Graduate trainee recruitment could be pretty exciting. This is mainly because you get a chance to interact with and assess fresh talents who are just starting their respective careers. These trainees mostly come with new and innovative ideas, and you look forward to hiring the most brilliant among them so that they can transfer their ideas and create viable solutions for your business.
Every organisation’s primary goal is to recruit the brightest talents to help their teams thrive and succeed. It’s still the most common for recruiters to put their efforts into sourcing experienced talents. However, more and more focus is on targeting fresh graduates. Targeting this group is highly beneficial as they bring new perspectives and skills. Nevertheless, graduate recruitment comes with its challenges.
When you consider your efforts, you realise that you need to find a way to hire the right candidates.
In this deck, you’ll learn
1. What differentiates a graduate trainee from an intern
2. Basic steps in developing a workable recruitment plan
3. Benefits attached to having a functioning graduate trainee programme.
4. The best source for recruiting graduate trainees in Nigeria
Tips For Developing A Successful Remote Interview ProcessAbishAlathukattil
After 2020, the global workforce shifted from prioritizing traditional interview practices to conducting remote interviews. And we all are aware that an in-person interview is vastly different from conducting interviews via Google meet or telephone. Therefore, when hiring a remote worker for a remote position, hiring managers and recruiters want to ensure that the recruitment process is as effective as possible and the company is hiring the best talent for themselves. Let’s take a look at some tips for developing a successful remote interview process that will get the best candidates for your company.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Orienting Your Employees to Brand AdvocacySocioAdvocacy
In this white paper, you’ll learn the importance of a well-structured onboarding process and how you can build your very own onboarding process for employee advocacy.
Tips For Developing A Successful Remote Interview ProcessAbishAlathukattil
After 2020, the global workforce shifted from prioritizing traditional interview practices to conducting remote interviews. And we all are aware that an in-person interview is vastly different from conducting interviews via Google meet or telephone. Therefore, when hiring a remote worker for a remote position, hiring managers and recruiters want to ensure that the recruitment process is as effective as possible and the company is hiring the best talent for themselves. Let’s take a look at some tips for developing a successful remote interview process that will get the best candidates for your company.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Orienting Your Employees to Brand AdvocacySocioAdvocacy
In this white paper, you’ll learn the importance of a well-structured onboarding process and how you can build your very own onboarding process for employee advocacy.
If your an USA employer, looking to build a viable talent pipeline within the IT sector, then you need to read this and then call us. "Apprenticeships Mean Business"
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Hiring and firing is a crucial topic for the selection and termination of employeee and the preferencess totally changed regarding selection of employees after covid-19
Internship program development toolkit. To assist employers with creating a quality internship program, Intern In Michigan offers a Free and detailed toolkit equipped with usable templates, facts and legal information pertaining to offering internships.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
More Related Content
Similar to How to Recruit The Best Graduate Trainees in Nigeria
If your an USA employer, looking to build a viable talent pipeline within the IT sector, then you need to read this and then call us. "Apprenticeships Mean Business"
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
You’ll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisation
2. The characteristics of the employee onboarding process
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hires
Hiring and firing is a crucial topic for the selection and termination of employeee and the preferencess totally changed regarding selection of employees after covid-19
Internship program development toolkit. To assist employers with creating a quality internship program, Intern In Michigan offers a Free and detailed toolkit equipped with usable templates, facts and legal information pertaining to offering internships.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Cracking the Change Management Code Main New.pptxWorkforce Group
The modern workplace is experiencing rapid change due to several factors, such as technological advancements, cultural changes, and organisational shifts. Similarly, organisations must remain resilient and evolve to remain competitive and meet clients' needs.
While some of these changes are common, others happen on a larger scale, significantly impacting people, processes and the wider organisation.
As a business leader, it is important for you to understand the different types of changes, how they can be implemented effectively and how to manage their impact on your team and the organisation.
In this deck, you'll identify when you should consider change management.
You'll also learn:
• The two (2) major types of organisational changes
• The most effective steps to a successful change management
• The Prosci ADKAR Change Management Model and
• Practical tips to overcome resistance to change.
Organisations will easily lose high-quality talent if there are few career advancement opportunities available to them. According to a study, two out of three employees have considered leaving their jobs due to a lack of opportunities for skills development or career advancement.
As such, professional growth remains at the top of many employees' minds, and career pathing is a critical tool that you, as an employer, can use to facilitate that growth.
Providing them with clear-cut career development requires a commitment to clarifying pathways for growth. Hence, by giving you a clear understanding of your employees' needs and aspirations, career pathing can also make internal recruitment and succession planning much easier.
In this deck, you'll understand why you should prioritise career development for your team.
You'll also learn
• The benefits of career pathing to your team
• Four (4) proactive steps you can take to create an effective career pathing
• The crucial role of career pathing in your organisational success.
Organisational success today depends on effective communication and collaboration with individuals from cultures with varying beliefs and practices. Indeed, with the workforce increasingly comprised of people of varying cultural backgrounds, leaders must now prioritise the significance of cultural competence in the workplace.
Ensuring cultural competence at every level of your organisation cannot be understated. While cultural disparities can manifest in different ways, as a leader, you must build deep and nuanced cultural competence skills and education to accurately spot, address and alleviate the various scenarios that can arise.
Failing to recognise the importance of cultural competence or not acting to improve it can lead to cultural negligence. There are a few things to consider to ensure your organisation is on the right track.
In this deck, you'll understand the importance of building cultural competence in the workplace.
You'll also learn
• The three (3) dimensions of Cultural Competence in the workplace
• Key strategies to build a culturally competent workforce
• Major benefits you stand to gain by having a culturally competent team.
Maintaining a skilled workforce and the best-fit employees is crucial as a business owner striving to meet your objectives and expand. To ensure this is the case, it is important to regularly assess your team's skill sets to determine if current levels align with the requirements for business success and industry standards.
The less aligned your employees' skill sets are, the more likely you'll struggle to meet your desired business objectives. As such, deploying skills gap analysis can be a valuable tool to assess current skill sets and reveal how big the gap is.
By identifying these areas, you can proactively address skill deficiencies and enhance workforce readiness.
In this deck, you'll learn the importance of Skill Gap Analysis in organisational success.
You'll also learn
• How to perform an effective Skill Gap Analysis.
• Most effective solutions to address employees' skill gap
• Modern applications of the Skill Gap Analysis tool.
Employee empowerment is one of the relatively recent philosophies in the workplace – some others being remote and hybrid work, work-life balance, etc - but has been shown to contribute immensely to business success when implemented effectively.
Employee empowerment gives your workforce the confidence to be their best selves and is a great way to retain top talent.
As a leader, you have an important role to play in improving your employee empowerment and making it a part of your organisation's culture.
In this deck, you’ll gain knowledge on the importance of employee empowerment in the workplace.
You’ll also learn
• The impact of employee empowerment on your bottomline.
• How you can implement an effective employee empowerment strategy on an organisation-wide level
• How you can support your employees’ personal and professional development?
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
In the face of fast-paced market competition, organisations are continually seeking ways to thrive, and business process outsourcing (BPO) has emerged as an effective strategy for staying ahead of the curve.
Every business, regardless of size, requires BPO to free their in-house teams from the burden of repetitive tasks. As such, this strategy enables you to prioritise core business functions without incurring costs on front and back-office processes.
BPO can be valuable for achieving operational efficiency, however, you should approach it with a clear understanding of both its advantages and potential pitfalls. By doing so, you can harness it to gain a competitive edge and thrive in an ever-evolving marketplace.
Without leveraging a third-service partner, your businesses may struggle to keep up with increasing demands, limiting your potential and hindering your ability to thrive in today's competitive market.
In this deck, you'll better understand what Business Process Outsourcing means and its scope.
You'll also learn
• The key reasons why many organisations are turning to BPO services
• What your organisations stand to benefit by leveraging BPO services
• Seven (7) key considerations before choosing a BPO partner.
Employees are the bedrock of every organisation and are largely responsible for business success. However, many organisations lose their best hands due to the inability of leaders and senior management to appreciate and value them.
Ultimately, this leaves employees disengaged and dissatisfied – factors contributing to employee loyalty. While committed employees go above and beyond to deliver results that impact business growth, there's an evident lack of motivation and interest when you don't appreciate them or show you want the best for them.
Fostering employee loyalty is not without its challenges. At a time when employees change jobs frequently and voluntarily, as a business leader, you must develop a work environment where loyalty is factored.
In this deck, you'll uncover five (5) effective tips to foster or improve employee loyalty in your organisation.
You'll also learn
• The key factors that contribute to Employee Loyalty
• The Impact of Employee Loyalty on Business Success
• How you can measure Employee Loyalty in your organisation.
Effective leadership plays a critical role in creating a positive workplace culture. At the heart of this is the "leadership shadow," concept which refers to your capacity to shape your team members' perspectives through your actions, behaviours, and values.
Your values and behaviours invariably make an impression on your teams, and your employees are most likely to follow suit. As such, understanding the intricacies of your influence allows you to identify areas of improvement and ensure you build a positive leadership shadow.
As a leader, a well-defined and authentic leadership shadow is also an important step in your personal and professional growth, as it allows for better self-awareness and the ability to make more mindful and effective decisions.
In this deck, you'll learn seven (7) key tips on how you can improve or develop your leadership shadow.
You'll also learn;
· What the concept of a Leadership Shadow entails
· Goldman Sachs Leadership Shadow Model
· Prominent qualities of an effective Leadership Shadow.
Workplace success not only lies in professional expertise but also in an integral understanding of factors like corporate politics. It's the 'phenomenon' that shapes decision-making and influences relationships in the workplace.
In its simplest form, corporate politics is about the differences between people in the corporate environment, working together and competing for success.
Corporate politics has positive and negative aspects, as it can lead to either a constructive collaboration or a toxic workplace. The onus is learning how to manage and navigate corporate politics effectively to ensure individual and organisational growth.
In this deck, you'll learn the impact of corporate politics in the workplace.
You'll also learn;
• The root causes of workplace politics within teams
• Key strategies to effectively navigate workplace politics
• Your role as a leader in managing corporate politics in the organisation.
Cracking the Business Communication Code.pptxWorkforce Group
Communication is critical in everyday communication, and this translates into the workplace. Be it verbal, non-verbal or written communication, effective communication is essential to the success of your business venture.
Effective communication affects processes, efficiency and productivity, and while it may seem like an intangible skill, developing proper communication guidelines and strategies is important to foster inclusivity and a healthy workplace culture.
Of course, business communication is held to a higher standard than everyday communication; as such, the consequences of misunderstandings are weighty. How, then, do you improve communication skills and processes in the workplace?
In this deck, you’ll learn the impact of effective business communication on business results and goals.
You’ll also learn
· The major challenges that effective business communication can solve.
· Barriers that affect effective communication.
· 7C’s of effective business communication
· Key ways to implement effective business communication
These two opposite concepts are not just personality traits among employees; they are general outlooks that influence how they approach tasks and perceive the world. You may have noticed that some employees are enthusiastic about work while others show an indifferent, casual or negative disposition.
However, understanding how to balance these contrasting perspectives is important for your team to cultivate a more positive outlook, increase collaboration and drive business growth.
Ultimately, the goal is to be flexible and ensure the right balance to create a notable impact on work performance.
In this deck, you will gain insights into the intricacies of both mindsets.
You’ll also learn
•The significant differences between both mindsets
•How to ensure collaboration between optimistic and pessimistic personalities
•How to strike a balance for productivity and growth.
Despite the increased demand on businesses from clients and customers alike, many organisations remain in the dark on the significance of workplace innovation as the most important aspect of a business.
Innovation is the pillar of creativity and invention for a successful business, ensuring the improvement of services, products, processes or results that stand out in the marketplace and drives business growth.
As a result, business leaders must prioritise creating an environment that provides employees opportunities to be creative and develop their forward-thinking capacities. Your organisation must constantly stay innovative if you want to remain competitive and profitable.
In this deck, you will learn the importance of innovation to your business success.
You will also learn,
•What an innovative workplace entails
•How to drive workplace innovation in your organisation
•Simple, yet exciting ways to reward innovative employees
Cracking the Learning Management System Code.pptxWorkforce Group
In today's learning landscape, the Learning Management System (LMS) plays a critical role in enhancing the learning process for employees, business leaders and senior executives looking to upskill or gain knowledge to remain relevant and sustain a competitive advantage.
Mastery of the LMS can be a game-changer as it empowers educators to design captivating courses to engage learners through interactive content, quizzes, and multimedia resources. Among the several benefits of this deck, it allows learners to access course materials, quizzes, and assignments regardless of location and time.
In this deck, you will learn the importance of an LMS as a tool in today's digital revolution.
You will also learn...
What a Learning Management System (LMS) is?
Reasons why your organisation needs an LMS.
Why it will benefit your organisation.
Cracking the Accountability Vs Responsibility Code Main .pptxWorkforce Group
We live in a time where improved productivity and business results are critical for organisations to succeed. As such, the importance of Responsibility and Accountability for managers and their teams cannot be overstated.
When your employees don’t have enough responsibilities or feel the need to be accountable for their actions, business results will be affected, and the organisation will suffer. On the other hand, the wrong balance between accountability and too many responsibilities can also yield negative impacts.
In this deck, you will understand the meaning of these fundamental terms and how to achieve remarkable results by effectively embracing these two concepts.
You will also learn
•Significant differences between Responsibility and Accountability
•Benefits of both actions of your organisation
•Most effective ways to build Responsibility and Accountability in the workplace.
Are challenging conversations causing unnecessary stress and discomfort? Imagine being able to navigate these tough discussions with confidence and poise, fostering understanding and cooperation.
Difficult conversations are an inevitable part of life, both personally and professionally. Whether you’re dealing with conflicts, delivering constructive feedback, or addressing sensitive topics, mastering the art of communication can turn these challenges into opportunities for growth.
In this deck, you will understand the importance of having difficult conversations.
You will also learn,
• Sources of difficult conversations at the workplace
• Negative and positive outcomes of difficult conversations
• How to manage a difficult conversation
• Tips for business leaders to navigate a difficult conversation
The right employees with the ownership mentality remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape.
An ownership mentality is the conviction that one is responsible for the standard and result of their own labour.
Encouragement of this mindset among teams and individuals within the workplace can help to foster a culture where everyone feels valued for their efforts and is dedicated to the success of the company.
When imbibed, this mentality can increase employees' sense of commitment to their jobs in your organisation. They are not simply cogs in the machine, but rather partners in the success of the organisation. They are motivated to go the extra mile, take initiative, and solve problems creatively.
In this deck, you will learn how to help your organisation remain profitable and stay competitive with individuals with the right mindset – An ownership mentality.
You’ll also learn,
• How imbibing the ownership mentality can benefit your employees
• How your role as a business leader can foster an ownership mentality
• Ways to engender the ownership mentality among employees
• The impact of the ownership mentality on your employees and the overall welfare of your organisation.
Forward-thinking organisations are constantly on the lookout for the right leaders to help drive growth and stay competitive.
To stay top of the mind means having the right leader at the helm of affairs. It doesn’t matter the depth of your investment, with the wrong set of leaders,your organisation will struggle.
You sure want a leader that can inspire employees and serve as a rallying point.
The right leadership remains the fail-proof for organisations looking to scale the many hurdles inherent to the business landscape. Therefore, securing the right leadership for your organisation is imperative.
In this deck, you will learn how to help your organisation to scale and remain competitive with the right leadership.
You’ll also learn,
• What today’s leadership entails
• What it means to be a Collaborative leader
• Six reasons to adopt a Collaborative leadership style
• The benefits of Collaborative leadership to your organisation
The most prosperous organisations in recent years have carefully redirected their resources to concentrate on essential business operations.
A different approach to running your organisation will ultimately result in underutilising your resources, counterproductive behaviour, and uneven business growth.
The ability to recognise the crucial areas for their expansion and profitability and how they direct the appropriate resources there distinguishes the top organisations.
These organisations deliberately make sure they achieve their business objectives by outsourcing their labour needs to manpower-outsourcing professionals who share their values and vision.
In this deck, you will learn how your business can benefit from manpower outsourcing and how it can serve your business better.
You will also learn;
1. The benefits of manpower outsourcing.
2. Methods to get the right manpower outsourcing service provider.
3. Tailored strategies to apply when searching for a manpower outsourcing service provider.
4. Recommendations for manpower outsourcing.
Cracking The Talent Attraction and Retention CodeWorkforce Group
The quality of your talent plays a pivotal role in determining your company’s success. It is not enough to have a great vision and killer strategies; without the right people in the right positions, your progress will be limited.
Hiring and retaining top talent must be a top priority for your organisation if you want to thrive in your field.
The most successful companies and organisations worldwide understand the importance of having the right people on board even before formulating their strategies. They recognise that their plans and aspirations are unlikely to materialise without a skilled and capable workforce.
These companies prioritise talent acquisition and retention as a fundamental aspect of their business strategy.
In this deck, you’ll learn why attracting and retaining exceptional talent is the foundation for achieving their strategic goals and ensuring long-term success.
You’ll also learn;
1. The strategic importance of hiring and retaining top talent in today’s business world
2. The knowledge and skills necessary to prioritise talent acquisition and retention for organisational success
3. How to create a talent-centric organisational culture
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
4. GraduateTrainee Programme Vs Internship
Graduate trainee programmes are brought
into effect by large corporations. They invest
thousands in recruiting graduates that have
demonstrated outstanding academic results
and have minimal to no working experience.
Graduate trainee programmes also bridge the
gap and impart skills to help candidates join
the organisation. In addition, they are a way
to fast-track leadership and growth in a
structured programme.
An internship is an opportunity to gain
experience in a relevant field while still
studying. An organisation often offer
internships to students from the first year to the
last year of varsity.
However, some internships are dependent on
qualifications. Notably, employment after the
internship is possible but not guaranteed.
VS
GraduateTrainee Internship
6. STEP 1: Attracting the RightTalent
The very first stage of the process is getting your job vacancies out there in
a way that will reach graduate trainees and get them excited about what
you have to offer.
The younger generation tends to go about job search differently than more
experienced workers, so you must consider their habits and preferences.
Here are some ways to get your vacancies in front of graduate trainees:
01
• Decide what type of employer you are: employers are better, different, or pay more.
Then, determine where you fit amidst your competitors to allow you to focus your
communication.
• Review the content of your adverts: When graduate trainees read your vacancies,
they’ll quickly decide whether or not the role is for them.Consequently, it would be
best if you used appropriate language congruent with your offer.
Read more:Top Assessment Tools for Recruitment and Selection of GraduateTalent
7. STEP 2: The Application process
The interview stage will be new and very daunting for most young graduates.
If you want to enable them to perform to the best of their ability, try taking the
following steps:
02
• Online application form: As an employer of labour, the first process is
determining the right platform to host your job vacancy.You may require the
applicant to submit a resume, cover letter, NYSC discharge certificate and
academic transcript.This information determines their eligibility for the
programme and roles.
• Online assessment: Eligible applicants are then invited to complete an online
aptitude assessment.Tests will likely be multiple-choice or gamified scenarios
and are used to predict future performance.You can also include values testing
to ensure long-term engagement and satisfaction.
8. STEP 3: Interview and/or AssessmentCentres
After applications, there’s always an interview of some sort. However, with
tech advancements, most employers are offering alternatives to face-to-
face interviews, like via phone or video (skype) or pre-recorded video.
Below are some interview types that can be adopted:
03
• Online interview: A phone screen is a brief job interview that occurs over the
phone between a recruiter on a company’s talent acquisition team and a
graduate trainee. Usually, it lasts between 15 and 30 minutes. Its central role
is to determine if the candidate is a good fit for the position, and it is one of
the first steps in the hiring process. If deemed well-suited to the role, the
interviewee will then progress through to the remaining interview steps..
Click here: How to Design and Execute GraduateTrainee and ManagementTrainee Programmes that Deliver Top
Talent
9. STEP 3: Interview and/or AssessmentCentres
03
• Face-to-face interviews:These interviews (sometimes with a panel) are
usually the final step in the recruitment process!A meet and greet with the
selected candidates.The candidates must answer questions about their
skills and experiences and why they’re applying for that role with your
organisation.
• Assessment centres: Depending on the size of the program and the
number of roles on offer, you may use assessment centres to help manage
volume recruitment.Assessment centres usually involve group problem-
solving, speed interviews (1:1), and possibly a written component.The best
ACs will involve your potential manager and colleagues in the sessions, so
make a good impression.Assessment centres or assessment days are a
regular feature of the recruitment process for a graduate trainee.
Employers bring together a group of candidates to complete a series of
exercises, tests and interviews.These exercises evaluate a candidate’s
suitability for a graduate job within the organisation.
10. STEP 4:The selection process
The ideal scenario is that after all the planning, research, assessments
and interviews, standout individuals will be perfect for the roles in
question.
This selection stage is where recruiters and hiring managers gather to
review applications and assess performance against the requirements
of each role.
The recruiter collates and reviews all assessments to inform final
decision-making on the candidates most suited to the programmes.
The selection committee then decides based on the Assessments &
Interview stage outcomes and business needs.
04
Read more: GraduateTalent in Nigeria: Unpacking the Hidden Cost of Recruitment
11. STEP 5: Background check
Most businesses put much effort into ensuring that they portray high
standards. As a result, when the need arises to make a hire, they move
swiftly to ensure that they retain their standard.The irony is that all
employees and applicants add to business and security risks. Some of these
applicants can consequently pose a problem to your business, causing high
standards to fall.
One effective way to protect your business from potential employee issues
is to conduct a background check on applicants.A background check is a
scrutiny of an applicant's history based on specifications determined by a
prospective employer.
A background check usually coversAcademicQualificationVerification,
Previous EmploymentVerification,Guarantors/RefereesVerification,
AddressVerification, NYSC CertificateVerification, and Criminal Record
Verification.
05
12. STEP 6: The Onboarding Process
A detailed onboarding process will ensure the new hires go through proper
education on how to handle their roles adequately.
When you hire a recent graduate, the onboarding process will be slightly different
when compared to an employee who already has work experience.These
employees are making a massive transition from college to work, so you have to
help them handle it as smoothly as possible by doing the following:
06
• Provide All Needed Educational Materials: During the first stage of the onboarding
process, the new employees must learn about the organisation’s history, goals, and
culture.
• EncourageThem to Ask Questions: When recent graduate gets their first job, they
want to impress.Therefore, they will act like they understand everything, and that
attitude may lead to miscommunication.That’s why you must encourage questions
and lots of them!
Read more: How Hiring and Onboarding Impacts Employee Engagement & the Bottom Line
13. STEP 6: The Onboarding Process
06
• Implement a mentoring programme: Starting a new role is daunting at the best
of times, but it can be even more so for graduates. Providing a mentor for those
first few months can go a long way in helping new grads settle into the workplace,
giving them a person that can answer ‘dumb questions that they might not be
comfortable asking their direct manager. Mentorship can also encourage a sense of
community, helping welcome new team members. Finally, a familiar face can go a
long way in making a work environment more comfortable.
• Invest in video: Millennials are the video generation, with the average person
watching 1.5 hours of video daily. So, invest in creating an orientation video
covering your company’s history, current structure and culture, office instructions,
tips, and tricks for their first few weeks – maybe a suggestion of where to grab
lunch?This means you won’t have to repeat yourself with every new starter, and it
ensures the messaging is consistent. It also allows the graduate trainee to take
notes in their own time, pausing where needed and freeing them up to focus on
other things.
14. Sources of Recruiting Graduate
Trainee in Nigeria
In Nigeria, the primary source of recruiting graduate trainees are;
1. Recruitment and outsourcing firms: Depending on your organisation’s
needs, you may require the help of a recruiting agency.A recruiting agency
likeWorkforce Group can be cost-effective options for finding top
candidates from wider talent pools or to find heavily sought-after
candidates in more specialised industries
2. Social media: LinkedIn, Google+, Facebook, andTwitter, among
others—these social media networks are key recruiting sources.
Nowadays, most candidates are on one or all of these networks, making
them a perfect place to promote your job openings.Yet social media is not
just for posting jobs; it also offers an opportunity for a conversation.
Read more: GraduateTrainee Recruitment
15. Sources of Recruiting Graduate
Trainee in Nigeria
3. Recruitment sites: Perhaps one of the leading recruitment
sources, recruitment websites have grown thanks to the ease
of online job searches.Think of where your talent pool would
go to find a job.
4. Career Fairs: Having a company presence at career fairs puts
you in the centre of a pool of candidates.This works better if
you’re looking for candidates with a specific skill set—like
software development or graphic design—as industry-specific
career fairs tend to yield more potential candidates.
5. Newspapers: Although they’re old school, print job ads are
still playing a role in the recruiting scene, especially
considering the papers’ online presence. Depending on the
job and the industry, more of the candidates you’re looking
for may rely on print job ads when searching for openings.
16. The opportunities and experience employees
gain from working at your company are priceless
to a recent graduate.Graduates will value
opportunity and responsibility as much as a
competitive salary and will be willing to make
sacrifices financially. Generally, graduates will
begin on lower salaries than experienced hires,
but their potential value to the company is
unlimited.
2. Solid Business Model
A strong graduate programme is a great way to
introduce new employees to a long-term,
successful and structured career development
scheme for your business.This will be good for your
overall business model and help structure your
employees' progression. In addition, investing time
in your employees from a graduate level will help
improve staff retention rates and the development
of your organisation as a whole.
1. Graduate programme are an
affordable hiring option
Benefits of graduate trainee programme for your organisation
Read more: Case Study:TopTalent GraduateTrainee Programme
17. Graduates want responsibility, and the
opportunity to present and execute their ideas
could be invaluable to your business when you
are trying to grow your business. Graduate
programmes are a brilliant way to attract the
best graduates in Nigeria. Developing a solid and
well-planned graduate scheme will assist you in
increasing your business potential and attracting
the best candidates to help your organisation
grow.
3. Fresh perspectives and innovation
Graduates will have a fresh and innovative
perspective, which can be invaluable to your
company, especially if they have a better idea of
your market audience. Graduate employees are
likely to question how things work, offer solutions,
and be proactive in their suggestions. Because they
haven’t already been acclimatized to the company
culture, they may be able to spot flaws and improve
processes in your company.
4. Opportunity to grow your
business
Benefits of graduate trainee programme for your organisation
18. Diversity in the workplace is essential for
your company to obtain different
perspectives, attitudes, and qualities. A
diverse team will bring varied talents and
ideas to improve productivity and give
your company a competitive edge.Your
graduate program will automatically
provide you with the benefits of hiring
junior staff and obtaining talent from
various degrees and backgrounds.
6. Company Value
A successful graduate trainee programme will be a
great way to brand your organisation. If you know
how to build a successful graduate trainee scheme,
then it will add value to your organisation. Students
looking for jobs will be aware of the benefits of a
graduate scheme, middle-level employees will
know they have motivated talent to work with, and
senior staff can explore the graduate scheme for
excellence and career development.
5. Diversified workforce
Benefits of graduate trainee programme for your organisation
Read more: CurrentTrends in the Recruitment Landscape in Nigeria and the West African Region
19. The wrong hire can cost an employer significant loss in terms of time and
money and also erode company culture.
Fortunately, businesses can prevent the costs associated with poor hiring
decisions by recognising the challenges at different steps of the talent
acquisition process and implementing a pre-hire assessment solution that
addresses each.
AtWorkforce Group, we believe that when used correctly and effectively,
assessments can help with much more than just selecting the right
graduate trainees; they can also support employee competency
development and ongoing career management.
By using our assessment center solutions to evaluate your top candidate,
you can avoid the frustration of having the wrong graduate trainees.
HowTo AvoidWrong Hire
20. Attracting and recruiting young graduate is something that businesses and
society as a whole could benefit from greatly. By taking action in the key
areas outlined in this deck, you can take positive steps towards finding and
keeping the talent that will drive your business forward.
If you feel that you need a helping hand, Workforce Group can assist you in
managing the process, from reaching out to the right graduate trainee for
your roles to selecting the best candidates.
Send us an email to hello@workforcegroup.com.
Scale the advantage…
23. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing
24. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria