete online
screening questions and documenting
all contact with them
14. Accolo Process May 2013
14
14
Interview and make decisions
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Interviewing candidates
Ranking and recommending applicants
Following up with the hiring manager
16. Accolo Process May 2013
16
16
Review and Adjust
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Reviewing the job progress
Adjusting the effort based on the hiring
manager’s decisions and feedback
17. Accolo Process May 2013
17
17
Accolo Services
Accolo Core Process
Accolo
Managed
Accolo
Managed
Shared
Services
Hiring Manager Involvement
Profile
Job
Develop
Job Plan
Identify
Candidates
Interview
Online &
Document
Review
and
Adjust
Interview
& Make
Decisions
Requisition
Approval
Reference/
Background
Check
New Hire
Processing
Negotiate
& Close
Assimilation
and
Retention
18. Accolo Process May 2013
18
18
Typical Ratio of time spent by an HCN
Writing plans
Sourcing - 3 hours
Reviewing Candidates
Phone screening
Talking to hiring managers*
Interview scheduling/follow up
Misc. work - posting, rewriting, etc
Profiling an HM
Researching for a profile
Offer extension/negotiation
Reference check/background check
*reviewing candidates, follow up, weekly meetings, etc.
20. Accolo Process May 2013
20
20
Review questions
1. How is Accolo different from other recruitment/hiring
companies?
2. What is the most crucial part of the Accolo process and
why?
3. Why do we drive all candidates through the online
interview?
4. What is an IIQ and a ISQ?
5. We are source neutral. What does this mean?
Editor's Notes
Profiling the job is one of the most crucial steps in the process. A good profile will enable you to create an effective Job Plan. Profiling is a 30 minute conversation with the Hiring Manager (HM) to gather the essence of the job. We focus on 5 primary data points: What needs to be done by when? How quantitatively will you measure the person’s success? What are the unique skills, abilities and characteristics of a top performer? Why would the right candidate want the job? Service delivery expectations and communication plan, based on the HM’s preferences
After profiling you develop the Job Plan. The Job Plan is the marketing piece for the position. The Job Plan consists of 3 parts: A unique and compelling job description that is focused on attracting top performers. 15-20 multiple-choice screening questions, designed to identify markers for talent. This is uniquely written for each job in order to attract top performers. 2-4 open-ended questions. This allows a candidate to apply his or her experience to the position. These are similar to the questions you might get on a first interview. After developing the job plan and having it reviewed internally and by the hiring manager, the job is launched and posted on appropriate job boards.
Accolo casts the widest net possible in order to identify candidates from all appropriate sources. We are source neutral, which means that it doesn’t matter where the best candidate comes from – we use any sources that can provide results. Our sourcing techniques include: Posting to all major job boards, including Monster, CareerBuilder, Craigslist, LinkedIn, Indeed, TheLadders, Salesjobs.com (for sales jobs), and Dice (for tech positions) Tapping into the Accolo career referral network, creating a viral marketing buzz around every job we support. Allows us to scale the ability to refer candidates into a position. Direct and targeted sourcing using investigative research and cold calling techniques and Networking through user groups, associations, professional organizations We follow up with all candidates and treat them with respect. See the Candidate Bill of Rights in the Appendix.
As candidates begin to apply for the position, they are taken through the online interview process. Candidate applications are documented and available for review in the Accolo system. The Accolo process ensures that every candidate receives a fair shot at the position as each applicant is evaluated against the same set of consistent criteria. Every candidate receives follow-up and closure regardless of the outcome. 94% of candidates who apply online never hear back. 100% of Accolo candidates receive closure. All EEO and applicant tracking data is kept, providing access to performance metrics and ensuring legal compliance for every position that is supported.
All candidates who meet the minimum criteria are presented to the Hiring Manager in a web-based console. The HM can then review candidates via a console or can receive them via email from the HC. The HC will drive the recruiting process by reviewing each candidate and providing feedback to the HM, conducting additional phone screens and ranking candidates. As the hiring manager makes decisions, the hiring consultant will manage the process accordingly, including coordinating interviews, scheduling, and candidate follow-up.
Our objective for every job we support is to attract candidates that will become great employees. Because every job is a living breathing thing, it is often necessary to review and adjust throughout the process. Any and all aspects of the process can be adjusted, including the screening question, the job description, sources, phone screening and interview techniques.
We can provide other services to our clients. The six steps we just reviewed are what we do for all clients – these constitute the core Accolo process. We can also offer the other services shown here.
How does an HC spend his or her time? Here is a graph showing the relative time spent on each activity. Notice that writing job plans and sourcing candidates is what HCs spend most of their time on.
1. Adhere to best practices, a methodology plus a system tool. Candidate focus. 2. Enterprise, On-Demand and Project 3. Profiling. Crucial to unearth the hot sell, skills, and job requirements to create a complete and compelling job plan. 4. Filter them, unearth the qualified candidates, make sure we track each candidate. 5. To act as a consultant to the HM – advise and guide. 6. Initial screening question – talent marker. Behavioral based question – learn more about who they are and give them an opportunity to brag. 7. We use any and all sources to find candidates.