This document provides an overview and tips for recruiting and hiring. It discusses the steps in the hiring process including preparation, screening candidates, conducting interviews, and making a selection. Interview questions should focus on assessing competencies and past behaviors. Social media can provide information but also risks of discrimination. Proper preparation, consistent evaluation criteria, and checking references are emphasized.
Managing Performance Using Job Descriptions AlphaStaff
Job descriptions are an essential tool for every employer. They can and should be used in all aspects of the employment relationship, including recruiting, hiring, performance management, discipline and separation. Doing so improves morale and helps employers defend discrimination, retaliation and other legal claims.
Presented by Jackson Lewis.
Attracting Top Talent: How To Prepare Your Job Descriptions To Fuel Your Recr...HRTMS
Do your recruiters have the most accurate job descriptions at their fingertips when they create new job postings? Or do they cut/paste and invent new ones just to meet daily demands and deadlines? An accurate job description is essential in attracting the ideal candidate. Wouldn’t it be great if a well-written and complete repository of job descriptions could integrate directly with your recruiting software? Join us as Mitch Stephens discusses how you can help attract the right talent and avoid costly hiring mistakes.
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical – non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection – transfusion therapies, processing systems
Infusion Pumps – IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID
Renal – peritoneal, kidney dialysis, hemodailysis, CRRT
Software – medical imaging, blood analyzers
Biomedical – preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.
A structured process results in high quality management decisions about leadership development, succession, and career planning. The business benefits from better leaders and greater employee motivation which means improved retention of key talent and a lower cost of turnover.
Managing Performance Using Job Descriptions AlphaStaff
Job descriptions are an essential tool for every employer. They can and should be used in all aspects of the employment relationship, including recruiting, hiring, performance management, discipline and separation. Doing so improves morale and helps employers defend discrimination, retaliation and other legal claims.
Presented by Jackson Lewis.
Attracting Top Talent: How To Prepare Your Job Descriptions To Fuel Your Recr...HRTMS
Do your recruiters have the most accurate job descriptions at their fingertips when they create new job postings? Or do they cut/paste and invent new ones just to meet daily demands and deadlines? An accurate job description is essential in attracting the ideal candidate. Wouldn’t it be great if a well-written and complete repository of job descriptions could integrate directly with your recruiting software? Join us as Mitch Stephens discusses how you can help attract the right talent and avoid costly hiring mistakes.
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical – non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection – transfusion therapies, processing systems
Infusion Pumps – IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID
Renal – peritoneal, kidney dialysis, hemodailysis, CRRT
Software – medical imaging, blood analyzers
Biomedical – preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.
A structured process results in high quality management decisions about leadership development, succession, and career planning. The business benefits from better leaders and greater employee motivation which means improved retention of key talent and a lower cost of turnover.
Get ready for 2014 solve the talent management equation with job competenciesHuman Capital Media
In a 2012 Bersin and Associates research paper, only 6 percent of HR teams rated themselves “excellent” in data analysis, while 56 percent rated themselves “poor." In school we all learn standard notation for math and how to solve equations, but we don't have that in talent management. We don't have it as a broad standard and we probably don't even define what our own internal "standard notation" is. While there is a wealth of data residing within the organization that might help us better define what "good" looks like and how to get there, elements like job descriptions or core and leadership competencies are not defining quantitative elements of our equation that align with the business side of our equation.
In this session, we will:
Review the challenges in defining talent management.
Discuss the elements in the talent management equation.
Describe how a job competency framework can balance the two sides of the equation.
Review three steps to implementing a framework to making sense of the data
Performance Management For Your Human CapitalAlcott HR
In this well received webinar we will discuss the building blocks of performance management including the importance of defining expectations through job descriptions, policies and performance reviews. You will learn how to properly counsel and discipline employees, as well as when and how to terminate employment if necessary.
Best Practices for Creating and Maintaining Job DescriptionsHuman Capital Media
Did you know that job descriptions form the critical foundation for all your talent assessment processes? In this video with senior talent management consultant Gordon Medlock, learn how you can more easily and effectively create and manage job descriptions and use them as the foundation for your strategic talent management programs. Areas covered will include:
What content goes into a good job description?
Organizations often wonder what to include in their job descriptions. Learn the essential contents and best practices from an experienced pro.
How do you convert lengthy tasks lists into concise job accountability statements?
Free yourself from lengthy task lists that are difficult to create, maintain and use. Medlock explains how to create richly detailed job descriptions that are concise and effective.
What's involved in a project to upgrade job descriptions?
Where do you start? What resources do you need? And how do you get buy-in and funding from your leadership?
In this session, you’ll learn:
- Why your organization needs concise job descriptions.
- How to create and automate your job descriptions using the Halogen Job Description Builder.
- How to upgrade job descriptions across your organization (where do you start, what do you need, etc.).
- How to maintain your job descriptions over time.
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Get ready for 2014 solve the talent management equation with job competenciesHuman Capital Media
In a 2012 Bersin and Associates research paper, only 6 percent of HR teams rated themselves “excellent” in data analysis, while 56 percent rated themselves “poor." In school we all learn standard notation for math and how to solve equations, but we don't have that in talent management. We don't have it as a broad standard and we probably don't even define what our own internal "standard notation" is. While there is a wealth of data residing within the organization that might help us better define what "good" looks like and how to get there, elements like job descriptions or core and leadership competencies are not defining quantitative elements of our equation that align with the business side of our equation.
In this session, we will:
Review the challenges in defining talent management.
Discuss the elements in the talent management equation.
Describe how a job competency framework can balance the two sides of the equation.
Review three steps to implementing a framework to making sense of the data
Performance Management For Your Human CapitalAlcott HR
In this well received webinar we will discuss the building blocks of performance management including the importance of defining expectations through job descriptions, policies and performance reviews. You will learn how to properly counsel and discipline employees, as well as when and how to terminate employment if necessary.
Best Practices for Creating and Maintaining Job DescriptionsHuman Capital Media
Did you know that job descriptions form the critical foundation for all your talent assessment processes? In this video with senior talent management consultant Gordon Medlock, learn how you can more easily and effectively create and manage job descriptions and use them as the foundation for your strategic talent management programs. Areas covered will include:
What content goes into a good job description?
Organizations often wonder what to include in their job descriptions. Learn the essential contents and best practices from an experienced pro.
How do you convert lengthy tasks lists into concise job accountability statements?
Free yourself from lengthy task lists that are difficult to create, maintain and use. Medlock explains how to create richly detailed job descriptions that are concise and effective.
What's involved in a project to upgrade job descriptions?
Where do you start? What resources do you need? And how do you get buy-in and funding from your leadership?
In this session, you’ll learn:
- Why your organization needs concise job descriptions.
- How to create and automate your job descriptions using the Halogen Job Description Builder.
- How to upgrade job descriptions across your organization (where do you start, what do you need, etc.).
- How to maintain your job descriptions over time.
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
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Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
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LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
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In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
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/
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Recruiting and Hiring — Practical Tips and Techniques
1. Recruiting and Hiring:
Practical Tips and Techniques
Presented by:
Dawn Davidson Drantch, Esq., In-House Counsel
&
Bob Chanin, MBA, Director of Human Resources