The document discusses several key aspects of developing an effective recruitment plan and process. It recommends carefully planning the job specification to define the role's requirements. It also stresses the importance of branding the employer to attract top talent and conducting interviews in an organized manner. Additionally, it emphasizes onboarding new hires properly by preparing their workspace and guiding them through the first days on the job. The overall message is that implementing a strategic and thoughtful recruitment approach is crucial for attracting and retaining the best employees.
Mortgage Originator Jimmy Vercellino, specializing in VA loans, helps veterans use their VA loan benefit to their greatest advantage. For more details call us at 480-351-5904 or visit our site http://www.valoansforvets.com/
The views expressed here are those of the individual author and do not necessarily represent those of First Choice Bank (NMLS #: 177877) and First Choice Loan Services Inc. (NMLS #: 210764), 7600 E. Doubletree Ranch Road, Scottsdale AZ 85258. Equal Housing Lender. www.fcloans.com/disclaimer/
www.fcbhomeloans.com/privacy
7600 E. Doubletree Ranch Road #200
Scottsdale, AZ 85258
Phone: (480) 351-5904
Email: jimmyv@fcbmtg.com
http://www.valoansforvets.com
http://google.com/+valoansforvets
http://facebook.com/valoansforvets
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Mortgage Originator Jimmy Vercellino, specializing in VA loans, helps veterans use their VA loan benefit to their greatest advantage. For more details call us at 480-351-5904 or visit our site http://www.valoansforvets.com/
The views expressed here are those of the individual author and do not necessarily represent those of First Choice Bank (NMLS #: 177877) and First Choice Loan Services Inc. (NMLS #: 210764), 7600 E. Doubletree Ranch Road, Scottsdale AZ 85258. Equal Housing Lender. www.fcloans.com/disclaimer/
www.fcbhomeloans.com/privacy
7600 E. Doubletree Ranch Road #200
Scottsdale, AZ 85258
Phone: (480) 351-5904
Email: jimmyv@fcbmtg.com
http://www.valoansforvets.com
http://google.com/+valoansforvets
http://facebook.com/valoansforvets
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and H...The Pathway Group
How To Keep Good Staff From Leaving | The Seven Reasons Employees Leave and How To Counteract It!
For more business advice visit: www.pathwaygroup.co.uk
call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Seven reasons staff leave - How to keep good staff from leavingThe Pathway Group
It doesn't matter what you build, invent or sell; your organisation can't move forward without people - Employee retention, especially of your best, most desirable employees, is a key challenge in organisations today. Keep hold of your staff and keeping staff happy makes great business sense in the long run. Why good employees will leave an organisation and what to do to prevent it
Nucleus have a deep and long insight in to the precision engineering industry, we have interacted with 1000s of people in the industry in the last 8 years, helping hundreds machining company’s find the right people so they can grow, and 100s more Business progress.
Companies Contents
► The InterviewExperience ► Thebestwaytomakeajob offer Making anOffer ► Covering the Counteroffer ► Attracting the top 10% or the KeyPillars Inductions ► If you're considering payingRecruiter, use a Recruiter ► The Importance of exitInterviews
Planning your Job Search from beginning to end requires a personalized Plan.
Ever wonder why some people are successful at finding a job and others are not?
And did you know there are New Rules all job seekers should be following in order to find a job?
Applying for jobs through the want ads, job sites and directly applying with the employer to fill out an application is not enough. You will need a job search plan to help you target how and where to find employment.
Job search planning is NOT a Science but an Art. The stages of the job search planning process work together to help you create a plan to finding a job that is a good fit for you.
The RESEARCH Stage is all about YOU, your skills and what you want/need from an employer to be productive. You will need to Research Companies to learn who they are as a business, their goals and their needs. The NETWORKING Stage is about selling your skills in a 2 minute pitch that will connect you with strangers who will later become part of your professional contacts. The COVER LETTER is a short personalized letter invites the reader to take a closer look at your individualized resume. At the RESUME Stage it’s all about your accomplishments. An individualized skill based resume targets the needs of the employer and gets you the interview. They call the INTERVIEW Stage the most critical stage of the job search planning process. Preparation, preparation, and more preparation before, during, and after the interview are very important to getting the job.
Finding a job will vary for everyone pending the industry and job title you are searching for. According to career development and outplacement agencies like the Five O’clock Club statistics show that for professionals and middle managers it can take 4 to 6 months on average to find a job they want. And for career changes it takes longer. And for people currently employed, it usually takes longer to find a new job because they do not work as hard at the job hunt.
Remember, it can take 35 to 40 hours every week with practice, practice and more practice before you will see results. Therefore, AIM for the job you want and put your Plan into Action.
Remember when you are job search you are in the business of one…..YOU!
Understanding the core attributes that help you excel in any workplace.
1. Ability: the volume of things you can DO.
2. Capacity: the volume of things you actually DO.
This takes you on a journey of all the possible things you need to imbibe internally and demonstrate externally to move ahead in your career.
This presentation is all about how we need to care for our candidates when we recommend them for a role, no matter if they get selected for the role or not.
How to Successfully Work With a RecruiterElyse Turner
There are a lot of stigmas in the staffing industry, but the truth is that many technical professionals will have to deal with a contract house at one time or another. How do you protect yourself and choose the best recruiters for you? In How to Successfully Work With a Recruiter, we will cover all of the bases giving you the information to make the best decision.
Recruiters & Hiring Managers: Remember Professional Courtesy in the Hiring Pr...Richard Hatheway
This blog is addressed to all Hiring Managers, Recruiters, HR personnel and anyone else involved in the job screening and interviewing process. It addresses the lack of professional courtesy that many job seekers experience on a regular basis. It also explains several very good reasons (that are often forgotten or overlooked) why the hiring manager (et al) should act more professionally and follow up with candidates that they've spoken with about potential jobs.
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
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.
Seven reasons staff leave - How to keep good staff from leavingThe Pathway Group
It doesn't matter what you build, invent or sell; your organisation can't move forward without people - Employee retention, especially of your best, most desirable employees, is a key challenge in organisations today. Keep hold of your staff and keeping staff happy makes great business sense in the long run. Why good employees will leave an organisation and what to do to prevent it
Nucleus have a deep and long insight in to the precision engineering industry, we have interacted with 1000s of people in the industry in the last 8 years, helping hundreds machining company’s find the right people so they can grow, and 100s more Business progress.
Companies Contents
► The InterviewExperience ► Thebestwaytomakeajob offer Making anOffer ► Covering the Counteroffer ► Attracting the top 10% or the KeyPillars Inductions ► If you're considering payingRecruiter, use a Recruiter ► The Importance of exitInterviews
Planning your Job Search from beginning to end requires a personalized Plan.
Ever wonder why some people are successful at finding a job and others are not?
And did you know there are New Rules all job seekers should be following in order to find a job?
Applying for jobs through the want ads, job sites and directly applying with the employer to fill out an application is not enough. You will need a job search plan to help you target how and where to find employment.
Job search planning is NOT a Science but an Art. The stages of the job search planning process work together to help you create a plan to finding a job that is a good fit for you.
The RESEARCH Stage is all about YOU, your skills and what you want/need from an employer to be productive. You will need to Research Companies to learn who they are as a business, their goals and their needs. The NETWORKING Stage is about selling your skills in a 2 minute pitch that will connect you with strangers who will later become part of your professional contacts. The COVER LETTER is a short personalized letter invites the reader to take a closer look at your individualized resume. At the RESUME Stage it’s all about your accomplishments. An individualized skill based resume targets the needs of the employer and gets you the interview. They call the INTERVIEW Stage the most critical stage of the job search planning process. Preparation, preparation, and more preparation before, during, and after the interview are very important to getting the job.
Finding a job will vary for everyone pending the industry and job title you are searching for. According to career development and outplacement agencies like the Five O’clock Club statistics show that for professionals and middle managers it can take 4 to 6 months on average to find a job they want. And for career changes it takes longer. And for people currently employed, it usually takes longer to find a new job because they do not work as hard at the job hunt.
Remember, it can take 35 to 40 hours every week with practice, practice and more practice before you will see results. Therefore, AIM for the job you want and put your Plan into Action.
Remember when you are job search you are in the business of one…..YOU!
Understanding the core attributes that help you excel in any workplace.
1. Ability: the volume of things you can DO.
2. Capacity: the volume of things you actually DO.
This takes you on a journey of all the possible things you need to imbibe internally and demonstrate externally to move ahead in your career.
This presentation is all about how we need to care for our candidates when we recommend them for a role, no matter if they get selected for the role or not.
How to Successfully Work With a RecruiterElyse Turner
There are a lot of stigmas in the staffing industry, but the truth is that many technical professionals will have to deal with a contract house at one time or another. How do you protect yourself and choose the best recruiters for you? In How to Successfully Work With a Recruiter, we will cover all of the bases giving you the information to make the best decision.
Recruiters & Hiring Managers: Remember Professional Courtesy in the Hiring Pr...Richard Hatheway
This blog is addressed to all Hiring Managers, Recruiters, HR personnel and anyone else involved in the job screening and interviewing process. It addresses the lack of professional courtesy that many job seekers experience on a regular basis. It also explains several very good reasons (that are often forgotten or overlooked) why the hiring manager (et al) should act more professionally and follow up with candidates that they've spoken with about potential jobs.
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
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.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
12 Quick Tips to crack an Interview-( With examples).pptxmanishsingh945620
There’s no doubt that interviews are nerve-wracking and stressful. But the more skills you gain for an interview, the more confident you will be so here are some tips to crack an Interview with examples.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
4-Important Recruitment & Selection Strategy to Incur for Modern Workforce.pdfSerene Info Solutions
In the last two years, the recruitment and selection strategies have undergone a drastic process and wrought almost everyone. From companies to recruiters, human resource outsourcers to talent hunting – everything and everyone experienced a change to get the maximum from recruitment and selection strategies. Today, we are going to discuss a number of strategies related to recruitment and selection that are crucial to the modern workforce along with modern technology. Apparently, renowned HR outsourcing company, Serene Info Solutions. also abides by these strategies in finding the right talent for its clients these days.
The Employee Onboarding Bible Tips amp Free TemplateKashish Trivedi
Employee onboarding can make or break a business. There’s nothing more frustrating than a new hire who decides to quit on you soon after their first day. Yes, maybe that person wasn’t competent enough, or maybe you simply weren’t a good fit for each other. But what if it keeps happening? If you’re experiencing high employee turnover, it may be time to reevaluate your onboarding strategy. But why should you, and how will you benefit? Well, we’ll show you. We’ve created this guide to give you an insight into effective employee onboarding.
We need good employees working in the affordable and public housing industries. That’s why Navigate is releasing a new series of white papers about human resources. These papers will look at issues like interviewing & hiring, on-boarding your new hire, training and follow-up. Navigate’s Human Resources Director Dale Marcus wrote the series for us. She’s been with Navigate for almost 15 years. She knows her stuff when it comes to employee relations, workforce planning and talent acquisition.
The first white paper in the series deals with Interviewing and Hiring. Do you know how expensive it is to replace an employee with a new one? The cost of employee turnover can be steep. Dale’s tips focus on making sure you hire the right person the first time so that it’s a good fit that will last for quite some time.
1. 132 IRISH TATLER MAY 2016
T
he recruitment industry is booming. This is good
news and if you’re searching, you’ll be pleased
to know it has created a market that’s driven by
candidate demand. For employers, this means there
is stiff competition out there. From graduates up to
associate levels, the challenge to attract and retain
top talent is ongoing. With constant development within technology,
globalisation, advertising and messaging the methods of reaching
your market are multiple. At its core, however, recruitment remains,
fundamentally, a very human experience. It’s a personal process for
an individual, and your perfect candidate will make their decisions
based on some key criteria. Surprisingly, salary is typically around
number three or four on a list. Elements such as location, training,
leadership, team, growth plans, opportunities and environment
ranking high. Top talent has ambitions, plans and personal lives.
So whether you’re a business owner, a team manager, launching a
start-up or part of a multi-national, you should think carefully, think
positively, and be smart in how you approach your recruitment plan.
PLANNING: Regardless of the size of your business, it’s
crucial to put some shape to the process. Dedicate the time to sit
and define what the most important elements of the role are. What
is expected of the person you ultimately hire? What background/
experience/education/personality do you need to identify? The first
step is to write a job specification that you have invested time and
thought into. Agree with the appropriate team members on what
skills are needed. Assign a point of contact to manage the process.
All too often, these criteria only begin to be asked when candidates
are in the process and with constantly changing goalposts causing
delays, you’re not going to get very far. Engage with the front line of
recruitment. Ensure they fully understand the important parts of the
role before going out to the market. Don’t forget about the culture fit
of your team, and communicate this. Your job spec forms the single
document committed to paper on what this person’s role will be, and
receiving parties will place a lot of worth on it. Use it to showcase
your team, your role, your company. Get to the point, and get it right.
POWER
PEOPLE
Making the right hiring choices is the
key to success. Want to know how
to attract the right talent for your
business? Jane Gormley, director of
operations at Recruiters.ie has
the answers.
BUSINESS
ITMay_businessfeature_AD.indd 132 31/03/2016 12:33
2. BRANDING:Why would someone want to work for you?
If you can’t answer that easily, then you better start thinking about it
right now.Employees work best when they believe in and respect their
employers and the business. Be confident in your brand, promote
your story, allow your business to have a character and utilise any
medium available to do this. When using recruitment agencies,
identify high-calibre consultants from reputable agencies that you
trust. These are influential professionals with valuable networks.
They can accurately represent, communicate and protect what
your brand is. This is important; the candidate market is powerful
and miscommunications can quickly spread. Both successful and
unsuccessful candidates should experience a positive recruitment
process, as it will forever be associated with your organisation. If
you are just starting to build your brand, look at your positives such
as training, autonomy, growth and flexibility.
INTERVIEWING:The average recruitment process is
six weeks. If you factor in notice periods, you have a timeline to
work backwards from when arranging interviews. Whether this is
a face to face/phone/Skype introduction, get your process sorted
before you start. How many interviews are involved? Who are the
interview panel involved? What dates in the diary can we book
in advance for first- and second-round interviews? Do you want
presentations, and if so, what’s the topic? Plan the questions that
you want to ask, and keep it consistent for all your candidates. This
will allow you to be objective afterwards. In the interview room,
manage the process, remain in charge and explain the format to the
candidate. Allow them to feel at ease. This is an interview, not an
exam. Sometimes candidates are excellent at interviews, and not so
excellent at the job. Be fair. Be observant. Provide an opportunity
before finishing for a candidate to ask questions. (Their performance
here is a good indication of their level of interest also). Remember,
as you move through advanced processes that you may need to start
selling. When you identify a great potential employee, it’s unlikely
you’re the only person to spot their talent, so make sure that you
use your time well and are open, honest and realistic in what you
can offer, whilst ensuring to showcase your organisation to its full
potential. Establish if the candidate is interviewing elsewhere (they
probably are and that’s okay) and try to keep timelines in place. You
don’t want to miss out on your preferred candidate by being a few
days late extending an offer.
ONBOARDING:The recruitment process simply does
not stop just because an offer has been issued and (hopefully)
accepted. Many offers fall through as the first few days in a job
were not as expected. There is also a risky time period between offer
acceptance and start date when minds can change. Put in a couple
of calls, arrange a welcome coffee. Keep communication open. It’s of
high importance that new team members are guided through the first
few days with professional care and management.
PREPARE: For your new employee. Organise computer
access, passwords, user accounts etc in advance of their arrival. Take
time to sit down formally with them on their first day. Welcome
them, refresh the contract and ensure it’s understood. Perhaps go
through some softer details (When is it okay to have lunch? Where is
the bathroom? How do I buy a coffee in the canteen?) It’s amazing
what gets overlooked, and not feeling of any importance is a surefire
way to have employees looking for new roles. The people you hire
are the most crucial investments that you’ll make in your business.
Keep an open mind – people are usually adaptable and capable. If
your gut is telling you someone is right, then trust it. Don’t forget,
as their employer or manager it’s your responsibility to create an
environment that allows them to perform, then it’s over to them.
“NOW is the time to make POSITIVE
CHANGE for YOU.”
www.irishtatleracademy.com
22 APRIL | The RDS Concert Hall | Dublin 4
“NOW
22 APRIL
@norahcasey | norahcasey.com | @planetwoman_ | #planetwoman | irishtatleracademy.com
BOOK NOW – LIMITED SPACES AVAILABLE
ITMay_businessfeature_AD.indd 133 31/03/2016 12:36