Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...Aggregage
During this informative webinar, Talent Board and the Candidate Experience (CandE) Awards President, Kevin Grossman, will share insights from their candidate experience benchmark research and teach you how the candidate experience is your competitive advantage.
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...Aggregage
During this informative webinar, Talent Board and the Candidate Experience (CandE) Awards President, Kevin Grossman, will share insights from their candidate experience benchmark research and teach you how the candidate experience is your competitive advantage.
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
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 FIRM & IBM event THE FUTURE OF WORK IS HERE: Is the people function 'fit ...Emma Mirrington
This presentation will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include:
• A brief overview of the Future of Work trends being seen in 2017
• What challenges will this create from business leaders and the workforce in our organisations?
• What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
A Guide to Virtual Recruiting Events Post-PandemicAggregage
If you think the virtual recruiting sphere will disappear after the pandemic, you're wrong. New studies and data insights are confirming the permanence of virtual hiring and recruiting practices post-pandemic, and the employers who are on top of it now will stay on top. HR and recruiting professionals must learn to sustain the strategies they've honed remotely, and adapt them appropriately. Join Ben Eubanks, HR Analyst of Lighthouse Research and Advisory, as he reveals fresh studies on virtual recruiting and shares his insight on the data.
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
Webinar#4- Outbound All Stars Webinar SeriesBelong
CANDIDATE DELIGHT:
Crafting Cross-Channel Candidate Experiences For The Digital Age
In order to deliver our 4th webinar in the series Outbound All Stars Recruiters series we got together with Payal Malhotra- VP, Talent Acquisition, Standard Chartered Bank to discuss what goes behind creating and delivering an exemplary candidate experience across board.
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
Be a Hiring Machine: A Strategic Interview GuideGravityPeople
About GravityPeople
GravityPeople is a leading recruitment outsourcer providing direct-hire and hourly recruiting services. Established in 1998, GravityPeople has been serving the San Francisco Bay Area Technology community for over decade. Now with a national focus, GravityPeople provides strategic technical recruiting services to clients across North America.
Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
- How strong is the agency's recruiting reach?
- Does the staffing agency specialize in the talent you require?
- How well does the agency screen and assess candidates?
- And 9 more important questions to ask when choosing a staffing agency!
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
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 FIRM & IBM event THE FUTURE OF WORK IS HERE: Is the people function 'fit ...Emma Mirrington
This presentation will look at what you need to consider in order to ensure that the Resourcing/HR function can deliver the talent-based solutions both today and in the future. Key points will include:
• A brief overview of the Future of Work trends being seen in 2017
• What challenges will this create from business leaders and the workforce in our organisations?
• What does this mean for the Future of HR (technology adoption, new talent practices, new ways of acquiring talent etc.)?
A Guide to Virtual Recruiting Events Post-PandemicAggregage
If you think the virtual recruiting sphere will disappear after the pandemic, you're wrong. New studies and data insights are confirming the permanence of virtual hiring and recruiting practices post-pandemic, and the employers who are on top of it now will stay on top. HR and recruiting professionals must learn to sustain the strategies they've honed remotely, and adapt them appropriately. Join Ben Eubanks, HR Analyst of Lighthouse Research and Advisory, as he reveals fresh studies on virtual recruiting and shares his insight on the data.
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
How Automated Online Reference-Checking Is Changing the Hiring GameHuman Capital Media
Research from SHRM shows that 96 percent of human resources professionals check references, yet less than 25 percent of those checks are able to produce adequate information beyond employment verification. What happened to reference-checking?
This session will examine where the reference-checking function has come from in the past — when it was a hiring formality that was checked off and completed over the phone — to its evolution now as an opportunity to collect 360-degree feedback that predicts performance and retention.
Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 10-15 percent of candidates who score low with references. Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify candidates’ developmental needs.
What will participants learn?
How to improve quality-of-hire by avoiding the 10-15 percent of candidates who score low with references.
How to capture behavioral feedback from five references in two days for each candidate.
How to infuse consistency, reliability and validity into each reference check.
How to identify developmental needs of each candidate.
How to provide information to hiring managers that influences decisions.
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
Webinar#4- Outbound All Stars Webinar SeriesBelong
CANDIDATE DELIGHT:
Crafting Cross-Channel Candidate Experiences For The Digital Age
In order to deliver our 4th webinar in the series Outbound All Stars Recruiters series we got together with Payal Malhotra- VP, Talent Acquisition, Standard Chartered Bank to discuss what goes behind creating and delivering an exemplary candidate experience across board.
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
Be a Hiring Machine: A Strategic Interview GuideGravityPeople
About GravityPeople
GravityPeople is a leading recruitment outsourcer providing direct-hire and hourly recruiting services. Established in 1998, GravityPeople has been serving the San Francisco Bay Area Technology community for over decade. Now with a national focus, GravityPeople provides strategic technical recruiting services to clients across North America.
Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs.
In this presentation:
- How strong is the agency's recruiting reach?
- Does the staffing agency specialize in the talent you require?
- How well does the agency screen and assess candidates?
- And 9 more important questions to ask when choosing a staffing agency!
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
Balancing a High-Tech & High-Touch Candidate Experience Cielo
Help your organization attract quality talent by building a candidate experience that incorporates the perfect balance between technology and human interaction. Learn the tactics you can deploy to transform your approach to engaging candidates throughout every step of the hiring process.
Talent Acquisition : Candidate Experience and its Impact on Business Strategy. Shine Raghavan
Do you face Challenges in attracting top talents...?
High Candidate Drop-offs and no-shows..?
Disengaged recruitment teams..?
Are you certain that your recruitment team is doing it right..?
Maybe its the time to streamline your talent acquisition strategy before it become too late...
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
SME recruitment webinar - Develop the ideal recruitment process for your SMEMichael Page Australia
Watch the full webinar here: http://bit.ly/2eDyQgK
Michael Page is Australia’s SME recruitment specialist. We understand the unique needs of your business and tailor our service offering to suit you. Find out how we can help you here: http://bit.ly/2f2h1un
In our expert webinar you will learn:
- How to write a job ad that will actually get noticed and more importantly, entice high performers to apply
- Our 4 step approach you can use to promote your job ad on the right channels so you start receiving quality applications quickly
- Insider tips to process a high volume of CVs efficiently and what to look for in a CV
- How much hiring is actually costing you and your business
Hiring an employee is like making an important investment decision, with the candidate representing the capital: human capital. Like any investment decision, you want to make the right choice - the first time. Effective talent acquisition is a complex process. In the hiring, onboarding, and retention process, either you are going to yield a great return for your company, or your actions and processes may result in costly mistakes and turnover.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
#FIRMday Manchester 4th March 2020 - Recruitive: Is Your Careers Website Fit ...Emma Mirrington
In this session Stephen Day, Sales Manager and Victoria Creamer, Principal Consultant at
Recruitive will discuss how to attract the best candidates with a great looking and engaging
careers website while retaining essential recruitment functionality.
• Is your Careers Site attractive and Engaging for Candidates?
• How do you Drive Traffic to your Careers Website?
• Is your website optimised correctly for search engines?
• Does your website connect to Google Jobs?
• Does your website promote and retain your brand?
• Does your ATS seamlessly integrate with your careers website?
#FIRMday Manchester 4th March 2020 - Jobtrain: Talent Acquisition and your te...Emma Mirrington
Join Giles Heckstall-Smith as he shares his experience and inside knowledge on:
• How TA tech fits into a resourcing strategy and realising its full potential
• How to measure the true ROI of recruitment technology
• How to procure the right solution with confidence
• Setting yourself up for success – aligning with stakeholders and creating productive partnerships
with your provider
• Product roadmaps, integrations and development – making sense of it all!
Join Neil Armstrong, Commercial Director at TribePad as he discusses key questions such as:
• Are tech firms with artificial intelligence going to nick my job?
• Which recruitment tech is actually going to help me and my company in 2020?
• How do I get the right balance of humans and technology in our recruitment?
#FIRMday Bristol 5th February 2020 - Member session: Customer Services Recrui...Emma Mirrington
Changing a process with volume recruitment can be a significant challenge for most businesses and most of us can identify with some of the key challenges of poor quality candidates, lack of candidates and high drop out rates, to name but a few. Join Kevin & Daisy as they talk through the Customer
#FIRMday Leeds 27th November 2019 - Prospects: Graduate Labour Market Trends Emma Mirrington
Chris Rea from Prospects will be presenting valuable insights into the graduate labour market, including some of the myths that surround university and graduate jobs, issues around graduate migration and social mobility, and regional trends for your area.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
• Inspire, inform and engage your future hires
• Exploring the black hole of pre and onboarding
#FIRMday London 6th November 2019 - Rachel Dalboth: Well-being and its role i...Emma Mirrington
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
#FIRMday London, 6th November 2019 - Dave Hazlehurst: Employer brand in 100 daysEmma Mirrington
We believe that if companies and people as individuals know the best fit for themselves, then matching them together is easy.
An effective employer brand should be the number one priority of every competitive business because the people behind your brand are your competitive advantage.
The experiences and the feelings you create are the measurements of who you are as an organisation and this goes way, way beyond the candidate experience.
This is your employer brand experience.
During this session we’ll cover:
• The process we follow to develop a strategic employer brand and EVP to help you stand out
• What we’ve learned from working with some of the biggest global brands
• How to go about uncovering your employee’s insights and human’s truths
• Turning your employer brand and EVP into activation and how to keep it alive
#FIRMdayCambridge9/9/19 - Be the CEO of your career - Katherine RayEmma Mirrington
Do you find yourself in a career cul-de-sac? Would you like to take control of your development? Are you struggling with a clear vision for your future career?
We are cobblers children; we spend more time focusing on other people’s careers than our own. Now is the time to take action and start being the CEO of your career.
During this 30-minute session Katherine will look at the key components of a future-proof career in a world which is requiring us to work longer and to constantly reinvent ourselves. She will look at some beliefs about careers and explore some tools and techniques to enable you to create a vision for your career.
#FIRMday Cambridge 9/9/19 - Internal mobility insights presentation Emma Mirrington
Emma Mirrington reveals The FIRM’s latest research into internal recruitment. We explore members current approaches to internal recruitment, whether they are pro-actively practicing internal mobility and of those who are, is it working?
#FIRMDay Cambridge 9/9/19 - Reed: Inclusion, Diversity & Belonging What UK wo...Emma Mirrington
Brand new research & jobseeker insight from reed.co.uk shares what UK workers feel around inclusion & diversity actions, as well as how REED aim to cultivate belonging across the organisation.
#FIRMday Cambridge 09/09/19 - Prospects - East of England Labour MarketEmma Mirrington
Chris Rea from Prospects presents valuable insights into the local labour market, including some of the myths that surround university and the graduate jobs market, issues around graduate migration and social mobility, and regional trends for the East of England
If you received your message what would you do with it? Do you even ponder this before you hit send or leave your voicemail? Tech has given recruiters all of these tools to spam candidates in 100 different ways, but if just sending a message worked we wouldn’t be seeing such a drop in response rates. So why is it happening? Why is candidate ghosting now a thing? In this session you’ll discover:
• How candidates have turned the tables and why it’s costing you that great hire
• What you can do to improve your response rates and attract candidates more effectively
• How to stop candidate ghosting!
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
#FIRMday Manchester 25th Sept 2019 - Xref: The great debate is reference chec...Emma Mirrington
Join Xref’s GM, Robin Clarke and panel guests for what is set to be a lively debate about the value and place of reference checks in recruitment today. Are reference checks providing any real insights and value? What are the risks of not reference checking our new hires? How are big businesses around the globe doing it... or are they not?
#FIRMday Manchester 25th Sept 2019 - Jobtrain: Can technology help deliver a ...Emma Mirrington
One of the most significant changes facing recruitment is the rapid development of tech and the overwhelming choice available, but can it actually help us to be more human?
Join Giles Heckstall-Smith from Jobtrain to explore and reveal how technology can deliver the ‘3 Es’: Empowerment, Engagement and Efficiency to give us more time, ways and opportunities to connect with people.
#FIRMday Manchester 25th Sept 2019 - Totaljobs: Candidate attraction and the ...Emma Mirrington
The UK’s increasingly mobile workforce puts employers based in the North in a good position to expand their talent pools beyond their local area. Benefits of living and working in the North include lower living costs and better worklife balance – so how can employers utilise this to promote their employer brand? Totaljobs will be delving into our research on the rise of the Northern Pound to look at this further.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
4. Are these questions familiar?
‘How do I reject candidates
fairly?’
‘How do I ensure my staff are
customer focussed?’
‘How can I manage the huge volume of job
applications?’
‘How can I create a positive candidate
experience?’
‘How do I identify those with a passion
for Retail?’
‘How can I build customer loyalty?’
‘How do I ensure staff are
motivated & fit with the
culture?’‘How can I retain the staff I need?’
‘How do I maximise sales?’
6. Impact of staff turnover
% of organizations reporting that turnover has significant consequences:
48 percent
of employers claim
that it costs $9,300
to $18,500 to
replace an
employee.
Overall Costs of
turnover estimated
between 1 and 2 X
salary X no. of
leavers.
57%
47%
44%
42%
26%
21%
Ongoing recruitment and
Increases the pressure on line
Damages the morale of the
HR burden
Negative impact on business
Negative impact on customer
Ongoing recruitment and associated costs
Increases the pressure on line managers
Damages the morale of the remaining staff
HR burden
Negative impact on business performance
Negative impact on customer services
(Percentage of organizations who said these problems arose as a result of high staff turnover, Talent Q, 2013).
7. Staff attrition – lost productivity
Productivity losses tied to turnover
Taleo Research White Paper: The Payback from Talent Mobility
9. The B&Q Challenge
Recruit 6000 new customer advisor roles
within 362 sites across the UK.
Handle 150,000 applicants per annum.
“All retailers know that the stakes are high in recruitment
because every candidate really is a potential customer. It’s
therefore critical for us to provide a positive experience to all
applicants, regardless of whether or not we’ll offer them a job.”
Jo Leggett, Resourcing Manager B&Q
10. How many do you reject versus recruit?
From Chief Recruiter to Chief Rejection Officer!
12. The vicious circle
“..it was essentially a list of questions that took
45 minutes to complete and we knew it wasn’t
very engaging.” Jo Leggett, B&Q
1 in 3 companies state that the length of the
recruitment process has led to the loss of
potential recruits – CIPD 2011
13. Talent Q research highlights
Across all industries, volume recruiters are finding life difficult. In a recent survey of
some of the biggest volume recruiters in the UK:
62%
37%
(Talent Q,
2013)
said that their biggest challenge is finding the right
candidates
are knowingly recruiting the wrong people
in a desperate attempt to fill their frontline roles
"I'd rather have a hole than an asshole." Dan Jacobs, Head of Talent, Apple
14. Talent Q research highlights
31%
of recruiters believe hiring the wrong
personfor the role is driving turnover.
15. 48%
claim that staff are leaving frontline positions
because their expectations of the
job is not matched to the reality
of the role.
Talent Q research highlights
16. Whatever you do…gets out!
Q: On average, how many people is a bad experience shared with?
17. The high reality of a poor experience
74% share
a poor
recruitment
experience
70% research
the
recruitment
experience of
others
11% will be put
off by a bad
experience of
others
18. Employer and consumer brand link
Good
consumer
brand
Good
employer
brand
Top talent
A good consumer brand will
ensure the right people apply
A poor employer brand can
adversely impact consumer
brand
19. Customer Loyalty
“..those who take meaningful steps to drive consumer loyalty are
88% more profitable than their competitors who do not.”
Deloitte research study – “Serving the Networked Consumer”
Customer
centric culture
Passionate
employees
Customer
loyalty
20. Value of customer loyalty
Q: What is the revenue value of customer loyalty?
• Average spend per annum?
• Number of years as a loyal customer?
21. And also - the right candidates are rare
• Talent Q assessment data tells us that...
40%
of the population are
customer focused 37%
of the population are
comfortable up-selling
but only 12% are both
Sony recently reported that, while they were inundated with applicants
for their sales roles, they couldn’t find people with both the sales and customer
services skills they needed. People who not only loved tech gear but could
explain a product to the customer in plain language.
(BBC, 2014 http://www.bbc.com/capital/story/20140123-talent-scarcity)
22. Candidates want feedback
About two-thirds of job seekers expect more personalised communication, including a
phone call from a recruiter, according to a 2014 survey by CareerBuilder
“If (candidates) hear nothing or get auto-generated responses, they’re disappointed,”
said Rosemary Haefner, vice president.
Ali Example"
24. Reminder of some key issues
• 48% say reality does not meet expectations of the role.
• A limited candidate pool has the preference to be comfortable up-selling as well
being customer focussed (for example).
• Feedback is key in driving levels of engagement with a process.
• Length of process can impact on candidate satisfaction.
25. Action points. Not just for graduates!
Be prepared
• Understand your employer brand and be clear about why
graduates should join your organisation rather than your
competitors.
• Consider the best way to market your graduate
opportunities, whether this is through university careers
fairs, campus recruitment presentations, social media, job
boards or advertising.
• Ensure you have the technology in place to handle the
volume of the applications you’re likely to receive.
• Use job-relevant assessments to screen candidates
quickly and objectively early on in the recruitment process.
26. Action points. Not just for graduates!
Manage expectations
• Be clear about the type of person you want to attract and
the qualities, values and personality characteristics you
actually require.
• Provide an accurate overview about the role in question
and what the job entails.
• Be clear about the length of the application process and
the stages involved.
• Keep your promises to ensure that the reality of the role
matches the expectations of graduates.
27. Action points. Not just for graduates!
Provide ongoing communication and feedback
• Explain why assessments are being used and how they are
relevant to success in the role.
• Provide feedback to candidates and keep them informed
about their progress.
• Select the best applicants and explain to the others why
they were unsuccessful.
28. Action points. Not just for graduates!
Design an engaging recruitment process
• Plan your recruitment process from the applicant’s point
of view.
• Tailor your ‘offering’ to promote the key aspects that
graduates really want.
• Always ensure your application process is engaging for
candidates.
• Monitor social media channels and career community
sites, such as glassdoor.com, thestudentroom.co.uk and
wikijob.co.uk, to track what graduates are saying about
your organisation.
32. The benefits of a realistic job preview
n Screens out 10-15 per cent of
applicants through self de-selection,
saving time and money later in the
process
n No ongoing cost per applicant
n Reinforces interest of good ‘browsers’
n Increases the quality of applicants
n Reflects the organisation’s values and
required competencies.
Benefits to HR
n Applicants receive a realistic preview of
the key challenges and aspects of the
role
n It is quick, easy and fun to complete
n Gives a realistic overview of the values
and culture of the organisation, and the
key activities involved in the job
n Offers advice rather than assessment
n Can motivate to progress application.
Benefits to applicants
35. About SJTs
Face valid to the candidate
Configurable to enhance your candidates’
experience
Based on realistic job scenarios
Customisable to your company details, brand
and roles
Combine scientific rigor and state-of-the-art
technology
Text, video or 2D/3D animation formats
available
36. Benefits of an SJT
n Reflects the values and
competencies for a particular role
n Provides realistic insight into the
role, reducing later attrition due to
mis-matched expectations of the
role
n Minimal and acceptable levels of
adverse impact caused in line with
industry standards
n Pre-determined cut-off score
reduces resources for HR
n Increased accuracy – each
candidate takes a unique test
through adaptive testing method
Benefits to HR
n Improved candidate experience
– gives a better idea of future
job through realistic job
scenarios
n It is quick, easy and fun to
complete
n Gives a realistic overview of the
values and culture of the
organization, and the key
activities involved in the job
Benefits to applicants
37. B&Q Business impact
“We are getting more positive results per
head count than before which is great as it
makes all the effort running the assessment
worthwhile.”
“With the high calibre of candidates coming
through we are noticing a much higher
retention of staff; we’re making sure we are
employing the correct people at the correct
time for the correct position.”
Business impact:
• 96% of candidates found
the instructions clear &
easy to follow
• 77% found the scenarios
engaging
• 71% reported that they
learnt what it was like to
work at the organisation,
compared to 45% with
the previous provider
38. Further Considerations
Tone of Voice – Candidate vs Customer
Involve Marketing Dept-not just for the website
Offer discount vouchers or similar
Habitually seek feedback
40. Checklist
ü Does my job description/role profile really reflect the vacancy?
ü Does my advert really reflect my job description?
ü Does my employer brand match my consumer brand?
ü Does my recruitment process reflect my consumer brand?
ü To what extent does my applicant pool reflect my customer demographic?
ü Does my candidate communications match my customer communications?
ü What feedback is provided at every stage of the process?
ü How might this feedback be perceived by a customer rather than a candidate?
ü What do/can I “give away” to rejected candidates that will help retain their customer
loyalty?
ü What proportion of candidates remove themselves from the process and when?
ü What proportion of new employees leave within the first 3-6 months and why?
41. Einstein is quoted as having said
that if he had one hour to save the
world he would spend fifty-five
minutes defining the problem
and only five minutes finding
the solution.
It is not the answer that enlightens, but the question.
Q & A
42. Which function, if any,
is responsible for this
number and thereby
controls the agenda?
(HR/Finance/Operations?)
What is my true overall
cost per hire including
assessment of revenue
impact?