The document discusses the shift to a candidate-driven job market. It notes that more candidates are turning down job offers and that they now have more control over where they work and if a company's culture is a good fit. It also discusses that the demand for skilled workers is outpacing supply. The document outlines fundamental issues with recruiting in this environment, such as a lack of communication with candidates and an over-reliance on automation. It proposes three core strategies to improve recruiting: improving communication with candidates, hiring managers, and HR; streamlining hiring processes to move faster; and strengthening employer brand to attract top talent.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Successful Recruitment strategies for startupsCodeGround.in
This content was brought to you by CodeGround Online Testing Platform. CodeGround is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.CodeGround supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. CodeGround also supports Automated asynchronous interviews. CodeGround Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
"Selection, Hiring, Orientation And Training For The Internet Department" - ...DealerKnows Consulting
Joe Webb's presentation Selection, Hiring, Orientation and Training for the Internet Department from the 7th Digital Dealer Conference in Nashville. Joe Webb is the President of DealerKnows Consulting and would like to thank everyone in attendance at his jam-packed event for their participation. I appreciate the great response and wish you success if your hiring endeavors.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
Diversity tactics that work! Open Conference Budapest - We Are OpenHolly Fawcett
From the Open Conference, Budapest, these are three Diversity tactics that those in HR and Recruiting can implement that will actually move the dial towards making a more diverse and inclusive workplace, backed by science. Holly Fawcett, Social Talent
TLCon Amsterdam: Diversity Tactics That Work (Holly Fawcett, Social Talent)Holly Fawcett
At Talent Leaders Connect Amsterdam, November 3 2016, Holly Fawcett shares three diversity recruiting tactics that actually work, as well as ones that (surprisingly) don't and how you can change them.
Diversity Tactics that Work - In-house Recruitment Conference, ManchesterHolly Fawcett
Diversity & Inclusion is top of mind for most recruiters, so which tactics actually move the needle to help our workplaces become more diverse and inclusive? Discover these data-backed tactics that actually work, that you can implement and control.
In this presentation I have explained about how the students can overcome the job search struggles and what are the things the students need to improve to get a good job and career and also how to fulfill the industries expectations.
The Great Resignation and the pandemic have disrupted the traditional approach to attracting and hiring candidates resulting in millions of unfilled jobs. Employers need to do a reset on how to engage and hire candidates.
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Susan "Joy" Schleef of http://www.PresentationsWithResults.com offer season's greetings and a fun example of different approaches to presentation design
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Successful Recruitment strategies for startupsCodeGround.in
This content was brought to you by CodeGround Online Testing Platform. CodeGround is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.CodeGround supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. CodeGround also supports Automated asynchronous interviews. CodeGround Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
"Selection, Hiring, Orientation And Training For The Internet Department" - ...DealerKnows Consulting
Joe Webb's presentation Selection, Hiring, Orientation and Training for the Internet Department from the 7th Digital Dealer Conference in Nashville. Joe Webb is the President of DealerKnows Consulting and would like to thank everyone in attendance at his jam-packed event for their participation. I appreciate the great response and wish you success if your hiring endeavors.
Managing relationships with hiring managers is difficult. There's a baton of blame passed between hiring managers, recruiters and applicants as roles in the hiring funnel evolve. We become faced with this question: Who ultimately owns the hiring process and why has this changed?
In this white paper, learn what drives successful hiring through the eyes of hiring managers, recruiters and applicants. End the blame game with hiring managers and improve your recruitment process.
Diversity tactics that work! Open Conference Budapest - We Are OpenHolly Fawcett
From the Open Conference, Budapest, these are three Diversity tactics that those in HR and Recruiting can implement that will actually move the dial towards making a more diverse and inclusive workplace, backed by science. Holly Fawcett, Social Talent
TLCon Amsterdam: Diversity Tactics That Work (Holly Fawcett, Social Talent)Holly Fawcett
At Talent Leaders Connect Amsterdam, November 3 2016, Holly Fawcett shares three diversity recruiting tactics that actually work, as well as ones that (surprisingly) don't and how you can change them.
Diversity Tactics that Work - In-house Recruitment Conference, ManchesterHolly Fawcett
Diversity & Inclusion is top of mind for most recruiters, so which tactics actually move the needle to help our workplaces become more diverse and inclusive? Discover these data-backed tactics that actually work, that you can implement and control.
In this presentation I have explained about how the students can overcome the job search struggles and what are the things the students need to improve to get a good job and career and also how to fulfill the industries expectations.
The Great Resignation and the pandemic have disrupted the traditional approach to attracting and hiring candidates resulting in millions of unfilled jobs. Employers need to do a reset on how to engage and hire candidates.
Today’s job seekers think and act differently. Attracting and retaining top talent takes a mix of new-school technology and old-school sensibility. The good news: Developing a sound strategy is well within your reach.
Stacy Bauer, Co-Founder of BauerGriffith, LLC, Heidi Hoyt, Skoda Minotti's Managing Director of Staffing, and Laura Rohde, Skoda Minotti's Managing Director of HR Services, share their views about staffing challenges and opportunities for organizations of every size and scope.
Susan "Joy" Schleef of http://www.PresentationsWithResults.com offer season's greetings and a fun example of different approaches to presentation design
Information Extraction and Linked Data CloudDhaval Thakker
In the media industry there is a great emphasis on providing descriptive metadata as part of the media assets to the consumers. Information extraction (IE) is considered an important tool for metadata generation process and its performance largely depend on the knowledge base it utilizes. The advances in the “Linked Data Cloud” research provide a great opportunity for generating such knowledge base that benefit from the participation of wider community. In this talk, I will discuss our experiences of utilizing Linked Data Cloud in conjunction with a GATE-based IE system.
Classifica menu scolastici realizzato dalla rete delle commissioni mensa sulla base del Menu a Punti adottato dall'ASL2 di Milano per valutare l'equilibrio dei menu scolastici nell'hinterland milanese. retecmnazionale@gmail.com
Results from the recent survey
conducted by Hire Strategies LTD (Feb/Mar 2009) into how the HR community see social media supporting their people initiatives during the current (2009) economic climate. The results are the culmination of 421 responses from a range of organizations in size, geographic focus and industry sector.
This presentation covers:
Strategies for crafting a customized talent pipeline approach
Managing the current skills gap in the American workforce
How ineffective applicant screening can cause you to miss out on the best professionals
Where to look for top candidates and how to get them looking for you.
Protecting the Employer Brand You May or May Not Have 2014Verify Recruitment
Great companies attract great people. And there has never been a better way to improve your employer brand. Employer branding is key to letting your audience know who you are and why people love working in your organisation.
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
This workshop focuses on finding the employees that fit your organizational culture and values.We discuss four major steps in the recruiting process and how you can improve each of those steps in your own recruiting process to increase the quality of the candidates. By delivering skills and experience you are able to manage a recruiting process yourself and will find an employee that fit your organization and will stay for the company as long as possible.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
How to find employees in Romania and What motivates them?Ana Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
Enticing Top Talent for Your Senior Living Leadership TeamAureon
Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.
Similar to Candidates in Drivers Seat Recruiting Trends Oct 28 Final (20)
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
Whether due to the buying power of minority groups, the ideas generated by diverse mindsets, or growth in the minority labor pool, many of the most successful organizations have the most inclusive employee base. However, the big questions still remain on how to create a culture of inclusion, where to find diverse talent and how to engage and recruit diverse talent. We will look at four building blocks for developing a company-wide inclusion program that begins with creating the right environment for success and challenges much of our traditional thinking in how to find and engage diverse candidates.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
2010 ONREC Sourcing Summit - Can we really \'click\' our way to the best cand...
Candidates in Drivers Seat Recruiting Trends Oct 28 Final
1. Presented By:
Steve Lowisz
Candidates in the
Switching Gears to Competitively Recruit
in a Candidate Driven Market
Author, Educator,
International Speaker
2.
3. A shift in Mindset
• Major trends have altered the mindset of job seekers and employers in the U.S.
o Shift from the recession – more freedom of career choice
o Level of connection and networking – digital connections at an all-time high
o “Live to Work” vs “Work to Live” or “Traditional” vs “Free Agent
• No more ‘Active and Passive’ – 53% of employed workers are open to new opportunities
o 73% have engaged in job search activities even if they aren’t unhappy in their
current role
o 69% of workers say searching has become part of their ‘regular routine’
Candidate Driven Market
4. A third of talent is looking to
change jobs in the next year
• More candidates are turning down job offers (42%)
• Economy: Qualified Candidates Market
o THEY have more control over where to work
o THEY decide if the culture of a company is right
o THEY have more control of what they do
• Makes it more difficult to “sell” the opportunity
Candidate Driven Market
5. Return of the War for Talent
• 60% of new jobs being created require
skills only 20% of the population has
• By 2015, 76% of jobs will require highly
skilled workers
• The demand for college educated
workers will surpass the supply of this
population by 300,000 a year
• 43% of business owners say
they are having trouble finding the
right talent to fill the role
- Forbes
Candidate Driven Market
6. The World According to…..
• Attraction, Retention and Engagement will really matter
• “The war for talent is over, and the talent won”
• Employees are not looking for just a career, but an experience.
• HR/Talent Acquisition need to be reskilled.
• High performing companies invest in HR skills development (Training,
Certification), external intelligence and specialization.
• Talent acquisition should be working hand in hand with marketing – build the
brand.
Candidate Driven Market
7. Fundamental issues with Recruiting in this Market
• We live in an industry full of Oxymorons
o We stress quality and drive quantity
o We stress employee development yet we don’t train our recruiters
o We stress candidate experience yet we lack communication
o We stress the right candidate but deliver any candidates
o We stress needs assessment but rarely know the why
o We stress automation for efficiency and we speed up disaster
Candidate Driven Market
8. Fundamental issues with Recruiting in this Market
• Automating an already broken process speeds up failure of the process!
o Relying too heavily on technology – recruiters don’t fully understand how to pair digital
communication with human interaction, personalization, proper follow up
o Feel obligated to use every tech tool out there without correctly using the ones they
have the right way
o Candidates ignored, put on hold
• Recruiters lacking basic fundamentals
o Struggle to understand candidate’s true needs
o Struggle to understand hiring manager’s true needs
Candidate Driven Market
9. There is a war for talent but its different than in the past
PAST
• Skills
TODAY
• Skills
• Generational
• Unappealing employers (Brand)
Candidate Driven Market
10. In this Presentation…
3 Core Strategies to Survive in a Candidate Driven Market
1 Communication
2
Brand3
Speed
13. Communication
HR Relationship
To engage with candidate, this relationship needs to be streamlined first
o Problem with an Unclear Life Cycle Between Recruiter & HR
o Who owns the candidate relationship?
o Recruiting focus – belief anything that impedes the process is bad!
o Natural competition – who is creating the most value?
16. Communication
Develop a Healthy Working Relationship
• Meet and engage in dialogue prior to the project to
build foundation
• Both parties must realize:
Mutual survival depends on success of the process!
• Make a deposit in each other’s emotional bank account
• Spend time in each other’s shoes to get an appreciation of
value each can bring to the process
17. Communication
Hiring Manager Relationship
• Understand the common predisposition
to recruiting
• Lead your manager – build credibility
• Communicate the good and the bad!
• Learn to be subject matter savvy
• Don’t rely only in e-communication
18. Communication
Candidate Relationship
Common Issues:
• Lack of communication leads to candidate disengagement,
pipeline drop-off
• 52% of candidates feel like they aren’t being treated
like an individual (TMP Worldwide)
• Different generations communicate differently – do you know
how to engage them?
19. Communication
Candidate Relationship
Repair the Timeline
• Embrace full transparency
• If you say it – do it!
• Communicate the good and the bad
• Communicate often – live AND electronically
• Tell the truth but don’t be stupid
20. Communication
Candidate Relationship
• Get to know your candidates as individuals
o Identify, Build and Engage
o Work to maintain the professional relationship –
basics of communication
o Actually listen!!
• Learn how to identify their goals, values, wants and needs
o Present compelling opportunities to address those needs
21.
22. Speed
Streamlining
It is crucial that Recruiters work with employers to streamline the
hiring process to avoid losing their top pick
• Understand that qualified candidates have
options and they know it
• What drive candidates to accept offers
elsewhere when in the middle of the
recruiting process?
• Prepare the company, hiring manager and
candidates to encourage a streamlined
and efficient recruiting process
23. Speed - Manager
“My manager doesn’t know what they need” is a common
excuse that can be avoided by a more structured approach to
streamlining
• Many Recruiters do not ask the right
questions, in the right way, to solicit the
needed response
• Responsibility as Recruiters to ask the
leading questions that get a Hiring
Manager to properly describe the
necessary skills and experience
of the candidate
24. Speed - Manager
Hiring Manager
1. Set expectations upfront on the process and
their role.
2. Drive the intake session to identify the “bar”
and gain agreement.
3. Present candidates against the agreed upon
bar – avoid bad comparisons.
25. Speed - Manager
Don’t blow off the importance of the intake to the process!
Question, Question, Question
Be realistic–Does the perfect candidate exist?
Have your manager rank skills/competencies
Eliminate “Years of Experience” from the list up front
Establish skills in which the candidate must be Proficient
Agree on “Must Haves” and “Like to Haves”
Recruiting Process Streamline Checklist
26. Speed - Candidates
Use the Same Streamlining Tactics to Build
Relationships With your Candidates
• Listen – STOP Waiting to Speak!
• Take the time to sincerely listen and develop questions
based on what the candidate says
• Avoid “I need” or “I want” in your communication
strategy - Focus on what THEY need and want
• The more you know about their needs, the faster you
can fill them!
27. Preparation
• Do you know how to Google????
• Did you talk with your HR partner?
• Where did the last successful candidate come from?
• Your might not be Picasso, but can you paint a picture of the position?
• What’s Plan B?
o What if I can’t get a hold of the Hiring Manager on deadline?
o What if the star candidate drops out of the pipeline?
o What if they won’t give me the information I need?
Speed - Preparation
28. Speed - Technology
Why don’t these tools make us faster!
• Use technology tools the way they were meant to be used!
• Drop the excuse of time – Time Warner.
• Don’t overuse or over-rely on technology!
• Leverage appropriate tools for the situation:
o Different Approach – Inside Connector
o Recorded Video Interviews
o Video Conferencing/Facetime/Etc.
o Etc., Etc., Etc.,
29.
30. Brand – Employer
Building a Brand
Your Brand is your professional face to the world
• Today, brand is more important than ever to
entice top talent who have a choice of where to work
• As an organization seeking the best talent, every
company is under the microscope
• The challenge becomes creating a positive employer
brand of which they’d want to take part
31. Brand – Employer
Building a Brand
Today’s Top Talent is:
• Highly Educated
• Social
• Well Connected
• Technologically Proficient
32. Brand – Employer
Becoming a
Destination Employer
• In today’s world, candidates look
for more than salaries
• Does your company offer enough
to be chosen?
• How do you build an employment
brand with a reputation for
helping employees build a long-
term career?
Top Career Drivers
for Millennials:
• Giving Back and Being Civically Engaged
• A Boss that Acts as a Coach or Mentor
• A Collaborative Work Environment
• Flexible Work Schedules
• Work-Life Balance
• Feedback, Engagement, Encouragement
• Professional Development
• Personal Projects
• Leadership Opportunities
(Forbes)
33. Brand – Employer
Company Culture
• As employer or recruiter, work to
prove the company has the right
culture by holding true
to these aspects of the organization
• Selling the company as a fun, laid
back environment that offers great
benefits and flexibility? Make sure
it’s true!
• The reputation of companies is spreading faster than ever – backing statements with
satisfied, happy and engaged employees will attract best available talent
34. Brand – Employer
Building a Brand
1. Building a brand is creating awareness
2. Awareness leads to traffic
3. Leverage traffic to drive engagement
4. The right engagement leads to influence
35. Brand – From Awareness to Influence
Define your goals
1. What is the Message you are trying to get across and why?
• What is important to the audience?
• Are you positioning the organization’s civic responsibility? (Cause)
• Are you promoting an event?
• Are you promoting a vision?
36. Brand – From Awareness to Influence
Define your goals
2. What is the desired result of your message?
• Drive attendance to an event?
• Increase followers on Social Media?
• Drive website traffic?
• Gather contact information
• Share information
• Convert followers to real connections? (Conversions)
37. Brand – From Awareness to Influence
Define your goals
3. Where do people go to discuss what you are
promoting?
• You must understand who your audience is before you
can become an active presence in their lives
• Design content around solving problems, answering
questions, showcasing expertise, and showing why
you should be chosen over the competition
• Ask your candidates about likes and dislikes, thoughts
and opinions, ask for suggestions; find out if you’re
giving them what they want and need
38. Employer Brand
“An evolution in the marketplace of talent has
quietly but irrevocably changed how people look
for work and how companies find workers. The
faster your company adapts to the new ways of
acquiring talent, the more competitive your
business will be.” - Dan Finnigan, Forbes
39. Presented By:
Steve Lowisz
Candidates in the
Driver’s Seat
Switching Gears to Competitively Recruit
in a Candidate Driven Market
Author, Educator,
International Speaker