During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent Management in Year 2020: Deloitte StudySaba Software
Bersin by Deloitte Study about the world of work in the year 2020.
What will work look like when millennials take over the workforce? How will we manage our talent differently in the near future?
Here we look at the challenges for talent managers in addressing a multi-generational workforce. What changes might HR professionals face in attaining, developing, engaging, retaining and rewarding the employees in their workforce at the end of the decade?
In this presentation, Dr. Katherine Jones, Deloitte Consulting LLP, will cover some myths and realities about the populations entering the workforce today with considerations on what that may mean for the entire workforce by the year 2020.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
HR Strategy: It's Easier Than You ThinkBen Eubanks
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
Hr Transformation Roadmap- Aligning with the Business Commercial AgendaChazey Partners
HR touches every aspect of operations and is valued as a critical enabler of business strategy. However, it still struggles with being weighed down by administrative tasks and not having enough bandwidth to drive the kind of added value business operations increasingly demand. As organizations complement a push towards more efficient processes with deploying more effective talent solutions, HR is as much under the spotlight as any other function. This article shares tips on how to structure your HR so that it has a real impact on successful business outcomes.
HR Strategy: It's Easier Than You ThinkBen Eubanks
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
In the published Slideshare we talk about ways that could help in keeping the employees happy, which in turn would result in organizational growth.
Read more interesting content, at www.thecareermuse.co.in - We intend to inform and inspire recruiters, job seekers and anyone with an interest in the workplace and HR technology.
Hope you enjoyed reading the Infographic.
Feel free to share your feedback with us at @CareerBuilderIn
With 2016 upon us, it’s time to make sure you’re preparing for the challenges that lie ahead in the ever-competitive tech recruiting space.
In this on-demand webinar, Stacy Zapar, an 18-year recruiting veteran and top industry advisor, shares her tips and tricks you need to know NOW to work better, faster and smarter, including:
- Sourcing tools and techniques that get tech pros to respond
- Employer branding strategies to attract the best and the brightest
- Crowd-sourcing techniques to boost your team’s recruiting results
The story of how jobs have evolved over history and what change is coming with the new generation of work style. Work is changing and so is the work force.
I envision a future where people are treated as people and companies understand their aspirations and help them find purpose. No burnouts, no corporate politics.. everybody has a defined place in the society where they feel fulfilled and happy.
Factors that Affect Organizational CultureSlideShop.com
Culture is an important determinant of organizational success. In this presentation, we discussed what factors contribute to organizational culture. We also included practical examples to clearly illustrate our ideas.
More themed slides: https://slideshop.com/Themed-Slides
As the war for top talent is at an all-time high, our need for capable teammates to lighten our load has hit the "yesterday is too late" warning level, and our own desire to get much more out of our career trajectories is somewhere between red and white-hot, a simple question is rarely answered correctly: what are we to do to find the right people and to stand out ourselves?
While the traditional resume has been enhanced by better design techniques (infographics! Presi! personal websites!) and smartly maintained social presences, these mediums can (still) be too easily manipulated in the applicant's favor—just like that supposedly objective reference call that gets made in the final stages of most hiring decisions.
The answer to finding the right talent and / or positioning ourselves better therefore can't be digital, analog, or even external. Rather, it comes down to one simple thing truth: professional excellence. Either you have it, or you need to work hard to achieve it.
This presentation contains practical, next-level tips to help you become the best version of your professional self (for job seekers) and help you better vett talent (for job hirers). Come away armed with the tactics you need to grow and nurture your skills, deliver world class work product, earn trust and respect, successfully collaborate, and generally take your game up a notch so you advance your career.
10 Leadership Lessons I Wish I Learned In My 20'sTodd Wilms
Here are 10 Leadership Lessons I wish I had learned in my 20's. While we all would benefit from a second bite of the apple, here are 10 that help me shape my future, not regret my past.
Презентация высокого полета экспресс курсWebinar.ru
Тренер-консультант, Режиссер Презентаций, преподаватель Вебинар-Академии Глеб Шулишов расскажет, что такое презентация для вебинаров, обозначит ее структуру, стиль и особенности.
In the past, careers were stable, linear and singular. People chose one path and pursued it over the course of their lives from college to retirement. In our modern age of technology driven exponential change - this model no longer works.
Careers are now complex, fragmented, specialized, collaborative and ever evolving. More often than not, our work life will be made up of a portfolio of micro-careers.
This presentation will show you a snapshot of 20 careers that will likely come of age in the next 10 years. Some of these jobs exist now, but will come into greater demand soon. Others do not exist yet, but through our daily scanning of future fringe signals we see strong potential in their emergence.
Вопрос корректности оформления кадровых документов — один из самых важных при фиксировании отношений между сотрудником и компанией. Если документы оформлены небрежно и вне рамок законодательства, то организация подвергает себя риску быть привлеченной к суду, и проиграть этот суд.
Сайт проекта: http://hredu.ru
Facebook: http://facebook.com/hreduru
LinkedIn: https://www.linkedin.com/company/hredu-ru/
Технологии набора, обучения и адаптации персонала. HR-фишки и секреты. Курочк...metrosphera
Технологии набора, обучения и адаптации персонала. HR-фишки и секреты. Курочкина Юлия, руководитель службы персонала АН «Дан-Инвест» (Челябинск).
X Камский Форум профессионалов рынка недвижимости
На самом деле тренинг по прямому поиску, но заголовок "Тренинг по хедхантингу" привлечет больше внимания :)
И да, я знаю, что Хедхантинг - это переманивание конкретных людей, фамилии и имена которые известны рекрутеру.
17 декабря, HR Workshop от FriendWork Recruiter, «Автоматизация рекрутинга: новые возможности в период кризиса», Александр Красс (FriendWork Recruiter)
5. Как собрать сильную команду
Штатный HR
РИСКИ
Кадровое агентство
Самостоятельный
поиск
Комбинированный
• Простота коммуникации
• Фиксированный оклад
• Гарантия качества
• Определённый срок
закрытия
• Распоряжение бюджетом
по ситуации
• Расчет трудозатрат
• Высокие управленческие
расходы
• Поиск опытного
специалиста
• Время руководителя
• Не качественный результат
• Субъективная оценка
• Внезапное увольнение
•
• Потеря денег
• Финальный кандидат не
соответствует требованиям
• Ошибка выбора
• Срыв сроков
• Потеря денег
• Потеря времени
МИНУСЫПЛЮСЫ
• Нет контроля исполнителя
• Дорого
• Не удовлетворительный
результат
• Задержка сроков
• Дешево
• Легко контролировать
исполнителя
6. Подходы к работе с персоналом
АЗИАТСКИЙЕВРОПЕЙСКИЙ
ПЛЮСЫ
• Стандартизация
• Быстрый поиск
ПЛЮСЫ
• Высокая лояльность
сотрудников
• Самореализация в компании
МИНУСЫ
• Формальное отношение
к работе
• Риск непредвиденного
увольнения
МИНУСЫ
• Сложный выбор
• Долгое обучение
7. Формирование пула вакансий
ШАГ 1 Планирование
ШАГ 2 Аудит текущей ситуации
ШАГ 3 Определение актуальных вакансий
ШАГ 4 Подбор персонала
8. Ошибки при подборе персонала
1 Не понимание основных требований, обязанностей и условий
ВСЕ КРОМЕ HR ЗАНИМАЮТСЯ ПОДБОРОМ ПЕРСОНАЛА
2 Нет модели компетенций
3 Неверное использование инструментов поиска
14. Воронка подбора персонала
Пригласили
Пришли
2 этап
собеседования
ВРЕМЯ НЕОБХОДИМОЕ ДЛЯ ПРИГЛАШЕНИЯ 10 КАНДИДАТОВ
ВРЕМЯ ЗАТРАЧЕННОЕ НА ПРОВЕДЕНИЕ СОБЕСЕДОВАНИЙ (ПРИШЛИ + 2 ЭТАП СОБЕСЕДОВАНИЙ)
Линейный персонал
10 чел.
7 чел.
1-2 чел.
Sale management
10 чел.
5 чел.
1 чел.
Массовый персонал
10 чел.
2 чел.
0-1 чел.
ТОП персонал
10 чел.
8 чел.
3 чел.
Пн СрВт Чт Пт Пн СрВт ПнПн СрВт
Пн Ср ПнПн СрВт Пн Вт
15. Типы проведения интервью
* Или другие программы для конференц-связи
Массовое Индивидуальное 2 этап
собеседования Skype *
ТОП
Линейный
персонал
Sale
Call-центр
Склад, клининг
16. Методы проведения интервью
«Кейс»
«Представьте себе,
что Вы опаздываете
на работу. Ваши
действия?»
Проективное
«Допустим, Ваш коллега
опаздывает на работу.
Как вы думаете, что ему
нужно сделать?»
По компетенциям
«Вспомните случай, когда
вы опаздывали на работу.
Что Вы делали?»
Стресс
«Как Вы поступаете,
когда ОБЫЧНО опаздываете
на работу»
18. Подписание
соглашений
Заключение
договора
Алгоритм оформления сотрудника на работу
Обязательные
Паспорт
Военный билет (приписное свидетельство)
Трудовая книжка
СНИЛС
Сбор документовПроверка
по СБ
Дополнительные
Документы об образовании
Сертификаты и награды
Свидетельство о браке и рождении детей
ИНН
19. Подписание
соглашенийЗаключение договораСбор
документов
Алгоритм оформления сотрудника на работу
Трудовой договор юридически оформляет взаимные
права и обязанности участников трудовых
отношений.
Трудовой договор составляется в двух экземплярах.
Если Вы планируете заключать с кандидатом
долгосрочные трудовые отношения, то следует
оформить трудовой договор.
Проверка
по СБ
23. Аттестация
1. Основной блок
( сфера деятельности
компании)
2. Специализация
3. Практическое задание
1. После испытательного срока
2. В связи с перемещением
3. Очередная аттестация
1. Создание аттестационной
комиссии
2. По итогам заполнения
оценочного листа и
протокола
3. Принятие решения об
аттестации
включаетЧТО проводитьКАК проводитьКОГДА
25. Формат работы с нами
Подбор и обучение HR-менеджера Подбор специалистов под Ваш запрос
• Sale manager
• Руководитель отдела продаж
• Руководитель отдела закупок
• Директор по продажам
• Коммерческий директор
• Аккаунт менеджер
• Системный аналитик
• IT-тестировщик
• Web-программист
• UX разработчик
• HTML верстальщик
• Специалист БД
• Интернет маркетолог
• Главный бухгалтер
• Бухгалтер на участок
• Финансовый директор
• Финансовый менеджер
• 1С специалист
• Маркетолог
• Web-аналитик
• CMM менеджер
• SEO специалист
• PR менеджер
• Дизайнер
• Арт-директор
• Креативный директор
• Подбор специалиста
• Обучение основам подбора персонала под профиль Вашей компании
• Написание скриптов (телефонное интервью, приглашение на встречу)
• Разработка структуры собеседования под профиль компании
• Обучение основам кадрового делопроизводства
• Обучение основам адаптации, мотивации, аттестации в компании
• Ведение специалистов в течении 3 месяцев
И ЕЩЕ БОЛЕЕ 100 ВАКАНСИЙ
