Succeeding in today’s increasingly competitive global landscape calls for organizations to leverage everything they can. Increasingly, that leverage is coming down to your employees' soft skills – their ability to engage with each other for high-performance, solve problems through creative solutions and communicate with a diverse range of audiences effectively.
But while it’s easy (well, easier) to measure and hire for hard-skills competency, it’s very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build those soft skills in our employees.
In this one-of-a-kind webinar, we’ll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management, we’ll show how a soft-skills focus can dramatically impact your company’s bottom line.
In this webinar, you will learn:
Soft skills: What are they anyway?
Soft skills and recruiting: The secret to successful hires
How to teach, measure, and mentor soft skills
The Open-Source Revolution in Corporate Training & Development: LMS Trends an...Human Capital Media
Corporations, hospitals, non-profits, and many other organizations are making the switch to open-source Learning Management Systems, like Moodle and Totara, for their professional development, onboarding, and other training needs. Driving this trend is the fact that open-source software is both free to use as well as highly customizable to meet specific user needs. These platforms can also incorporate eCommerce capability, making them ideal for organizations in the business of selling online training. No matter the type of organization, open-source Learning Management Systems can help you streamline training in an online environment for a more efficient and economical solution than conventional face-to-face learning.
In this session, you will learn why open-source Learning Management Systems set the bar in the corporate sector and how your organization may be able to take advantage of these cost effective solutions. We will highlight different open-source options, including the most widely used LMS in the world, Moodle, and discuss trends in platform adoption. We will also discuss best practices for using open-source software as a training tool, such as how to create an efficient onboarding process, use analytics to track employee training and improve outcomes and skillsets, and how to incorporate eCommerce functionality such as a shopping cart to share/sell courses.
You will gain insights on:
The growing open-source trend in the corporate sector
How using an open-source product can lead to receiving the highest possible level of service at the lowest possible price
Best practices in open-source implementation
#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?
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Career Progression Planning PowerPoint Presentation SlidesSlideTeam
It has PPT slides covering wide range of topics showcasing all the core areas of your business needs. This complete deck focuses on Career Progression Planning PowerPoint Presentation Slides and consists of professionally designed templates with suitable graphics and appropriate content. This deck has total of twentyeight slides. Our designers have created customizable templates for your convenience. You can make the required changes in the templates like colour, text and font size. Other than this, content can be added or deleted from the slide as per the requirement. Get access to this professionally designed complete deck PPT presentation by clicking the download button below.
Is Training the Best Solution? 7 Questions to Answer Before You Train Your StaffAbdurrahman AlQahtani
Is Training the Best Solution?
Here are 7 Questions to Answer Before Training Your Staff!
Training is not always the only or best solution to a problem. Investigating the root causes will open up a vast horizon of solutions that training is only one of them. Training is basically a potential solution to performance problems such as when your team’s performance is suffering. But jumping immediately to a training solution can either be costly, or simply ineffective. So analyzing performance problems should be your next step.
This is based on the work of Mager and Pipe on Analyzing Performance Problems.
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITYHuman Capital Media
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
The Open-Source Revolution in Corporate Training & Development: LMS Trends an...Human Capital Media
Corporations, hospitals, non-profits, and many other organizations are making the switch to open-source Learning Management Systems, like Moodle and Totara, for their professional development, onboarding, and other training needs. Driving this trend is the fact that open-source software is both free to use as well as highly customizable to meet specific user needs. These platforms can also incorporate eCommerce capability, making them ideal for organizations in the business of selling online training. No matter the type of organization, open-source Learning Management Systems can help you streamline training in an online environment for a more efficient and economical solution than conventional face-to-face learning.
In this session, you will learn why open-source Learning Management Systems set the bar in the corporate sector and how your organization may be able to take advantage of these cost effective solutions. We will highlight different open-source options, including the most widely used LMS in the world, Moodle, and discuss trends in platform adoption. We will also discuss best practices for using open-source software as a training tool, such as how to create an efficient onboarding process, use analytics to track employee training and improve outcomes and skillsets, and how to incorporate eCommerce functionality such as a shopping cart to share/sell courses.
You will gain insights on:
The growing open-source trend in the corporate sector
How using an open-source product can lead to receiving the highest possible level of service at the lowest possible price
Best practices in open-source implementation
#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?
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Career Progression Planning PowerPoint Presentation SlidesSlideTeam
It has PPT slides covering wide range of topics showcasing all the core areas of your business needs. This complete deck focuses on Career Progression Planning PowerPoint Presentation Slides and consists of professionally designed templates with suitable graphics and appropriate content. This deck has total of twentyeight slides. Our designers have created customizable templates for your convenience. You can make the required changes in the templates like colour, text and font size. Other than this, content can be added or deleted from the slide as per the requirement. Get access to this professionally designed complete deck PPT presentation by clicking the download button below.
Is Training the Best Solution? 7 Questions to Answer Before You Train Your StaffAbdurrahman AlQahtani
Is Training the Best Solution?
Here are 7 Questions to Answer Before Training Your Staff!
Training is not always the only or best solution to a problem. Investigating the root causes will open up a vast horizon of solutions that training is only one of them. Training is basically a potential solution to performance problems such as when your team’s performance is suffering. But jumping immediately to a training solution can either be costly, or simply ineffective. So analyzing performance problems should be your next step.
This is based on the work of Mager and Pipe on Analyzing Performance Problems.
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITYHuman Capital Media
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
UK Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
#FIRMday Manchester 22nd September 2016 - Capita 'Talent Acquisition in the f...Emma Mirrington
Practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally and externally). Themes include:
• Addressing the challenge of unconscious bias – yours,
agencies and hiring managers
• Reconciling speed vs. diversity of hires and managing stakeholder expectations
• The mutual benefits of monitoring and reporting diversity of outcomes
• How more inclusive on-boarding can improve and embed results
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.
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!
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
Will the Day Ever Come When Your Recruitment Process Is 100% Delivered Online?The HR Observer
There is little doubt that technologies such as the internet, web cameras, applicant tracking systems and online assessment platforms have revolutionised the way people are sourced and selected for roles and there is little doubt that this will continue. Will there be a day when the first time you see a new employee will be on their first day in a new role? In this exciting session, cut-e who have 200 psychology, technical and business process staff across 28 countries assessing over 12 million candidates per annum will explore this question with you and re-imagine how recruitment will be delivered in the future.
David Barrett, Managing Director, cut-e
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
It’s time to tackle the most important question with regards to gamification in corporate learning: can it actually impact business performance?
Did you know that learners are 51.64% more motivated to come back and engage with a platform if they have the option of playing a game? Did you know that leaderboards don’t lose their appeal even after three years of consistent engagement? Did you know gamified learning enabled Walmart to decrease safety incidents by 54% and Toyota sales reps to sell two more cars per month?
This webinar will be lead by world-renowned gamification expert Karl Kapp. To answer the question of impacting business performance, Karl will draw on his wealth of experience, as well as multiple real-world case studies. He will also share insights based on his research of over 2.7 million interactions in Axonify, where employees are using gamification to improve their performance every day.
During this webinar, you will learn:
The truth behind some common myths about the value of gamification
What the wrong questions about gamified learning are, and how to ask the right ones
The data behind which gamification elements matter most
How global organizations such as Walmart and Toyota are using gamified learning
What a performance-oriented gamified learning platform looks like
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
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
Human resources is obsessed with the things it knows how to measure and ignores the things it doesn’t. Unfortunately, so-called soft skills — like problem solving, professionalism and adaptability — are the very things that determine success or failure in most jobs. Yet, most organizations have a hard time measuring them.
Generally, HR and other decision makers in the hiring process go with their gut on these important success drivers. But it doesn’t work. The fact is that 46 percent of new hires fail within 18 months, according to a recent study.
Learn how to assess job candidates against the key proven success drivers for each job — all part of new predictive talent analytics that are changing the way HR approaches the recruiting process and measures the skills that matter most. This approach is proven to reduce turnover for companies by 35 percent.
Key things you will learn:
How to identify a meaningful set of soft skills for each job.
How references from former managers and coworkers provide critical success predictors.
How to use predictive talent analytics to assess the key predictors of hiring success for each position.
Join us for this complimentary webinar where we will share with you how you can get the insight you need on soft skills, the true predictors of success, during your hiring process.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
UK Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
#FIRMday Manchester 22nd September 2016 - Capita 'Talent Acquisition in the f...Emma Mirrington
Practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally and externally). Themes include:
• Addressing the challenge of unconscious bias – yours,
agencies and hiring managers
• Reconciling speed vs. diversity of hires and managing stakeholder expectations
• The mutual benefits of monitoring and reporting diversity of outcomes
• How more inclusive on-boarding can improve and embed results
How Compensation Discussions Make Or Kill CultureBambooHR
Payroll is by far your biggest expense and the cost of getting it wrong is tremendous. It is also something that your employees are very interested in but is rarely communicated well. These slides look at how we tend to look at compensation, how we can make it more approachable, and a look at how the way you communicate compensation affects your culture.
Key learnings include:
• How to use compensation as a recruiting and retention strategy
• How to find the value in compensation beyond money
• How to communicate compensation so it boosts productivity
HiringThing.com shows how to create a process for successfully finding and attracting qualified job candidates and outline how this can be done with calculated investments in time, money and effort.
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!
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
Will the Day Ever Come When Your Recruitment Process Is 100% Delivered Online?The HR Observer
There is little doubt that technologies such as the internet, web cameras, applicant tracking systems and online assessment platforms have revolutionised the way people are sourced and selected for roles and there is little doubt that this will continue. Will there be a day when the first time you see a new employee will be on their first day in a new role? In this exciting session, cut-e who have 200 psychology, technical and business process staff across 28 countries assessing over 12 million candidates per annum will explore this question with you and re-imagine how recruitment will be delivered in the future.
David Barrett, Managing Director, cut-e
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
It’s time to tackle the most important question with regards to gamification in corporate learning: can it actually impact business performance?
Did you know that learners are 51.64% more motivated to come back and engage with a platform if they have the option of playing a game? Did you know that leaderboards don’t lose their appeal even after three years of consistent engagement? Did you know gamified learning enabled Walmart to decrease safety incidents by 54% and Toyota sales reps to sell two more cars per month?
This webinar will be lead by world-renowned gamification expert Karl Kapp. To answer the question of impacting business performance, Karl will draw on his wealth of experience, as well as multiple real-world case studies. He will also share insights based on his research of over 2.7 million interactions in Axonify, where employees are using gamification to improve their performance every day.
During this webinar, you will learn:
The truth behind some common myths about the value of gamification
What the wrong questions about gamified learning are, and how to ask the right ones
The data behind which gamification elements matter most
How global organizations such as Walmart and Toyota are using gamified learning
What a performance-oriented gamified learning platform looks like
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
After the Contracts Are Signed: Busing the Most Common Myths in HR TechnologyH3 HR Advisors, Inc.
After the Contracts Are Signed: Busing the Most Common Myths in HR Technology - Presentation slides presented by Steve Boese and Trish McFarlane at the SHRM Annual Conference, June 30, 2015.
Human resources is obsessed with the things it knows how to measure and ignores the things it doesn’t. Unfortunately, so-called soft skills — like problem solving, professionalism and adaptability — are the very things that determine success or failure in most jobs. Yet, most organizations have a hard time measuring them.
Generally, HR and other decision makers in the hiring process go with their gut on these important success drivers. But it doesn’t work. The fact is that 46 percent of new hires fail within 18 months, according to a recent study.
Learn how to assess job candidates against the key proven success drivers for each job — all part of new predictive talent analytics that are changing the way HR approaches the recruiting process and measures the skills that matter most. This approach is proven to reduce turnover for companies by 35 percent.
Key things you will learn:
How to identify a meaningful set of soft skills for each job.
How references from former managers and coworkers provide critical success predictors.
How to use predictive talent analytics to assess the key predictors of hiring success for each position.
Join us for this complimentary webinar where we will share with you how you can get the insight you need on soft skills, the true predictors of success, during your hiring process.
7 Ways Soft-Skills Power Organizational PerformanceBambooHR
Succeeding in today's increasingly competitive global landscape calls for our organizations to leverage everything they can, and increasingly, that leverage is coming down to your employees' soft skills.
But while it's easy (well, easier) to measure and hire for hard-skills competency, it's very difficult to recognize and hire for soft skills. And once hired, it becomes even more of a task to build these soft skills in our employees.
In this slideshare we'll take a hard look at the soft skills that really enable organizations to succeed. From recruiting to learning and development and performance management to the exit interview, we'll show how soft-skills focus can dramatically impact your company's bottom line.
In this slideshare, you will learn:
• Soft skills: What are they anyway?
• Soft skills and recruiting: The secret to successful hires
• What the bottomline results are for soft skills
• How to teach, measure, and mentor soft skills
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
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.
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
Common Employee Selection Tools: Trends and Recommendationsphauenst
Retention rates, individual productivity, and business competitiveness all hinge on effectively matching individuals to jobs. This white paper provides an overview of common employee selection tools, identifies current trends that are impacting how employees are selected and matched to jobs, and provides recommendations for tool use.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
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Frequently
Asked
Ques6ons
8. Hard Skills
Skills that are learned to
perform a specific job function
and are more easily identifiable
and quantifiable.
Mostly about “what you know”
VS
Soft Skills
Skills that are less tangible, and
more associated with one’s
traits or personality, that
determine how we interact.
Mostly about “how you act”.
10. 77% of employers believe that
soft skills are just as important
as hard skills.
16% said they were MORE
important than hard skills.
* Source: CareerBuilder
16
11. A national survey of job seekers
and HR professionals…
43% said that “cultural fit” was
the single most important
determining factor when
making a new hire.
* Source: Millennial Branding and Beyond.com
12. * Source Harvard Business Review
Emotional Intelligence
The capacity to recognize your own
and other people’s emotions
Deal with
stress
Overcome
obtacles
Inspire others
Manage conflict Happier at work
14. of newly hired
employees will fail within
18 months
* Source: “Hire for Attitude” Forbes, January 23, 2012 † Source: “Hiring for attitude: Research &
tools to skyrocket your success rate” Mark Murphy, Leadership IQ, 2012
for lack of soft skills – such
as professionalism or ability
to get along with others
Resign yourself to
this reality
89%46%
Source: Study by Leadership IQ
15. Hiring Well is Hard
This has probably happened to you before…
Person appears perfect…
ü dressed well
ü great answers
ü a sense of confidence
You hire him in your
organization ….
16. And you inevitably end up saying…
… But…
he interviewed
REALLY WELL!
Hiring Well is HARD
17. What Went Wrong?
Traditional Hiring Process:
• Review Resumes
“Over 50% of candidates lie on
resumes…”
Steven D. Levitt, co-author
“Freakonomics”
18. “81% of people lied about
themselves during job
interviews…”
Brent Weiss & Robert Feldman, U Mass
What Went Wrong?
Traditional Hiring Process:
• Review Resumes
• Conduct Interviews
20. What Went Wrong?
“Candidates lie 2.5 times
in a 15-minute
interview…”
Brent Weiss & Robert Feldman
University of Massachusetts
Traditional Hiring Process:
• Review Resumes
• Conduct Interviews
21. “Research consistently
demonstrates that
candidates are able to fake
personality measures …”
International Journal of Selection and
Assessment
What Went Wrong?
“Cognitive ability tests have
a high adverse impact for
minorities…”
SHRM Foundation’s Effective Practice Guidelines
Traditional Hiring Process:
• Review Resumes
• Conduct Interviews
• Self Assessments
22. Soft Skills are the Hard Part
How SHOULD the process work?
§ Identify a set of soft skills desirable for
each position
§ Obtain information on your candidates’
competencies/soft skills
§ Use the information to determine which
candidate(s) best fit the position and your
organization
25. Professionalism
It’s the “price of entry” and consists of a wide variety
of behaviors and skills. Some apply to jobs across the
board:
- Dependability
- Following instructions
- Work ethic
26. Professionalism
Chemical Engineer
- Develop and implement
comprehensive safety
procedures for workers who
handle chemicals and operate
equipment
- Ensure compliance with all
relevant safety and
environmental regulations
(e.g., follow all rules for
disposal of hazardous
materials
Sales Professional
- Accurately prepare customer
orders, proposals,
presentations and out-ward
facing communications to
customers
- Consistently meet or exceed
sales goals
- Comprehend the sales cycle
and follow best practices
throughout the entire process
27. Interpersonal Skills
Having interpersonal skills like the
following will make a candidate far more
likely to succeed:
- Listening
- Relationship-building
- Collaboration
28. Interpersonal Skills
Housekeeper
- Provide a high level of service
to all guests
- Remain calm and helpful
when handling complains
from guests
Registered Nurse
- Provide others with personal
assistance, medical attention,
and emotional support in a
caring and compassionate
manner
- Listen carefully to patients
and co-workers, taking time to
understand and ask
appropriate questions without
interrupting
29. Every job essentially requires the ability to assess
and analyze issues as well as adaptability to changing
conditions:
- Analyzing and summarizing information
- Making decisions
- Adapting to change
Problem Solving
and Adaptability
30. Problem Solving
and Adaptability
Help Desk Support
- Remain flexible and adapt to
variety on the job (e.g.,
effectively handle unexpected
situations and changing
conditions)
- Handle multiple projects
effectively in a fast-paced
environment
Payroll Clerk
- Make high-quality decisions
based upon facts and
business priorities
- Know when to escalate
issues to manager in order to
ensure prompt resolution to
problems
31. Personal Value Commitment
A candidate’s commitment to values and ethics is a key
driver of your own risk exposure. It’s important to know to
what degree and applicant possesses:
- Integrity
- Respect for others
- Adherence to standards
and policies
There are positions that provide
employees with access to sensitive
personal, financial or security data.
32. Personal Value Commitment
Graphic Artist
- Ensure that all aspects of a
project meet or exceed
industry standards
- Act with ethics and integrity,
maintaining confidentiality
and privacy of client and
company information
Controller
- Act with ethics and integrity,
ensuring that the
organization’s financial
activities and records meet or
exceed accounting standards
- Maintain confidentiality and
privacy of company and client
information
33. Hiring Someone to Be
in a Position of Power?
If so, you’re probably going to
need to understand two additional
competencies and apply them
to determine job success.
34. Managing Others
While many jobs clearly demand management skills,
many others will call on them at times.
Skills needed include:
- Selecting and retaining talent
- Leading a team
- Holding others accountable
35. Leadership
The truly high profile positions call for an even larger
set of competencies.
Skills needed include:
- Setting direction
- Managing change
- Motivating others
36. Leadership
Chief Financial Officer
- Work with the executive team to develop short and long-term financial
plans, objectives, policies and actions
- Serve as a trusted advisor to the President and others on challenging
solutions
Chief Information Officer
- Act as a catalyst, communicating the need for change and inspiring
action
- Create the vision to master information technology as a competitive
tool
38. Soft Skills are the Hard Part
How SHOULD the process work?
§ Identify a set of soft skills desirable for
each position
§ Obtain information on your candidates’
competencies/soft skills
§ Use the information to determine which
candidate(s) best fit the position and your
organization
40. Behavioral Interviewing
1. Make the candidate feel comfortable
2. Ask some traditional questions
3. Ask for a recent situation that included a difficult challenge that she
had to solve… ended in SUCCESS
ü Ask him/her to tell story briefly
ü Then you review the entire story asking questions about what he/she
thought, felt, and did throughout
ü Example: Describe a problem you faced that was almost overwhelming,
and how you got through it.
4. Ask for another that ended in FAILURE, but he/she learned from it
ü Example: Give me an example of a time when something you tried to
accomplish failed. What did you learn?
5. End on a positive… ask for another success story
41. Behavioral Interviewing
§ Hear how the candidate thinks in situations that involve
stress
§ Get information on how the candidate felt, and if he is
aware of his own feelings
§ Hear how he managed these feelings and the extent to
which he was aware of his impact on others
43. Feedback related to past work
performance is the single best
predictor of future job success.
“When the criterion was academic achievement or job
performance, other-ratings yielded predictive validities
substantially greater than and incremental to self-ratings.”
Connelly & Ones, 2010, p. 1092
“Nothing in the science of prediction and selection beats
observing actual performance in an equivalent role.”
Peter Cappelli, Director, Center for Human Resources
The Wharton School
44. Best-in Class Organizations
Get the idea
The Aberdeen Group’s 2015 Report
Best-in-Class
organizations are
2.1 times more
likely to use online
reference checking
45. § Published in the
International Journal of
Selection and Assessment
§ Web-based, multisource
reference checking
ü More candidate info in shorter time
ü Predicts involuntary turnover
ü No statistical differences in results
based on race, gender or age
Online Reference Checking
46. Reference Checking Tips
§ Ask for 5 references—2 managers and 3 co-workers
§ Ask very specific questions
§ “Considering how Sarah compares to others who have worked in this
same position..”
§ “On a scale of 1 to 7, how would you rate Sarah on her ability to
demonstrate high personal standards in dealing with others?”
§ Ask the hard questions
§ “Starting with the most important, please comment on the top 3 ways in
which Sarah can improve her performance. We realize no one is perfect;
in fact, we find that the majority of references provide helpful information
in this area.”
48. Thank You
Improve your selection process
through feedback from references
on soft-skills
Try it out for free:
www.skillsurvey.com/tryit
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webinar evaluation.
50. #WFwebinar
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Key principles to maximize
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