Jennifer Seith & Leigh-Margaret Stull tell us how recruiting has evolved because of friction and the top 3 reasons friction is hurting your hiring goals.
How CareerBuilder Uses Innovation to Solve Talent Acquisition ProblemsCareerBuilder
Scott Helmes introduces us to CareerBuilder's experts on talent acquisition and the innovations they are creating to solve the industry's biggest problems.
The document discusses top trends in the world of work and how new recruitment needs are driving technology advances. It outlines several key trends, including declining workforce participation rates that will return to 1977 levels by 2022. It also discusses the growing freelance workforce and evolving roles of both recruiters and candidates. New technologies like artificial intelligence, automation, enhanced applicant tracking systems, and voice assistants are changing the recruitment landscape. The future of work is shifting towards a growing gig economy with more temporary and freelance jobs.
7 Trends Impacting Your Staffing Firm in 2018 and BeyondCareerBuilder
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
How Manual vs. Tech-Driven Is Your HCM Strategy?CareerBuilder
The document discusses how companies transition from manual to more tech-driven human capital management (HCM) strategies. It notes that the path of transition is consistent, beginning with core HR functions and moving to areas like recruiting, talent management, and payroll over time. The document also examines differences between small-to-midsize businesses and large enterprises in their HCM needs and capabilities. Finally, it provides recommendations for priorities in adopting new HCM technologies and evolving HCM strategies to fully leverage available tools.
The document discusses top talent acquisition trends that leaders should focus on in 2018. These include:
1. Talent discovery using machine learning to match talented candidates to opportunities.
2. Implementing multi-channel communication strategies like phone, email, text, and messaging to engage candidates.
3. Understanding how a company's job schema and application process impacts search engine results and candidate experience.
4. The impact of intelligent automation and AI on sourcing functions and how these technologies are replacing some sourcing roles.
5. Increasing the use of metrics to prove recruitment's value through measurements of activity, source of hire, cost per hire, and other factors.
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
How CareerBuilder Uses Innovation to Solve Talent Acquisition ProblemsCareerBuilder
Scott Helmes introduces us to CareerBuilder's experts on talent acquisition and the innovations they are creating to solve the industry's biggest problems.
The document discusses top trends in the world of work and how new recruitment needs are driving technology advances. It outlines several key trends, including declining workforce participation rates that will return to 1977 levels by 2022. It also discusses the growing freelance workforce and evolving roles of both recruiters and candidates. New technologies like artificial intelligence, automation, enhanced applicant tracking systems, and voice assistants are changing the recruitment landscape. The future of work is shifting towards a growing gig economy with more temporary and freelance jobs.
7 Trends Impacting Your Staffing Firm in 2018 and BeyondCareerBuilder
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
How Manual vs. Tech-Driven Is Your HCM Strategy?CareerBuilder
The document discusses how companies transition from manual to more tech-driven human capital management (HCM) strategies. It notes that the path of transition is consistent, beginning with core HR functions and moving to areas like recruiting, talent management, and payroll over time. The document also examines differences between small-to-midsize businesses and large enterprises in their HCM needs and capabilities. Finally, it provides recommendations for priorities in adopting new HCM technologies and evolving HCM strategies to fully leverage available tools.
The document discusses top talent acquisition trends that leaders should focus on in 2018. These include:
1. Talent discovery using machine learning to match talented candidates to opportunities.
2. Implementing multi-channel communication strategies like phone, email, text, and messaging to engage candidates.
3. Understanding how a company's job schema and application process impacts search engine results and candidate experience.
4. The impact of intelligent automation and AI on sourcing functions and how these technologies are replacing some sourcing roles.
5. Increasing the use of metrics to prove recruitment's value through measurements of activity, source of hire, cost per hire, and other factors.
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
Everything You Didn’t Know About the Latest Employment Screening Trends — Bu...CareerBuilder
This document discusses the latest trends in employment screening and challenges faced by employers. It addresses issues like litigation risks, ban the box laws, individualized assessment requirements, and legalized marijuana. The objective is to help employers navigate these challenges and streamline their screening processes to minimize legal risks and improve the candidate experience to stay competitive in attracting top talent. Top takeaways include ensuring proper disclosure, authorization and adverse action procedures to avoid FCRA litigation; considering standardizing criminal history inquiries and assessments; adopting substance abuse policies for legal marijuana and new OSHA rules; and making screening a transparent, positive experience for candidates.
Google for Jobs: Mass Disruption or New Opportunity for HRCareerBuilder
All the things you can’t “Google” to find out how to attract more talent.
The recent launch of Google for Jobs has instantly dominated the conversation within every talent acquisition circle. Most of what you hear is opinion on what might happen next, but as talent acquisition leaders, we are less interested in what might happen and more interested in how to leverage Google for Jobs right now.
Tim Sackett and CareerBuilder reveal how to make the biggest impact on your organization’s ability to attract the best talent on the planet. The talent landscape is shifting, but there are simple things you can do right now to stay out in front.
Ramp Up Your Recruitment Strategy with the Right TechnologyCareerBuilder
This document discusses how recruitment technology can help companies hire talent more quickly in today's competitive job market. It notes that as the unemployment rate decreases, the number of applications typically decreases while the cost per application and time to fill open roles increases. Companies are advised to review their candidate application and hiring processes to improve the candidate experience. The presentation introduces CareerBuilder as a partner that offers comprehensive recruiting, screening, and human capital management technology solutions to help ramp up a company's recruitment strategy.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.
Fact or Fiction: AI in Recruitment Selection and assessments. Gareth Jones
Gareth Jones discusses the realities of work in the digital age and the differences between digital transformation and the impact of technology. He argues that while technology has changed aspects of work like communication, dress codes, and working locations, the core aspects of defining jobs, people, and work hours remain largely the same. Jones also cautions against overstating the capabilities of AI in areas like assessment and hiring where understanding human values, behaviors and motivations is still key. He advocates focusing on understanding people and driving value for individuals rather than automating processes.
The Staffing Advantage Report: How to Get Your Staffing Firm to the TopCareerBuilder
Did you know that the average client works with three different staffing firms? The majority of them (59 percent) say it gives them better access to talent because if one firm can’t help them, they have other options, according to CareerBuilder and Inavero’s 2016 Staffing Advantage survey.
It’s safe to say the competition is fierce among staffing firms vying for business today.
That’s why CareerBuilder has partnered with Inavero to bring you exclusive market research and industry insights to help you go inside the minds of both candidates and clients to better understand the competitive staffing landscape.
Identifying grit: A.I. & predictive signals for quality of hire | Talent Con...LinkedIn Talent Solutions
The document discusses predictive hiring and identifying grit in candidates. It summarizes a case study that found the top predictors of performance for early career salespeople were rigor, grit, and having worked in project management rather than sales or customer support. Hiring based on these predictors and a candidate's fit to a company's profile could increase the number of top performers and boost revenue by over $6 million per year.
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Learn how the right candidate experience can help secure top talent.
Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.
Cielo's 2016 Talent Rising Summit - Reimagining the Future of WorkCielo
John Boudreau, Professor and Research Director, University of Southern California, shares what talent acquisition leaders can do to maximize their internal talent and great creative when it comes to partnering and acquiring new talent.
Employee Experience: A quick tour of the new Human ResourcesHuman Capital Media
The webinar presentation will begin at the top of the hour without a dial-in number. Participants should listen using their computer speakers or headphones. The webinar will include slides, speaker bios, resources, a media player, Q&A, and Twitter. Recordings of certified webinars can be reviewed later on-demand. Common questions include how to access slides and whether the webinar is HRCI or SHRM certified for continuing education credits.
AI is an accelerator for Talent Transformation. It’s a layer of technology that means great talent teams can be even more powerful, but for the best results, the right foundations need to be in place.
In this first session of “Accelerating Talent Transformation with AI”, we’re cutting through the buzz and focusing on what will set talent leaders up for success when it comes to this new technology. What do today’s Talent leaders absolutely need to know about AI, and what questions should they ask when investigating new talent tech?
This document provides an executive overview of GAMI LLC, an outsourcing firm that helps digital agencies, software companies, and technology firms increase revenue and reduce costs. Key points:
- GAMI was founded in 2006 and works with over 150 clients to provide services like web development, mobile development, and eCommerce solutions.
- Client testimonials praise GAMI's responsiveness, transparency, ability to anticipate needs, and delivering projects on time and on budget, resulting in increased revenues and cost savings of 20-30% for clients.
- GAMI offers flexible engagement models including dedicated resources, projects, and outsourcing challenges faced by technology companies like finding quality talent and managing offshore resources.
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
The digital and mobile world has revolutionized every aspect of our lives — the way we communicate, how we shop, and even how we search for jobs. While technology has made certain aspects of the job search process more efficient for both recruiters and job seekers, it can also make the overall experience feel impersonal. Talentweek presents a new, comprehensive study from CareerBuilder, highlighting the challenges of today’s job candidate experience, and the impact it can have on the company’s recruitment strategy and overall brand.
Learn more about the study and gain insight into the mind of the job candidate in this session. Use these takeaways to address challenges with your own recruitment process and enhance the experience for both recruiters and candidates.
ROB'S JOBS
FREE JOB PORTAL AND APP
www.robsjobs.co
#robsjobsapp
Rob's Jobs is the best way to connect employers and job seekers. Free to anyone.
More info visit: www.robsjobs.co
Follow Facebook, Instagram, Twitter, Linkedin, and Pinterest: @robsjobsapp
Everything You Didn’t Know About the Latest Employment Screening Trends — Bu...CareerBuilder
This document discusses the latest trends in employment screening and challenges faced by employers. It addresses issues like litigation risks, ban the box laws, individualized assessment requirements, and legalized marijuana. The objective is to help employers navigate these challenges and streamline their screening processes to minimize legal risks and improve the candidate experience to stay competitive in attracting top talent. Top takeaways include ensuring proper disclosure, authorization and adverse action procedures to avoid FCRA litigation; considering standardizing criminal history inquiries and assessments; adopting substance abuse policies for legal marijuana and new OSHA rules; and making screening a transparent, positive experience for candidates.
Google for Jobs: Mass Disruption or New Opportunity for HRCareerBuilder
All the things you can’t “Google” to find out how to attract more talent.
The recent launch of Google for Jobs has instantly dominated the conversation within every talent acquisition circle. Most of what you hear is opinion on what might happen next, but as talent acquisition leaders, we are less interested in what might happen and more interested in how to leverage Google for Jobs right now.
Tim Sackett and CareerBuilder reveal how to make the biggest impact on your organization’s ability to attract the best talent on the planet. The talent landscape is shifting, but there are simple things you can do right now to stay out in front.
Ramp Up Your Recruitment Strategy with the Right TechnologyCareerBuilder
This document discusses how recruitment technology can help companies hire talent more quickly in today's competitive job market. It notes that as the unemployment rate decreases, the number of applications typically decreases while the cost per application and time to fill open roles increases. Companies are advised to review their candidate application and hiring processes to improve the candidate experience. The presentation introduces CareerBuilder as a partner that offers comprehensive recruiting, screening, and human capital management technology solutions to help ramp up a company's recruitment strategy.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.
Fact or Fiction: AI in Recruitment Selection and assessments. Gareth Jones
Gareth Jones discusses the realities of work in the digital age and the differences between digital transformation and the impact of technology. He argues that while technology has changed aspects of work like communication, dress codes, and working locations, the core aspects of defining jobs, people, and work hours remain largely the same. Jones also cautions against overstating the capabilities of AI in areas like assessment and hiring where understanding human values, behaviors and motivations is still key. He advocates focusing on understanding people and driving value for individuals rather than automating processes.
The Staffing Advantage Report: How to Get Your Staffing Firm to the TopCareerBuilder
Did you know that the average client works with three different staffing firms? The majority of them (59 percent) say it gives them better access to talent because if one firm can’t help them, they have other options, according to CareerBuilder and Inavero’s 2016 Staffing Advantage survey.
It’s safe to say the competition is fierce among staffing firms vying for business today.
That’s why CareerBuilder has partnered with Inavero to bring you exclusive market research and industry insights to help you go inside the minds of both candidates and clients to better understand the competitive staffing landscape.
Identifying grit: A.I. & predictive signals for quality of hire | Talent Con...LinkedIn Talent Solutions
The document discusses predictive hiring and identifying grit in candidates. It summarizes a case study that found the top predictors of performance for early career salespeople were rigor, grit, and having worked in project management rather than sales or customer support. Hiring based on these predictors and a candidate's fit to a company's profile could increase the number of top performers and boost revenue by over $6 million per year.
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Learn how the right candidate experience can help secure top talent.
Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.
Cielo's 2016 Talent Rising Summit - Reimagining the Future of WorkCielo
John Boudreau, Professor and Research Director, University of Southern California, shares what talent acquisition leaders can do to maximize their internal talent and great creative when it comes to partnering and acquiring new talent.
Employee Experience: A quick tour of the new Human ResourcesHuman Capital Media
The webinar presentation will begin at the top of the hour without a dial-in number. Participants should listen using their computer speakers or headphones. The webinar will include slides, speaker bios, resources, a media player, Q&A, and Twitter. Recordings of certified webinars can be reviewed later on-demand. Common questions include how to access slides and whether the webinar is HRCI or SHRM certified for continuing education credits.
AI is an accelerator for Talent Transformation. It’s a layer of technology that means great talent teams can be even more powerful, but for the best results, the right foundations need to be in place.
In this first session of “Accelerating Talent Transformation with AI”, we’re cutting through the buzz and focusing on what will set talent leaders up for success when it comes to this new technology. What do today’s Talent leaders absolutely need to know about AI, and what questions should they ask when investigating new talent tech?
This document provides an executive overview of GAMI LLC, an outsourcing firm that helps digital agencies, software companies, and technology firms increase revenue and reduce costs. Key points:
- GAMI was founded in 2006 and works with over 150 clients to provide services like web development, mobile development, and eCommerce solutions.
- Client testimonials praise GAMI's responsiveness, transparency, ability to anticipate needs, and delivering projects on time and on budget, resulting in increased revenues and cost savings of 20-30% for clients.
- GAMI offers flexible engagement models including dedicated resources, projects, and outsourcing challenges faced by technology companies like finding quality talent and managing offshore resources.
There are too many candidates out there. Social networking platforms. Referrals. Job fairs. Mobile apps. Where do you even begin?
With all of the different options to choose from, what’s best for your team? What strategies are the top brands leveraging across these channels? We tapped experts from various industries to get their take on upcoming HR trends in 2018.
The digital and mobile world has revolutionized every aspect of our lives — the way we communicate, how we shop, and even how we search for jobs. While technology has made certain aspects of the job search process more efficient for both recruiters and job seekers, it can also make the overall experience feel impersonal. Talentweek presents a new, comprehensive study from CareerBuilder, highlighting the challenges of today’s job candidate experience, and the impact it can have on the company’s recruitment strategy and overall brand.
Learn more about the study and gain insight into the mind of the job candidate in this session. Use these takeaways to address challenges with your own recruitment process and enhance the experience for both recruiters and candidates.
ROB'S JOBS
FREE JOB PORTAL AND APP
www.robsjobs.co
#robsjobsapp
Rob's Jobs is the best way to connect employers and job seekers. Free to anyone.
More info visit: www.robsjobs.co
Follow Facebook, Instagram, Twitter, Linkedin, and Pinterest: @robsjobsapp
Webinar Deck: 5 Reasons Why Job Seekers Abandon Your ApplicationFindly
The document discusses 5 reasons why job seekers abandon applications: 1) too many screens that make the process lengthy, 2) requiring double logins, 3) requesting too much unnecessary data, 4) lack of mobile application capabilities, and 5) poor design even on mobile. It then proposes a bifurcated application process where job seekers can apply in 10 seconds by providing basic contact information to a CRM, while additional profiling, screening, and hiring manager reviews are handled outside the ATS to identify finalists to send through the full ATS process. This is suggested to improve conversion by streamlining the initial application.
Attracting qualified technicians takes more than a "help wanted" sign in the window. Learn the latest in digital recruitment trends, why you need a recruitment strategy, and how to build a great one.
In this panel, we take a look at:
- Finding the Right Tools and Technologies: With so many mobile recruiting point solutions and platforms to choose from, selecting the right technology can be critical. We’ll look at some of the products and providers on the market and best practices for vendor selection and implementation.
- Social Media & Mobile Engagement: We’ll hear some of the best ways to engage candidates and amplify your message on social media, as well as how technologies like SMS and mobile-enabled CRM capabilities are changing the way employers engage with candidates on the go.
- Mobile Metrics & Measurement: Learn different approaches for measuring, analyzing and reporting mobile recruiting results as well as the critical success metrics and benchmarks established by the early adopters – and their employers – on the panel.
- Mobile Strategy: Learn how to build mobile into your existing processes and workflow, and optimize existing systems and solutions while incorporating mobile into your current talent acquisition strategy.
15 SEO Interview Questions to Ask Before Hiring an Agency - [Infographic]SMA Marketing
So you need to improve your search ranking. You know you need to hire a professional SEO, but how to you go about finding and agency you can trust? In this infographic, we've outlined 15 SEO interview questions you can ask and why they are important.
This presentation by Maria Mayorga shows you how to create a digital recruitment strategy to bring in the best and brightest people to work for your service-based business.
Insider's Guide to Getting Hired at NCDOTNCDOTCareers
The document provides guidance on getting hired at the North Carolina Department of Transportation (NCDOT). It outlines 9 reasons to choose a career with NCDOT, including making a difference, lifetime pension after 20 years, and job stability. It also provides tips for the NCDOT hiring process, noting that applications must include all details as resumes are not considered, experience is taken into account without the required academic credentials, and veterans receive preference. The document guides applicants on building profiles, searching for jobs, applying, and managing job alerts on the NCDOT jobs website.
This document summarizes a webinar on improving the candidate experience. The webinar covered five "hacks" for success: 1) Collect basic info from candidates who don't apply; 2) Keep application processes simple; 3) Communicate respectfully with candidates; 4) Inform candidates when they are no longer being considered; and 5) Audit application processes to identify areas for improvement. The webinar also discussed using tools like Lever to streamline recruiting tasks and enhance the candidate experience.
This document provides 17 recruiting tips for 2017. It discusses the need for recruiters to adapt their strategies to changing job seeker behaviors and technologies. Some of the key tips include using a marketing approach to recruiting, getting up to speed with data and analytics to track recruiting metrics, making the mobile application experience convenient, recognizing skills gaps, thinking of social media as part of the recruiting process, treating candidates like customers with prompt responses, and expanding the recruiter toolbox with new technologies. The overall document aims to help companies adapt their recruiting to remain competitive in acquiring top talent.
Webinar Deck: 5 Improvements You Must Make To Your Recruiting StrategiesFindly
Job seeker behavior and technology will continue to change, making old talent acquisition plans antiquated. This challenges recruiters, when faced with strategies that are not good enough, to find ways and tools to do it better.
This presentation discusses 5 such changes to user behavior or technology and offers ideas on how to improve your talent acquisition strategies accordingly.
The document discusses CollisionONE RECRUIT attending the Collision conference in Las Vegas to meet influencers in the tech community. It provides an overview of the various sections in the magazine issue, including strategies for working from home, using resume objectives strategically, and developing staff using the 70:20:10 principle. The credits section identifies the founder, directors, and contributors for the magazine.
The document is the March/April 2015 issue of the OneRecruit magazine. It features articles on working from home as a recruiter, the importance of having clear objectives on your resume, and developing staff using the 70:20:10 principle of learning. It also highlights OneRecruit attending the Collision conference in Las Vegas and showcases available jobs through the OneRecruit applicant tracking system. The issue provides tips on interviews, culture and developing talent for recruiters.
Branding Every Touchpoint: Bringing Your Culture to Your CandidatesJWTINSIDE
This document discusses the importance of employer branding in job content and descriptions. It notes that candidates only spend around 50 seconds reviewing a job description before deciding if it is a good fit or not. As such, job descriptions need to grab attention, be open about the role and company, use precise and jargon-free language, learn from what other top companies are doing, and test different approaches. The document advocates testing job titles, descriptions and promotion methods to better understand what drives applications and hires. It also stresses the importance of measuring various quality indicators to improve recruiting performance over time.
This document summarizes a presentation on attracting and evaluating job candidates. It discusses key survey findings on hourly workers and summer hiring trends. It then focuses on the top hiring challenges employers face - getting quality candidates, evaluating best fit candidates, decreasing time to fill positions, and increasing applicant volume. For each challenge, the presentation provides data on employer and job seeker perspectives and offers recommendations for how employers can improve in these areas. These include promoting flexible schedules and benefits, clearly defining job qualifications, responding quickly to candidates, and making job applications mobile-friendly.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
This document provides information about applying for jobs with the North Carolina Department of Transportation (NCDOT) Division of Motor Vehicles (DMV). It outlines the 9 units within NCDOT DMV, lists reasons to choose a career with NCDOT including job stability and great benefits, and provides tips for applying such as focusing on screening questions and keywords from the job description. The document guides applicants through creating an online account, building a resume, answering application questions, and submitting applications online. It explains what happens after an application is submitted, including potential notification responses.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Deploy a Digital Recruiting Strategy on a Startup BudgetMarie Burns
If your budget is tight AND if your effort & sweat is what is going to get it done, here are several examples of how you can get hires using inbound and outbound marketing. These examples are quick to execute, have a small budget, you can toss them or pivot away from them quickly, and they are wildly flexible to build.
Similar to Recruiting in 2017: The Transformation has Begun Don’t Get Left Behind (20)
Marijuana, Opioids and State Laws – What HR Teams Need to KnowCareerBuilder
This document summarizes a presentation on workplace drug testing and compliance issues. It discusses evolving issues in the drug testing industry, including medical marijuana and prescription drug laws. It provides an overview of federal laws and how they differ from varying state laws on these topics. Key court cases are mentioned, and employers' obligations under the ADA regarding prescription drug testing are reviewed. Challenges for employers around the opioid epidemic are also examined. State-specific compliance rules for drug testing programs are outlined.
Ban the Box Laws, Salary History Restrictions, Class Action Litigation, Oh My!CareerBuilder
William J. Simmons, a Shareholder from Littler Mendelson, P.C., and Laura Randazzo, VP of Compliance at CareerBuilder Employment Screening explain recent trends in ban the box compliance, salary history compliance & FCRA class action. For more info. on employment screening visit https://cb.com/employmentscreening.
Social Capital: using ONA to unleash potential across an organizationmichael ...CareerBuilder
Michael Arena is the Chief Talent Officer at Social Capital. His document discusses how understanding and leveraging social capital can benefit organizations. It provides evidence that executives who received training on social capital were more likely to be promoted and stay at their organizations compared to peers. The document also discusses how social networks impact performance, innovation, and productivity within organizations. It emphasizes the importance of brokers, connectors, and energizers in networks and highlights principles for spreading ideas across networks, such as following energy, embracing conflict, and maintaining proximity through face-to-face interactions.
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
6 Common Candidate Objections and How to Handle ThemCareerBuilder
You only have one opportunity to make a first impression—so don’t let your first conversation with candidates fall flat. If you don’t respond to their concerns the right way, you could lose their interest—and lose out on top talent. Follow these tips to combat the most common candidate objections and build a lasting recruiter-candidate relationship.
How to Create a Winning Recruitment StrategyCareerBuilder
A winning recruitment strategy is the difference between companies that lead and companies that lag, and now is the perfect time to build or revitalize your recruitment strategy.
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansCareerBuilder
Looking to take your 2016 recruitment strategy to the next level? Check out slides from CareerBuilder’s latest webinar: Health Care Workforce Trends to Fuel Your 2016 Strategic Plan.
Learn more about:
- How the satisfaction of your workforce directly impacts patient referrals
- What employees are looking for when it comes to recognition, feedback and training
- How candidates feel about the overall application and interview process, and how that perception impacts their feelings toward your organization
Looking for more resources to have a successful 2016? Check out our Fall Health Care Resources landing page, where you can also find the full recordings for all of our latest webinars: http://bit.ly/1MTpUKO
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Top 10 Findings From the 2015 Health Care Workforce StudyCareerBuilder
This guide highlights 10 key findings from CareerBuilder’s 2015 Health Care Work Force Study related to the areas of satisfaction, training, the job search, mobile optimization, referrals and retirement. It also reveals the implications for your organization and opportunities to readjust your recruitment and retention strategies to better meet the needs of today’s health care employees — while staying ahead of the competition.
Staffing Trends You Need to Know When Planning for 2016CareerBuilder
Ever wonder what key opportunities your firm may be missing out on? Check out the slides from our recent webinar on "Staffing Trends You Need to Know When Planning for 2016". Learn more about the findings of our 10th annual Opportunities in Staffing study conducted by CareerBuilder and Inavero by visiting: www.opportunitiesinstaffing.com.
10 Lessons We've Learned From 2015's Opportunities in Staffing StudyCareerBuilder
Get a deep look at what’s going on in the world of staffing — and what we can do to get better. “Opportunities in Staffing” is the definitive guide for staffing firms to identify key trends and performance benchmarks for the staffing industry, better understand what truly drives satisfaction and loyalty, and get tools and approaches to improve both of those things.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Recruitment marketing involves promoting job opportunities and workplace culture, including employee feedback, along with products or services, in the form of articles, ads, images, videos, etc.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
2. 2
Agenda
• How recruiting has evolved because of friction
• The top 3 reasons friction is hurting your hiring goals
• What you can do to make sure you’re not left behind
3. About Leigh-Margaret Stull
3
As CareerBuilder’s VP of Product Development, Leigh-
Margaret Stull oversees the strategy and roadmap of
CareerBuilder’s job advertising products including
CareerBuilder.com website, global email and mobile app
experiences, as well as CareerBuilder niche job board sites.
In this role, Stull has led the successful transformation and
redesign of the consumer facing experiences, with a passion
for user-centered design.
Prior to CareerBuilder, Stull held variety of marketing,
product and change management positions at Grainger,
Teletech, and General Motors. She currently serves on
boards for various non-profits and digital start ups.
Leigh-Margaret Stull
CareerBuilder
4. About Jennifer Seith
4
As VP for Recruitment Technology Product Development,
Jennifer oversees the strategy and roadmap of
CareerBuilder’s Talent Network product. With over 18
years of experience in the recruitment technology industry,
she is particularly focused on bridging the gap between
recruitment processes and candidate acquisition.
She holds a MBA from Brown University and a MBA in
Global Entrepreneurship from IE Business School in Madrid.
Jennifer Seith
CareerBuilder
8. What your candidates are saying
8
Grocery Shopping Ground TransportationMusic Shopping
“I want to find jobs located near my house. I need
to know where the jobs are actually located and
not just the city.”
“I filter out any jobs that don’t have salary data”
“Some of these application processes are insane!
I’m looking for jobs on my lunch break and from
my phone. I don’t apply to any jobs that make me
log in to another system.”
What do these statements have in common?
9. Process Friction = Lost Opportunity
9
Grocery Shopping Ground
Transportation
Music Shopping
Drop Off Speed to
Connect
Exposure
Primary Recruiting Areas Impacted by Friction
12. 12
The Action Phase – TODAY
Searches for
jobs on multiple
sites
Clicks apply but
get sent to an
ATS
Finds job again
in ATS job list
page
Reviews job
details again
Answers
screeners
Completes
application
Creates ATS
login with
password and
password
reminders
16. Objection and Answer
16
“My recruiters don’t have TIME to screen all those candidates.”
“We have to be COMPLIANT with …. (insert regulation here)”
“If they don’t want to complete our long application process
then we don’t want them!”
Reconsider what information you HAVE
to HAVE to consider an applicant.
Screen candidates after they have applied
with automated engagement emails.
23. If you have poor recruiting processes, your jobs may now not
even be SEEN by candidates
23
As algorithms evolve for search and recs, candidates preferences will
increasingly impact ranking.
RecommendationsSearch
24. 24
Google for Jobs is accelerating transparency in the TA space
COMING SOON!!!
29. 29
Homepage:
20% Entrances
Only 1.3% of candidates watch videos
Job Results Page (JRP):
10% Entrances
86% of candidates search by location
7% of those candidates then filter
Job Details Page (JDP):
40% Entrances
Does it really matter?| Talent Network/Career Site Facts
34. Questions to Take Back
34
1
Are our job postings
optimized for modern SEO?
2
From a candidate
perspective, what friction in
our process?
3
Are we engaging with
candidates fast enough with
relevant content?