Recruitment involves identifying organizational service needs and hiring key people that boost business performance, rather than just filling roles. The document provides guidance on identifying recruitment needs through workshops and standard practices like sourcing the best candidates and interviewing. It emphasizes that hiring and developing people is more important than strategies, and advocates hiring for character and then training skills.
The Customer Service Profile assessment measures a person's traits and skills for customer service roles. It helps companies hire the right candidates, improve customer satisfaction, and minimize costs from bad hires. The assessment evaluates traits like trust, empathy and flexibility. It can be customized for different industries. Candidates take an online assessment and managers receive reports on candidate fit and recommendations to screen, interview and onboard candidates.
Yioula Georgiou is a human capital management consultant who provides personal support to companies and organizations. Her consulting services aim to engage, enable, empower, encourage, and energize workforces in order to fulfill personal goals, increase productivity and satisfaction, decrease costs, and make companies more competitive and agile. With over 25 years of experience, she offers tailored solutions for small and medium companies as well as large multinationals, including human resources assessments, outsourced HR management, employee surveys, and leadership development workshops.
Recruitment Process Outsourcing, RPO solutions & services, RPOAcreatyLLC
Acreaty LLC is an award winning Recruitment Process Outsourcing & Staffing services provider which gives highly qualified staff for your organisation.
KPO Services in US | Business Process Outsourcing Solutions | Knowledge Process Outsourcing services and solutions
Operating priorities: How to create them no matter the state of your business...LinkedIn Talent Solutions
Many TA teams struggle to stay focused on overall goals and/or objectives during the year, for various reasons. This obstructs the team’s ability to add value to the business beyond a transactional nature. This will be an interactive session and workshop where attendees will learn to create a set of operating priorities for the coming year.
Omnia behavioral assessments help companies hire, retain, and promote the right employees. Their assessments compare candidates to a company's performance expectations to reduce hiring mistakes. Their retention tools understand each employee's needs to improve management, morale, and performance. Their transfer/promotion tools measure an employee's fit for a new position to avoid losses from poor role matches. Customers praise Omnia's tools for identifying leaders and validating new hires.
James Meischen is a banking professional with over 20 years of experience in branch leadership, sales management, and P&L administration. He has held roles such as Regional Leadership Sales & Service Coach at Capital One Bank and Vice President Branch Manager at Chase Bank. Meischen developed sales models and processes that were adopted across large organizations. He led an underperforming branch to significantly improve its performance within one year. Meischen's resume provides his contact information, professional profile, work history at BBVA Compass and Capital One Bank, and education. It also includes references from current and former banking colleagues.
Simulations can separate good workers from good interviewers by allowing employers to "test drive" candidates and see how they would perform the actual job. WorkView JobSimulations simulate critical aspects of the job and allow employers to rate candidates on competencies, score their performance, and help ensure organizational fit. This helps reduce hiring risk, accelerate time to contribution, and increase productivity compared to traditional resume-based hiring.
Recruitment involves identifying organizational service needs and hiring key people that boost business performance, rather than just filling roles. The document provides guidance on identifying recruitment needs through workshops and standard practices like sourcing the best candidates and interviewing. It emphasizes that hiring and developing people is more important than strategies, and advocates hiring for character and then training skills.
The Customer Service Profile assessment measures a person's traits and skills for customer service roles. It helps companies hire the right candidates, improve customer satisfaction, and minimize costs from bad hires. The assessment evaluates traits like trust, empathy and flexibility. It can be customized for different industries. Candidates take an online assessment and managers receive reports on candidate fit and recommendations to screen, interview and onboard candidates.
Yioula Georgiou is a human capital management consultant who provides personal support to companies and organizations. Her consulting services aim to engage, enable, empower, encourage, and energize workforces in order to fulfill personal goals, increase productivity and satisfaction, decrease costs, and make companies more competitive and agile. With over 25 years of experience, she offers tailored solutions for small and medium companies as well as large multinationals, including human resources assessments, outsourced HR management, employee surveys, and leadership development workshops.
Recruitment Process Outsourcing, RPO solutions & services, RPOAcreatyLLC
Acreaty LLC is an award winning Recruitment Process Outsourcing & Staffing services provider which gives highly qualified staff for your organisation.
KPO Services in US | Business Process Outsourcing Solutions | Knowledge Process Outsourcing services and solutions
Operating priorities: How to create them no matter the state of your business...LinkedIn Talent Solutions
Many TA teams struggle to stay focused on overall goals and/or objectives during the year, for various reasons. This obstructs the team’s ability to add value to the business beyond a transactional nature. This will be an interactive session and workshop where attendees will learn to create a set of operating priorities for the coming year.
Omnia behavioral assessments help companies hire, retain, and promote the right employees. Their assessments compare candidates to a company's performance expectations to reduce hiring mistakes. Their retention tools understand each employee's needs to improve management, morale, and performance. Their transfer/promotion tools measure an employee's fit for a new position to avoid losses from poor role matches. Customers praise Omnia's tools for identifying leaders and validating new hires.
James Meischen is a banking professional with over 20 years of experience in branch leadership, sales management, and P&L administration. He has held roles such as Regional Leadership Sales & Service Coach at Capital One Bank and Vice President Branch Manager at Chase Bank. Meischen developed sales models and processes that were adopted across large organizations. He led an underperforming branch to significantly improve its performance within one year. Meischen's resume provides his contact information, professional profile, work history at BBVA Compass and Capital One Bank, and education. It also includes references from current and former banking colleagues.
Simulations can separate good workers from good interviewers by allowing employers to "test drive" candidates and see how they would perform the actual job. WorkView JobSimulations simulate critical aspects of the job and allow employers to rate candidates on competencies, score their performance, and help ensure organizational fit. This helps reduce hiring risk, accelerate time to contribution, and increase productivity compared to traditional resume-based hiring.
Violet Kimble is an experienced project manager seeking a new opportunity. She has over 15 years of experience in customer service, project management, contract negotiation and administration. Her background includes roles at Sprint and Verizon, where she handled customer escalations, created performance improvement plans, and organized collaborative team projects. Kimble has a Bachelor's degree in Business and Project Management from the University of Phoenix.
Developing an entrepreneurial culture within the whole team / Datblygu diwyll...walescva
The document provides guidance on developing an entrepreneurial culture within an organization by engaging the whole team in income generation and financial management. It emphasizes that income generation, cost control, target setting, and customer satisfaction should involve the entire team. Managers are advised to share financial information, set SMART targets for individual teams and staff, celebrate successes and address underperformance, and regularly review performance and forecasts with input from all staff. The overall message is that an entrepreneurial culture with whole-team participation is necessary for financial success and sustainability.
The document discusses a strategy called "Top-Grading" to transform a company's workforce from its biggest expense to its biggest asset. Top-Grading involves identifying business challenges, adopting a strategy to fill every position with an "A-Player" who is aligned with the company's mission, vision, values and code of conduct. It defines an A-Player as having competency, culture, conduct and compensation that meets the business needs. Specifically, it emphasizes the competency of "Client Focus" which involves responding to client needs, building positive relationships and fostering a client-centric culture.
Linked In Key Group Presentation Feb 2009csujansky
KEYGroup provides consulting services to help companies create productive workplaces that attract, retain, and develop talent, including keynotes, leadership development programs, executive coaching, and assessments. Their services are focused on improving productivity, reducing costs, and increasing retention through developing leaders' skills in areas like communication, managing talent, and setting goals. KEYGroup's methods are evidence-based and aim to provide measurable returns on clients' leadership development investments.
According to Everest Group research, 70% of RPO deals will face renewal in the next three years. Are you one of them? Or, are you considering RPO for the first time and want to learn from the successes of others? Download to hear real-life transition anecdotes, examples and advice from industry veterans.
Nancy Reece is a senior consultant, master trainer, speaker and coach at The Human Capital Group. The company provides executive search, leadership consulting, executive coaching, and keynote speaking services. Their executive search process delivers final candidates within 20 business days and they guarantee placements for one year.
How to Build a Repeatable SaaS Sales Recruiting ProcessMarried2Growth
This document provides steps to build a repeatable sales recruiting process to avoid costly hiring mistakes. It recommends profiling the ideal candidate, using a scoring matrix to objectively rate candidates, creating standard interview questions, deciding on an interview process that may include role plays or mock calls, and carefully screening any recruiters. Building such a process can improve consistency and help form a successful sales team while minimizing the immense costs of a single bad hire, estimated to be as much as $2 million.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Excelout Solutions is a consultancy company that explores how technology and services can help people and companies address challenges and realize possibilities. They provide end-to-end consultancy services for call centers, including feasibility studies, client acquisition, policy making, training, auditing, and managing telemarketing, lead generation, appointment setting, and inbound campaigns. Their goal is to increase clients' return on investment by leveraging their experience in recruiting call centers and cultivating relationships globally.
Dan Arkind is a 15-year recruiting veteran and co-founder of JobScore. He emphasizes that numbers can provide rationale for change and help manage recruiting processes. Analytics can shift from just covering liability to actively improving dialog and experimentation. Processes should be planned, measured through scorecards and key performance indicators, and iterated on as needed. Focusing on small, measurable changes and results can help teams adopt new approaches to sourcing, cost-per-hire tracking, and reducing time-to-hire.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
The document is a resume for Nigel Kirkpatrick, a technical recruiter/sourcer based in San Jose, CA. It summarizes his accomplishments, which include developing and implementing recruitment strategies, recruiting candidates at all levels, working under pressure while handling large volumes of work, and excelling at communication and negotiation skills. It then details his experience recruiting for various technical roles over the past 15+ years, primarily in the telecommunications field. His experience includes sourcing candidates through various online job boards and professional networks.
James (mike) allison cover letter 4 25 16Mike Allison
James M. Allison is applying for a position and highlights his professional training from Xerox Corporation in areas such as selling skills, business development, sales management, customer service, and project management. He has experience managing operations and building relationships from previous roles at companies like Xerox, ADP, and Ricoh. Allison is motivated by challenges and income and believes he can make an immediate difference for the hiring company.
Finding a professional who possesses all of the qualities is not a simple task. Executive search firms have the resources and methods to find senior leaders to fill difficult roles.
This document discusses recruitment process outsourcing (RPO) and how it can benefit businesses. RPO involves outsourcing a company's recruitment process to a specialized external resource that has expertise in HR and recruiting. This allows companies to focus on their core business while leveraging an RPO provider's experience and best practices. The document describes TeamLease as an RPO provider that works closely with clients across the HR lifecycle to meet their goals through services like workforce planning, talent sourcing and evaluation, and onboarding. Client testimonials praise TeamLease for the results it has delivered in addressing hiring challenges and providing consultative support.
The top 7 most asked questions about executive recruitingTiffany Kate Roth
This document discusses executive recruiters and answers the seven most common questions about them. It explains that executive recruiters help qualified job candidates connect with companies that are hiring. For companies, recruiters can handle screening candidates and performing background checks. The document then answers each of the seven questions in detail, covering topics such as how recruiters get paid, the types of businesses that use them, and how to choose the best recruiter.
This document discusses how assessments can help answer six important questions for business success: 1) Can you reduce turnover and associated costs? 2) Can you reduce legal exposure from wrongful termination lawsuits? 3) What really happens with new hires after 90 days? 4) Are you sure new sales and manager hires will be successful? 5) Could a single assessment tool help with multiple HR needs? 6) What safeguards are in place to ensure accurate results? It promotes using Winslow assessments to help answer these six questions with one effective solution.
Join us for breakfast as we discuss what your next steps in choosing an ERP system should be. Our speaker has helped companies wrestle with this decision and speaks from years of experience.
How many companies should you consider?
Should you choose industry specific software?
Are you better off looking alone or should you hire a selection consultant? Join us Wed Feb 15 at 7:30am at the Brookfield Sheraton. RSVP at gbsvoice.com/erp-selection-registration-page/
Accord Management Systems, Inc. is a premier organizational development and behavioral consultancy that helps companies better manage their employees. They provide leadership development programs, employee assessments to determine job fit, and engagement surveys. Their services are designed to close the gaps between job requirements and employees' skills and between companies' current and desired business performance. Accord has over 15 years of experience helping clients achieve their goals by getting the right people in the right roles. Their integrated approach provides assessments, training, support, and action plans tailored to each client's unique needs.
Skillscape is a human resources consulting firm that specializes in enhancing organizational and employee competencies through various HR services and interventions. The firm was founded by Ashok Grover, an engineer-MBA with over 40 years of experience in HR development. Skillscape offers a spectrum of HR solutions including needs assessments, training programs, 360-degree feedback, and engagement surveys to help organizations improve performance, reduce conflict, and enhance their human capital.
Violet Kimble is an experienced project manager seeking a new opportunity. She has over 15 years of experience in customer service, project management, contract negotiation and administration. Her background includes roles at Sprint and Verizon, where she handled customer escalations, created performance improvement plans, and organized collaborative team projects. Kimble has a Bachelor's degree in Business and Project Management from the University of Phoenix.
Developing an entrepreneurial culture within the whole team / Datblygu diwyll...walescva
The document provides guidance on developing an entrepreneurial culture within an organization by engaging the whole team in income generation and financial management. It emphasizes that income generation, cost control, target setting, and customer satisfaction should involve the entire team. Managers are advised to share financial information, set SMART targets for individual teams and staff, celebrate successes and address underperformance, and regularly review performance and forecasts with input from all staff. The overall message is that an entrepreneurial culture with whole-team participation is necessary for financial success and sustainability.
The document discusses a strategy called "Top-Grading" to transform a company's workforce from its biggest expense to its biggest asset. Top-Grading involves identifying business challenges, adopting a strategy to fill every position with an "A-Player" who is aligned with the company's mission, vision, values and code of conduct. It defines an A-Player as having competency, culture, conduct and compensation that meets the business needs. Specifically, it emphasizes the competency of "Client Focus" which involves responding to client needs, building positive relationships and fostering a client-centric culture.
Linked In Key Group Presentation Feb 2009csujansky
KEYGroup provides consulting services to help companies create productive workplaces that attract, retain, and develop talent, including keynotes, leadership development programs, executive coaching, and assessments. Their services are focused on improving productivity, reducing costs, and increasing retention through developing leaders' skills in areas like communication, managing talent, and setting goals. KEYGroup's methods are evidence-based and aim to provide measurable returns on clients' leadership development investments.
According to Everest Group research, 70% of RPO deals will face renewal in the next three years. Are you one of them? Or, are you considering RPO for the first time and want to learn from the successes of others? Download to hear real-life transition anecdotes, examples and advice from industry veterans.
Nancy Reece is a senior consultant, master trainer, speaker and coach at The Human Capital Group. The company provides executive search, leadership consulting, executive coaching, and keynote speaking services. Their executive search process delivers final candidates within 20 business days and they guarantee placements for one year.
How to Build a Repeatable SaaS Sales Recruiting ProcessMarried2Growth
This document provides steps to build a repeatable sales recruiting process to avoid costly hiring mistakes. It recommends profiling the ideal candidate, using a scoring matrix to objectively rate candidates, creating standard interview questions, deciding on an interview process that may include role plays or mock calls, and carefully screening any recruiters. Building such a process can improve consistency and help form a successful sales team while minimizing the immense costs of a single bad hire, estimated to be as much as $2 million.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Excelout Solutions is a consultancy company that explores how technology and services can help people and companies address challenges and realize possibilities. They provide end-to-end consultancy services for call centers, including feasibility studies, client acquisition, policy making, training, auditing, and managing telemarketing, lead generation, appointment setting, and inbound campaigns. Their goal is to increase clients' return on investment by leveraging their experience in recruiting call centers and cultivating relationships globally.
Dan Arkind is a 15-year recruiting veteran and co-founder of JobScore. He emphasizes that numbers can provide rationale for change and help manage recruiting processes. Analytics can shift from just covering liability to actively improving dialog and experimentation. Processes should be planned, measured through scorecards and key performance indicators, and iterated on as needed. Focusing on small, measurable changes and results can help teams adopt new approaches to sourcing, cost-per-hire tracking, and reducing time-to-hire.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.
The document is a resume for Nigel Kirkpatrick, a technical recruiter/sourcer based in San Jose, CA. It summarizes his accomplishments, which include developing and implementing recruitment strategies, recruiting candidates at all levels, working under pressure while handling large volumes of work, and excelling at communication and negotiation skills. It then details his experience recruiting for various technical roles over the past 15+ years, primarily in the telecommunications field. His experience includes sourcing candidates through various online job boards and professional networks.
James (mike) allison cover letter 4 25 16Mike Allison
James M. Allison is applying for a position and highlights his professional training from Xerox Corporation in areas such as selling skills, business development, sales management, customer service, and project management. He has experience managing operations and building relationships from previous roles at companies like Xerox, ADP, and Ricoh. Allison is motivated by challenges and income and believes he can make an immediate difference for the hiring company.
Finding a professional who possesses all of the qualities is not a simple task. Executive search firms have the resources and methods to find senior leaders to fill difficult roles.
This document discusses recruitment process outsourcing (RPO) and how it can benefit businesses. RPO involves outsourcing a company's recruitment process to a specialized external resource that has expertise in HR and recruiting. This allows companies to focus on their core business while leveraging an RPO provider's experience and best practices. The document describes TeamLease as an RPO provider that works closely with clients across the HR lifecycle to meet their goals through services like workforce planning, talent sourcing and evaluation, and onboarding. Client testimonials praise TeamLease for the results it has delivered in addressing hiring challenges and providing consultative support.
The top 7 most asked questions about executive recruitingTiffany Kate Roth
This document discusses executive recruiters and answers the seven most common questions about them. It explains that executive recruiters help qualified job candidates connect with companies that are hiring. For companies, recruiters can handle screening candidates and performing background checks. The document then answers each of the seven questions in detail, covering topics such as how recruiters get paid, the types of businesses that use them, and how to choose the best recruiter.
This document discusses how assessments can help answer six important questions for business success: 1) Can you reduce turnover and associated costs? 2) Can you reduce legal exposure from wrongful termination lawsuits? 3) What really happens with new hires after 90 days? 4) Are you sure new sales and manager hires will be successful? 5) Could a single assessment tool help with multiple HR needs? 6) What safeguards are in place to ensure accurate results? It promotes using Winslow assessments to help answer these six questions with one effective solution.
Join us for breakfast as we discuss what your next steps in choosing an ERP system should be. Our speaker has helped companies wrestle with this decision and speaks from years of experience.
How many companies should you consider?
Should you choose industry specific software?
Are you better off looking alone or should you hire a selection consultant? Join us Wed Feb 15 at 7:30am at the Brookfield Sheraton. RSVP at gbsvoice.com/erp-selection-registration-page/
Accord Management Systems, Inc. is a premier organizational development and behavioral consultancy that helps companies better manage their employees. They provide leadership development programs, employee assessments to determine job fit, and engagement surveys. Their services are designed to close the gaps between job requirements and employees' skills and between companies' current and desired business performance. Accord has over 15 years of experience helping clients achieve their goals by getting the right people in the right roles. Their integrated approach provides assessments, training, support, and action plans tailored to each client's unique needs.
Skillscape is a human resources consulting firm that specializes in enhancing organizational and employee competencies through various HR services and interventions. The firm was founded by Ashok Grover, an engineer-MBA with over 40 years of experience in HR development. Skillscape offers a spectrum of HR solutions including needs assessments, training programs, 360-degree feedback, and engagement surveys to help organizations improve performance, reduce conflict, and enhance their human capital.
The document summarizes the services provided by Talent FIRST, an HR consulting firm. They provide customized solutions to help organizations recruit, develop, and retain talent. This includes talent acquisition, performance management, competency development, succession planning, compensation planning, and organizational design. Their goal is to ensure organizations have the right people with the right skills to achieve business goals.
MyCompetencyBuilder is a company that uses technology to assess and develop competencies through online tests and tools. They have a team of experienced HR professionals with global experience. Their services include online competency assessment tests, customized competency tests for different jobs and functions, online surveys, and an employability test for hiring fresh graduates across India. Their tools and assessments provide accurate, time-efficient, and cost-effective solutions for talent acquisition, competency measurement, and surveys.
Skillscape helps organizations enhance the value of their human resource capital. Skillscape specializes in a spectrum of HR services ranging from need assessment for enhancing productivity and efficiency, to conceptualizing and developing various HR interventions.
The document discusses tools from the McQuaig System used by John Paul Executive Recruitment to assess, recruit, and develop employees. The Recruitment Blueprint maps trends of top performers to identify ideal behavioral profiles. It evaluates current employees and identifies skills gaps. The tools help replicate success by benchmarking new hires against top performers and ensuring all new employees are tracked and profiled.
People Prophet is a cloud-based HR software that aims to modernize HR processes. It contains modules to manage employee information, position descriptions, career development, performance reviews, competencies, and reporting. The software is accessible anywhere on multiple devices and allows for real-time interaction and feedback. It also includes a social recognition tool called Kudos to reward positive behaviors. People Prophet supports small to mid-sized businesses that want to better manage their people and align HR with business goals.
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
How today's technologies can help you to improve your Business Performance by enhancing the competencies of your existing & potential employees through scientific & systematic business processes.
The document is an advertisement for Myprofile, a service that provides online pre-employment assessments and personality profiling to help businesses hire the right candidates and maximize employee productivity and retention. Myprofile assessments evaluate a candidate's behavioral style and determine their suitability for different jobs and work environments. The profiles help businesses understand how a candidate will act and behave before hiring them to minimize costly mistakes.
Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation.
In this deck, you’ll learn an effective strategy to use talent assessment techniques and get crucial data and insights to make informed hiring decisions. You’ll also learn;
• The types of assessments deployed in successful organisations
• The biggest challenges to implementing a talent assessment programme
• The best practices to effect a successful talent assessment
Hireology provides dealerships with tools to streamline and improve their hiring process. This includes an applicant tracking system, customized interview guides, reference and background checks, and reporting on hiring metrics. Using Hireology's structured process can reduce dealer turnover by 50% by helping them identify the right candidates more effectively. Testimonials from dealerships highlight how Hireology has enhanced their ability to hire quality applicants more efficiently.
Profiles International is an employee assessment company that develops assessments and talent management solutions to improve employee and manager performance. They have over 40,000 clients globally across many industries. Profiles International assessments provide in-depth insights into employees' behaviors, tendencies, and job fit using research-backed tools. Their goal is to help organizations select the right people for the right roles and maximize employee contributions and productivity.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
The webinar discussed building a business case for workforce analytics and planning. It began with an overview of how data-driven people management can improve business outcomes. Next, it covered how to structure a business case by quantifying efficiency gains, direct workforce benefits, and business impacts. The webinar concluded with examples of how workforce intelligence solutions can help with objectives like developing optimal workforce plans, addressing cost changes, and finding new savings.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
This document summarizes the services provided by Assessment Edge, including occupational assessments for hiring, training, and management that are available in 32 languages across 122 countries. It describes how Assessment Edge's ProfileXT assessment measures job fit and can be used for employee selection, onboarding, management, and strategic workforce planning. The assessment evaluates thinking style, behaviors, interests, and match to specific jobs.
Workload analysis is conducted to determine staffing needs based on work demands. The document outlines an agenda for a workshop on workload analysis. It discusses defining workload analysis and the functions of workforce analysis. Methodologies covered include interviews, observation, questionnaires, and Jeff Bezos' "two pizza" team rule. The quantitative method of Full Time Equivalent is described to translate tasks into time needs. Categories of workload analysis results from Hay Group are presented. The process involves analyzing business goals, assessing roles, identifying effective time, calculating FTE ratios, and evaluating recommendations. Disclaimers note assumptions and that times should not be generalized.
How to Hire the Perfect Customer Success ManagerHireQuotient
Here's a step-by-step guide to hire the perfect Customer Success Manager.
1. Craft a Comprehensive Job Description
Begin by creating a detailed job description that outlines the roles, responsibilities, and qualifications required. Highlight the key skills, experience, and qualities that will make a candidate successful in the role.
Create the perfect job description with our JD Generator.
2. Discover Relevant Candidates
Tap into both active and passive talent pools to uncover qualified candidates. Utilize popular job boards like Indeed, LinkedIn, and Glassdoor for active job seekers, and employ recruitment tools to identify passive candidates.
Explore EasySource for effective talent discovery.
3. Screen Candidates Effectively
Move beyond keyword-based screening by adopting persona-based screening. This method assesses candidates based on the ideal candidate profile, ensuring a more comprehensive evaluation and preventing the elimination of potentially excellent candidates.
Leverage EasySource to enhance candidate screening.
4. Assess Candidates' Skills and Qualifications
Implement skill assessments that align with the specific needs of the role. These assessments can include scenarios and tasks relevant to the customer Success manager position, helping you gauge a candidate's practical skills and decision-making abilities.
Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews
Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values. Ensure that the questions elicit detailed responses, providing a comprehensive view of the candidate's suitability for the role.
6. Engage Candidates Throughout the Process
Candidate engagement is crucial to retaining top talent throughout the hiring process. Utilize communication tools to build personalized messaging, keeping candidates informed and engaged.
Optimize engagement with EasySource’s Candidate Engagement Module.
7. Conduct Reference Checks
Once you've shortlisted candidates, conduct thorough reference checks to verify their work history and performance in previous roles. Enquire about their ability to work effectively within a team and adapt to the company culture.
8. Selection and Onboarding
Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Success Manager to the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-success-manager
How to Hire the Perfect Enterprise Customer Success ManagerHireQuotient
Here's a step-by-step guide on how to hire your perfect Enterprise Customer Success Manager.
1. Craft a comprehensive job description that accurately reflects the responsibilities and expectations of the role, as well as the organization's values and culture. You can use our free JD generator to create compelling JDs to attract top-tier candidates.
2. Leverage a combination of job boards and recruitment tools to discover relevant candidates, tapping into both active and passive talent pools. You can use AI-enabled tools like EasySource to ensure a brimming pool of relevant candidates.
3. Utilize screening and assessment tools to evaluate candidates' technical skills, business acumen, and interpersonal abilities, ensuring a strong fit for the role. EasyAssess will help you assess candidates for these skills.
4. Conduct thorough interviews, incorporating a mix of behavioral and situational questions to assess candidates' suitability for the position. You can also use EasyInterview to conduct asynchronous interviews that will help evaluate these skills.
5. Engage candidates throughout the hiring process, providing personalized communication and support to maintain their interest and enthusiasm.
6. Conduct reference checks to validate candidates' work history, performance, and cultural fit, ensuring confidence in the hiring decision.
7. Facilitate a seamless onboarding process for the selected candidate, providing necessary training and resources to set them up for success.
Read the full article here: https://www.hirequotient.com/how-to-hire/enterprise-customer-success-manager
This document provides an overview of various assessment tools and products offered by Profiles International to help companies with employee-related challenges. Some of the tools discussed include the ProfileXT for job matching, the Customer Service Profile for assessing customer service skills, the CheckPoint 360 system for feedback and professional development, and tools for sales assessment, team analysis, background checks, and improving manager-employee relationships. The assessments are described as providing accurate data to help with hiring, training, management, and improving productivity.
1. REDUCE YOUR COSTS BY HIRING THE RIGHT EMPLOYEES!
The Prevue assessment has been increasing the quality of hires, and reducing costly turnover
rates, for over 20 years. The proven methodology behind how we assess job candidates has
saved companies millions of dollars and has turned the most troublesome positions
into cornerstones of stability and productivity.
Enter your information below to begin the process of building a benchmark of your own. We will build an ideal employee pro-
file that you can then use to measure and rate job candidates.
Every new candidate who takes the Prevue assessment will be assigned a Job Suitability Score and you will be provided with inter-
view preparation tips & questions designed to get your company the best hire - every time. You will know more about their abilities,
personality, and desires than you could ever uncover by interviewing alone.
We work with you to grow your organization and make sure that your human assets keep up with the strategic changes within the organiza-
tion. The following competency and capacity building reports are created for your organization:
Hiring reports – Selection, Work Characteristics, Individual Reports
Personal Development of employees
Succession Planning of organization
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Which position in your organization will you choose?
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