How University of Nevada, Reno (UNR) has been able to hire better and smarter by using CVirtual's video interviewing technology.
Learn more here: http://goo.gl/YWJGan
The document provides 5 tools to increase productivity: 1) Take in information faster through speed reading and listening while exercising. 2) Make and use lists to stay organized and focus on hardest tasks first. 3) Set and respect boundaries to avoid being overwhelmed. 4) Touch each task only once and use the 2 minute rule. 5) Know your hourly worth to avoid wasting time on low value tasks. Implementing these tools can provide more time for family and meaningful service.
The document discusses the County of Riverside's use of unproctored internet testing as part of their recruitment and hiring process. Some key points include:
- The county aims to reach a larger and more diverse applicant pool while reducing costs through unproctored testing.
- Risks of cheating and unreliable testing environments are mitigated through strategies like computerized adaptive testing, resume submission, and traffic monitoring.
- Test scores are validated through subsequent proctored testing using statistical methods to account for measurement error.
- A one-day hiring event pilot filled 68% of vacancies by testing candidates online first then interviewing and hiring top performers the same day.
Pharmascience - The Next Generation LeadersPharmascience
If you want a rewarding experience for a summer internship and you would like to be part of a dynamic team that will allow you to learn and share your knowledge, then we are looking for someone like you!
The document provides an overview and data analysis of Florida State University's Fall 2014 Mock Interview Program. Some key details:
- The program held 292 interviews from September to November to help students and alumni practice interview skills.
- Participant surveys showed that over 95% felt more confident in their interview skills and over 90% agreed the mock interviews were helpful.
- The program aims to help participants articulate experiences, skills, and how they relate to jobs while building confidence.
The Candidate Experience - Risks, rewards, opportunities.Howard Weintraub
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
The document provides 5 tools to increase productivity: 1) Take in information faster through speed reading and listening while exercising. 2) Make and use lists to stay organized and focus on hardest tasks first. 3) Set and respect boundaries to avoid being overwhelmed. 4) Touch each task only once and use the 2 minute rule. 5) Know your hourly worth to avoid wasting time on low value tasks. Implementing these tools can provide more time for family and meaningful service.
The document discusses the County of Riverside's use of unproctored internet testing as part of their recruitment and hiring process. Some key points include:
- The county aims to reach a larger and more diverse applicant pool while reducing costs through unproctored testing.
- Risks of cheating and unreliable testing environments are mitigated through strategies like computerized adaptive testing, resume submission, and traffic monitoring.
- Test scores are validated through subsequent proctored testing using statistical methods to account for measurement error.
- A one-day hiring event pilot filled 68% of vacancies by testing candidates online first then interviewing and hiring top performers the same day.
Pharmascience - The Next Generation LeadersPharmascience
If you want a rewarding experience for a summer internship and you would like to be part of a dynamic team that will allow you to learn and share your knowledge, then we are looking for someone like you!
The document provides an overview and data analysis of Florida State University's Fall 2014 Mock Interview Program. Some key details:
- The program held 292 interviews from September to November to help students and alumni practice interview skills.
- Participant surveys showed that over 95% felt more confident in their interview skills and over 90% agreed the mock interviews were helpful.
- The program aims to help participants articulate experiences, skills, and how they relate to jobs while building confidence.
The Candidate Experience - Risks, rewards, opportunities.Howard Weintraub
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
Scholarship Management 101: How to Create a Seamless Scholarship Application ...Hannah Cameron
If you're a scholarship provider, it’s never been more important to structure your application process with the student in mind, and we’re here to help.
We’ll cover 5 essential best practices to help you create and structure a scholarship application process that results in quality applications and drastically improves the overall student experience.
You'll learn:
-The most common pain points students experience when applying to scholarships
-How to structure an application that’s easy for students to complete
-How to create an application process that results in high-quality applicants
Dan Faciana provides tips for revamping the candidate experience. He notes that many candidates have negative experiences with the hiring process and will share those experiences online. To improve the candidate experience, companies should put themselves out there, re-engage candidates over time, and implement technology like one-way interviews and automated feedback surveys. Companies can also use tools like an interview scheduler to streamline the hiring process.
This document discusses 5 recruiting challenges faced by a large pediatric medical center and their solutions to overcome them. The challenges include the high cost of travel for interviews, the time and resources needed for reference checks, high nurse turnover, large volume recruiting needs, and increasing applicant flow. The solutions implemented were video interviewing, automating reference checks, implementing behavioral assessments to evaluate fit, using telephonic automated screening for high-volume roles, and improving the candidate experience through search engine optimization and a mobile-friendly career site.
#FIRMday London 27th April 2017: Insight in to Video Interviewing, SonruEmma Mirrington
Sonru CEO, Ed Hendrick & Katya Yuldasheva, Talent Director at Bacardi will be sharing some inside information on Video Interviewing and talking through some of the key the findings of their latest research paper, 500,000 insights on the Candidate Experience of Video Interviewing. Sonru will also be joined by a guest speaker who will discuss their organisation’s journey with Video Interviewing and how the technology has impacted their recruitment process”
The document provides an overview of the recommended public health accreditation assessment process. It consists of 7 steps: 1) pre-application where applicants prepare and receive training, 2) application submission, 3) self-assessment to gather documentation, 4) site visit conducted by a team, 5) accreditation decisions made by the PHAB Board, 6) appeals procedure, and 7) ongoing reporting and reaccreditation requirements. The goals are to promote quality improvement, reduce applicant anxiety, and make the process largely paperless and online.
This document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable job applicants, and selection as choosing the most suitable candidates for employment. The importance of recruitment is to obtain high quality personnel while ensuring legal and social requirements are met. Sources of recruitment include internal options like current employees or external options like job advertisements. Selection aims to choose the best candidates by verifying information and assessing quality through tools like interviews, tests, and background checks. The key aspects and steps of both recruitment and selection processes are also outlined.
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
The Sri Krishna Institute of Public Administration in Jharkhand, India conducted an online examination to select candidates for positions at its Innovation, Planning and Monitoring Unit. 351 candidates from across India and other countries participated in the online exam, which was conducted more efficiently and at lower cost than traditional paper-based exams. It reduced costs, expanded access globally, and was completed much faster while maintaining security and confidentiality. The exam's success demonstrated the benefits of online exams for government recruitment.
David Brown
Director of CyberTalent
SANS Institute
Jim Michaud
Director of HR Business Development
SANS Institute
The SANS Institute, in partnership with selected veteran-friendly employers, has established VetSuccess in Cybersecurity to match skilled U.S. military veterans with today’s most compelling cybersecurity-related jobs.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENTHuman Capital Media
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
The document discusses the selection process at Google Inc. It begins by outlining the different levels in Google's organizational structure from top management to workforce. For selection from outside, the process involves an application, written and aptitude tests, technical and non-technical interviews, case study analysis, and group discussions. For selection from inside, the process focuses on performance, interviews, leadership quality, presentations, and case study analysis. The process concludes with offers and negotiations.
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
The team project presentation analyzes college students' usage of LinkedIn. The core issues are that many students do not create a LinkedIn account until after graduation and are unaware of how to use it fully. LinkedIn can help students' careers by allowing recruiters to research them and many employers hire through it. However, only about half of students use it and usage is low. Students may feel intimidated by a lack of experience or have trouble translating skills. The presentation recommends that LinkedIn provide more accessible training and target students to increase usage. Research objectives are to understand students' social media use, how they seek professional development information, and how LinkedIn can improve usage. Key findings include students prioritizing smartphones for social media
Balancing a High-Tech & High-Touch Candidate Experience Cielo
This document discusses how to build a balanced candidate experience that incorporates both technology and human interaction. It highlights the importance of candidate experience, noting that organizations with a strong focus on experience are more successful in attracting talent. Common pain points like a lack of communication are addressed, along with data showing the negative impact of a poor candidate experience. The presentation provides recommendations for improving specific aspects of the process like application design, interview scheduling, and events. It emphasizes using technology to enhance efficiency where possible but maintaining a "people layer" of human engagement throughout the experience.
Infographic- Improve Clinical Trial Participation with Mobile AppsDiaspark
Mobile apps are pivotal to patient recruitment & retention in clinical trials, we have done research on changing trends &d challenges in clinical trial patient recruitment & retention.
The document discusses the process of selecting human resources. It describes the selection process as differentiating between applicants to identify those most likely to succeed. The selection process involves preliminary interviews, selection tests, employment interviews, reference and background checks, selection decisions, physical examinations, job offers, employment contracts, and evaluations. It provides details on common selection tests, types of interviews, problems that can occur in interviews, and evaluating the selection program.
This document discusses online testing, personality profiling, and psychometrics. It covers topics such as the components and advantages/disadvantages of online testing, standards for online testing, types of online testing including for recruitment purposes, personality tests and how personality is measured, popular personality tests, and the uses of psychometric tests. The document provides an overview of these topics for understanding assessment using online tools and evaluating personality and aptitude.
The document discusses the recruitment and selection process. It begins by outlining the stages of recruitment, including job announcements, applicant screening, testing, interviews, and final selection. It then discusses factors that can affect recruitment and selection, such as external authorities, market conditions, and legislation. Finally, it provides guidance on effective recruitment through developing strategy, ensuring equal opportunity, keeping applicants informed, and maintaining confidentiality.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
More Related Content
Similar to Client Success Story University of Nevada, Reno (UNR)
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
Scholarship Management 101: How to Create a Seamless Scholarship Application ...Hannah Cameron
If you're a scholarship provider, it’s never been more important to structure your application process with the student in mind, and we’re here to help.
We’ll cover 5 essential best practices to help you create and structure a scholarship application process that results in quality applications and drastically improves the overall student experience.
You'll learn:
-The most common pain points students experience when applying to scholarships
-How to structure an application that’s easy for students to complete
-How to create an application process that results in high-quality applicants
Dan Faciana provides tips for revamping the candidate experience. He notes that many candidates have negative experiences with the hiring process and will share those experiences online. To improve the candidate experience, companies should put themselves out there, re-engage candidates over time, and implement technology like one-way interviews and automated feedback surveys. Companies can also use tools like an interview scheduler to streamline the hiring process.
This document discusses 5 recruiting challenges faced by a large pediatric medical center and their solutions to overcome them. The challenges include the high cost of travel for interviews, the time and resources needed for reference checks, high nurse turnover, large volume recruiting needs, and increasing applicant flow. The solutions implemented were video interviewing, automating reference checks, implementing behavioral assessments to evaluate fit, using telephonic automated screening for high-volume roles, and improving the candidate experience through search engine optimization and a mobile-friendly career site.
#FIRMday London 27th April 2017: Insight in to Video Interviewing, SonruEmma Mirrington
Sonru CEO, Ed Hendrick & Katya Yuldasheva, Talent Director at Bacardi will be sharing some inside information on Video Interviewing and talking through some of the key the findings of their latest research paper, 500,000 insights on the Candidate Experience of Video Interviewing. Sonru will also be joined by a guest speaker who will discuss their organisation’s journey with Video Interviewing and how the technology has impacted their recruitment process”
The document provides an overview of the recommended public health accreditation assessment process. It consists of 7 steps: 1) pre-application where applicants prepare and receive training, 2) application submission, 3) self-assessment to gather documentation, 4) site visit conducted by a team, 5) accreditation decisions made by the PHAB Board, 6) appeals procedure, and 7) ongoing reporting and reaccreditation requirements. The goals are to promote quality improvement, reduce applicant anxiety, and make the process largely paperless and online.
This document discusses recruitment and selection processes. It defines recruitment as finding and attracting capable job applicants, and selection as choosing the most suitable candidates for employment. The importance of recruitment is to obtain high quality personnel while ensuring legal and social requirements are met. Sources of recruitment include internal options like current employees or external options like job advertisements. Selection aims to choose the best candidates by verifying information and assessing quality through tools like interviews, tests, and background checks. The key aspects and steps of both recruitment and selection processes are also outlined.
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
The Sri Krishna Institute of Public Administration in Jharkhand, India conducted an online examination to select candidates for positions at its Innovation, Planning and Monitoring Unit. 351 candidates from across India and other countries participated in the online exam, which was conducted more efficiently and at lower cost than traditional paper-based exams. It reduced costs, expanded access globally, and was completed much faster while maintaining security and confidentiality. The exam's success demonstrated the benefits of online exams for government recruitment.
David Brown
Director of CyberTalent
SANS Institute
Jim Michaud
Director of HR Business Development
SANS Institute
The SANS Institute, in partnership with selected veteran-friendly employers, has established VetSuccess in Cybersecurity to match skilled U.S. military veterans with today’s most compelling cybersecurity-related jobs.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENTHuman Capital Media
The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
The document discusses the selection process at Google Inc. It begins by outlining the different levels in Google's organizational structure from top management to workforce. For selection from outside, the process involves an application, written and aptitude tests, technical and non-technical interviews, case study analysis, and group discussions. For selection from inside, the process focuses on performance, interviews, leadership quality, presentations, and case study analysis. The process concludes with offers and negotiations.
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
The team project presentation analyzes college students' usage of LinkedIn. The core issues are that many students do not create a LinkedIn account until after graduation and are unaware of how to use it fully. LinkedIn can help students' careers by allowing recruiters to research them and many employers hire through it. However, only about half of students use it and usage is low. Students may feel intimidated by a lack of experience or have trouble translating skills. The presentation recommends that LinkedIn provide more accessible training and target students to increase usage. Research objectives are to understand students' social media use, how they seek professional development information, and how LinkedIn can improve usage. Key findings include students prioritizing smartphones for social media
Balancing a High-Tech & High-Touch Candidate Experience Cielo
This document discusses how to build a balanced candidate experience that incorporates both technology and human interaction. It highlights the importance of candidate experience, noting that organizations with a strong focus on experience are more successful in attracting talent. Common pain points like a lack of communication are addressed, along with data showing the negative impact of a poor candidate experience. The presentation provides recommendations for improving specific aspects of the process like application design, interview scheduling, and events. It emphasizes using technology to enhance efficiency where possible but maintaining a "people layer" of human engagement throughout the experience.
Infographic- Improve Clinical Trial Participation with Mobile AppsDiaspark
Mobile apps are pivotal to patient recruitment & retention in clinical trials, we have done research on changing trends &d challenges in clinical trial patient recruitment & retention.
The document discusses the process of selecting human resources. It describes the selection process as differentiating between applicants to identify those most likely to succeed. The selection process involves preliminary interviews, selection tests, employment interviews, reference and background checks, selection decisions, physical examinations, job offers, employment contracts, and evaluations. It provides details on common selection tests, types of interviews, problems that can occur in interviews, and evaluating the selection program.
This document discusses online testing, personality profiling, and psychometrics. It covers topics such as the components and advantages/disadvantages of online testing, standards for online testing, types of online testing including for recruitment purposes, personality tests and how personality is measured, popular personality tests, and the uses of psychometric tests. The document provides an overview of these topics for understanding assessment using online tools and evaluating personality and aptitude.
The document discusses the recruitment and selection process. It begins by outlining the stages of recruitment, including job announcements, applicant screening, testing, interviews, and final selection. It then discusses factors that can affect recruitment and selection, such as external authorities, market conditions, and legislation. Finally, it provides guidance on effective recruitment through developing strategy, ensuring equal opportunity, keeping applicants informed, and maintaining confidentiality.
Similar to Client Success Story University of Nevada, Reno (UNR) (20)
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An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
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Main Java[All of the Base Concepts}.docxadhitya5119
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Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
3. Almost 60% Were Undesired
• 57.5% of the
applications* didn’t
meet the qualifications
needed for the
position
• 42.5% met the
university’s internal
hiring criteria*Applications were sourced by UNR
6. 26 Still Didn’t Make It
• 81.3% of the remaining
candidates still weren’t a fit
after the Virtual Interview
• Virtual Interviewing
leverages technology to
screen a wider selection of
candidates
9. “CVirtual’s Video Interviews saved us so
much time narrowing down candidates.
Their process significantly broadened our
candidate pool to help us contact and
screen more qualified candidates in less
time.”
Jennifer Grogan, PHR
Manager, Faculty Recruiter
University of Nevada, Reno
10. Step 1
4 Step Hiring Process
Client Success Story:
University of Nevada, Reno
80
Applications
Received
34 Accepted
46 Rejected
Internal
Filtering
Process
34 Virtual
Interview
Invites Sent
32 Virtual Interviews
Received
26 Virtual
Interviews
Canned
6 Candidates
Invited for Face-
to-Face Interview
1. 57.5% of the !!
Applications Didn’t
Meet the Qualifications
2. 81.3% of the Remaining
Candidates Still Weren’t a Fit
after the Virtual Interview
3. 6 out of the 80 (7.5%
or 8/100) Were Worth
Interviewing
Step 2 Step 2a Step 3 Step 3a Step 3b Step 4
11. Would You Like to Learn How
Virtual Interviews Can Help You?
• Broaden your candidate pool and screen more
qualified candidates in less time with Virtual
Interviews
• Contact CVirtual at 877.300.1950 to learn more