Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
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.
Dynamic socio-economic factors and advanced digital platforms have created a shift in the way talent approaches career progression and job search. This has enabled talent to scout for opportunities more often, effortlessly search information, connect with people who could provide first-hand experiences, and crowd source information on organizations. However, organizations have been slow to adapt and are paying the price in terms of escalating talent acquisition costs and the inability to attract top talent. This paper details the new talent phenomena and its impact, and discusses how organizations can transform their acquisition strategies to win the ‘War for Talent’
The SocialTalent Global Recruiting Survey 2019Johnny Campbell
Thousands of recruiters take the SocialTalent Global Recruiting Survey every year. This year's results show the difference between reactive and strategic recruiting and what it takes to evolve from one to the other,
Campaign Based Employment Search by Greg David of Laka and CompanyGreg David
The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
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.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
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.
Dynamic socio-economic factors and advanced digital platforms have created a shift in the way talent approaches career progression and job search. This has enabled talent to scout for opportunities more often, effortlessly search information, connect with people who could provide first-hand experiences, and crowd source information on organizations. However, organizations have been slow to adapt and are paying the price in terms of escalating talent acquisition costs and the inability to attract top talent. This paper details the new talent phenomena and its impact, and discusses how organizations can transform their acquisition strategies to win the ‘War for Talent’
The SocialTalent Global Recruiting Survey 2019Johnny Campbell
Thousands of recruiters take the SocialTalent Global Recruiting Survey every year. This year's results show the difference between reactive and strategic recruiting and what it takes to evolve from one to the other,
Campaign Based Employment Search by Greg David of Laka and CompanyGreg David
The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
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.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Professional Coaching in a Job Search by Greg David of Gregory Laka and CompanyGreg David
The importance of using a job search coach to significantly reduce the time it takes to land a new job while reducing the number of costly mistakes navigating today's job market and job search process. By Greg David of Gregory Laka and Company.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Job searching takes effort and a strategy. Learn to create your own job search strategy.
By the end of this session you will be able to:
* Identify ways in which you can establish career goals
* Determine how to research the job market
* Understand specific job-search methods
* Create a plan for your job search
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
We analyzed over 7.5 million current job postings (that's big data!) in 21 job categories to give you the highest demand keywords to use on your CV/resume. (A collaboration between JobIsJob and Donna Svei)
Writing your CV & preparing for interview - Information for tax professionalsThe SR Group
The objective of your CV is to gain you an interview either with a potential employer or a recruitment consultant, and to create a positive impression about you in the mind of the
interviewer before you meet.
It is a good idea to split your CV into four sections: personal information, qualifications, employment history and interests.
Organisations interview in many different ways both in terms of style as well as process. As an interviewee you should never assume that each interview will be structured in exactly the same way and you should always aim to improve your interview style through better preparation and understanding of the interview process. Of course, your greatest ally is the recruitment consultant you are working with who will be able to prepare you based on their knowledge of the organisation and role in question.
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
In this file, you can ref interview materials for export such as, export situational interview, export behavioral interview, export phone interview, export interview thank you letter, export interview tips …
6 Signs You're Being Contacted By A Good RecruiterCAREEREALISM
Have you ever received an email about “an amazing opportunity” at “an amazing company” that’s looking for “talent like you”? Chances are your answer is yes.
Related: 10 Things Recruiters Won’t Tell You (But I Will!)
How do you feel when you get this very obviously copy-and-pasted email? Not special, that’s for sure. And you probably wonder how many other people got the same exact email. How many other people are considered “talent like you,” anyway?
This is lazy recruiting – Generic email blasts from recruiters who clearly don’t have time to do a little research and customization for “talent like you.” With high pressure to fill jobs quickly, many recruiters fall into this trap.
But how do you know when you’re being contacted by a savvy recruiter who focuses on more than simply filling open positions fast? Here are six signs you’re being contacted by a GOOD recruiter...
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Professional Coaching in a Job Search by Greg David of Gregory Laka and CompanyGreg David
The importance of using a job search coach to significantly reduce the time it takes to land a new job while reducing the number of costly mistakes navigating today's job market and job search process. By Greg David of Gregory Laka and Company.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Job searching takes effort and a strategy. Learn to create your own job search strategy.
By the end of this session you will be able to:
* Identify ways in which you can establish career goals
* Determine how to research the job market
* Understand specific job-search methods
* Create a plan for your job search
DeVry University Career Advisory Board: What the Most Successful Job Seekers ...DeVry University
In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers).
The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
We analyzed over 7.5 million current job postings (that's big data!) in 21 job categories to give you the highest demand keywords to use on your CV/resume. (A collaboration between JobIsJob and Donna Svei)
Writing your CV & preparing for interview - Information for tax professionalsThe SR Group
The objective of your CV is to gain you an interview either with a potential employer or a recruitment consultant, and to create a positive impression about you in the mind of the
interviewer before you meet.
It is a good idea to split your CV into four sections: personal information, qualifications, employment history and interests.
Organisations interview in many different ways both in terms of style as well as process. As an interviewee you should never assume that each interview will be structured in exactly the same way and you should always aim to improve your interview style through better preparation and understanding of the interview process. Of course, your greatest ally is the recruitment consultant you are working with who will be able to prepare you based on their knowledge of the organisation and role in question.
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
In this file, you can ref interview materials for export such as, export situational interview, export behavioral interview, export phone interview, export interview thank you letter, export interview tips …
6 Signs You're Being Contacted By A Good RecruiterCAREEREALISM
Have you ever received an email about “an amazing opportunity” at “an amazing company” that’s looking for “talent like you”? Chances are your answer is yes.
Related: 10 Things Recruiters Won’t Tell You (But I Will!)
How do you feel when you get this very obviously copy-and-pasted email? Not special, that’s for sure. And you probably wonder how many other people got the same exact email. How many other people are considered “talent like you,” anyway?
This is lazy recruiting – Generic email blasts from recruiters who clearly don’t have time to do a little research and customization for “talent like you.” With high pressure to fill jobs quickly, many recruiters fall into this trap.
But how do you know when you’re being contacted by a savvy recruiter who focuses on more than simply filling open positions fast? Here are six signs you’re being contacted by a GOOD recruiter...
Key Benchmarks for the Recruiting Industry - Deconstructing the Recruiting Fu...Jobvite
A streamlined recruiting funnel could help you attract X% more quality hires.
By examining your entire hiring process from start to finish - Employment Branding, Sourcing, Candidate Experience, Candidate Selection, and finally, Insight - you will attract more quality applicants at a much lower cost.
Join Rachel Bitte, Chief People Officer at Jobvite and Chris Forman, CEO of Appcast, as they dive into the recruiting funnel and learn why a streamlined recruiting process is a must.
On November 5 at 1 pm ET/10 am PT, we’ll share:
Why employer branding is the first step in securing a positive application process
How to convert more job seekers to applicants by a deeper analysis of your job ads
Ways to analyze the performance your ATS, best utilize the tool, and get a better ROI
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
Got Distance? You'll know if you look at your calendar and see most meetings have dial in numbers. This talk delivered for the TriAgile 2016 conference shows 8 categories of approaches you can use to help with today's distributed team landscape.
SHIFT offers, thought-provoking scenarios that stimulate understanding and consideration. Real-life situations that busy professionals face in the workplace. Interactive format designed to keep your employees focused and engaged while learning. SHIFT's programs offer you the ability to, view on desktops and tablets, administer, track and report employee use, you can use our LMS or your own LMS (Scorm & AICC-Compliant), and it can be customized to your corporate brand.
Complete guide of Briktru Indonesia training syllabus available for your organization. Program can be customized and tailored based on your needs and expectations. Contact us at +62 21 293 689 33 or visit us at www.briktru.com
April Service Level Management ITSM Share-and-Learn slidesUniversity ITSM
April 2008 slides for our department's ITSM share-and-learn, where people come to talk about IT Service Management best practices and how they can be applied to our department.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Employers increasingly rely on assessments to acquire, develop and promote the best talent. With this trend has come significant confusion about how to choose assessments and how to best use them to obtain a competitive advantage. This whitepaper will help you make sense of the assessment nonsense.
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
Background screening processes seem like a mystery to everyone outside of the employee screening industry. What is pre employment & post employment background checks, how does it take place?, What's the process? To answer some of the commonly asked questions about pre-employment background checks we have compiled a list of such questions that can help you better understand the need and its process in general.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
Word of Mouth RecruitingExternal RecruitmentInternal Recruit.docxhelzerpatrina
Word of Mouth Recruiting
External Recruitment
Internal Recruitment
Job Fair
Diverse Workforce
Classified Ads /Newspaper Ads
Social Media
Job Sites
Linked in and Indeed or Monster
Pros
And cons
Cons their request of candidate may be the same nationality and gender.
Cons more training and orientation. Not aware of their personality or strengths and weaknesses. Higher salaries
Pros new ideas. May get company to excel
Pros do not have to figure out the candidates’ strengths and weaknesses after working with them for a while. Moral and engagement may rise, less orientation and training. Do not have to worry about higher salaries
Cons posting for candidates can be a waste of time, since they already know who they want. When an inside candidate is rejected, they are upset or discontented.
Pros face to face networking and exchange business cards and share resume
Can provide Candidate Resume Feedback such as suggestions on what else could help enhance it.
Con if it’s a large job fair the competition can be very big.
It takes time to prep for a job fair and spend lots of time and money for the job fair.
Pros assist woman to have a chance at employment due to some male dominating occupations. Fills any gaps that may have workforce that do not have women. Allow single parents to get a chance at employment to help with their possible one income. Minorities can have a priority in job opportunity if they are qualified for the position.
Pros Creative Freedom, Can fit in your budget due to picking size of ad.Great
for people seeking a job. Great Compliment to online recruitment
Cons
Not many people read newspapers, Response rate is considered low. After going through the process of getting your ad submitted at a certain time there is no way make an urgent correction. Not enough space, if you do not have enough money
Pros Can easily rule of many of the candidates
Can check to see if candidate may not be who they appear to be
Cons Information can be outdated or not accurate
Invasion of privacy
Pros for jobs sites i
Legal / employment laws
Do the method limit qualified applicants from applying
Follow Title VII
Yes, but there are policies that garden promotion from within
Legally the employees have legal rights to access the information about them
HR Analytic: Forecasting Tool
May affect how the
If the Skills Inventory system do not work or is inadequate. then looking for external can be the next step.
Skills Inventory system helps to easily find someone internally with the skill set you are looking for, experience and more.
Reason for using this recruiting method
It is considered normal active advertisement. When people are just in a casual conversation and they are looking a job, word of mouth helps a small portion of recruitment
The reason is due to people needing another route to getting candidates, to avoid any bias within the company. They provide a different view towards company’s success.
It’s considered the best opt ...
Executive searches may fail due to a variety of reasons. It is advisable to be able to understand them, and hire only the best executive search firms in India who have the skill, proficiency, and expertise required for the task.
The Proven System that Successfully Matches the right Candidate to the Right JobHarvey James
At last! A system that changes the recruitment game. Systematically benchmark the job and match the right candidates with much higher success than traditional recruitment methods.
Contact Enterprise Coach at 1300 787 527 or www.enterprisecoach.com.au to find out how you can solve your recruitment problems today.
LinkedIn's 2017 talent insights report has all the data you could need on the state of the candidate experience, but recruiting superstar Stacy Zapar goes beyond the data to tell you what it means for your everyday recruiting strategies.
So, for example, if you knew 63% of candidates feel flattered when a recruiter reaches out, how can you use this to improve your response rates? What's the best way to reach out? What information should be included in your first email?
Stacy gives you the answers to these questions and more to help you optimize the candidate experience from start to hire.
Get the full report now: https://lnkd.in/eyvZfwH
We need good employees working in the affordable and public housing industries. That’s why Navigate is releasing a new series of white papers about human resources. These papers will look at issues like interviewing & hiring, on-boarding your new hire, training and follow-up. Navigate’s Human Resources Director Dale Marcus wrote the series for us. She’s been with Navigate for almost 15 years. She knows her stuff when it comes to employee relations, workforce planning and talent acquisition.
The first white paper in the series deals with Interviewing and Hiring. Do you know how expensive it is to replace an employee with a new one? The cost of employee turnover can be steep. Dale’s tips focus on making sure you hire the right person the first time so that it’s a good fit that will last for quite some time.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
How Behavioural Recruitment can refresh the qualitative research industryHugh Carling
How Facebook can help the market research industry find fresh, authentic and representative consumers based on demonstrated rather than claimed behaviour.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
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/
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
2. 1ST
It’s a pretty exciting time to be in talent
acquisition right now. Why? Because the
best talent acquisition professionals have
transformed themselves into strategic partners
able to drive business outcomes and help their
organization succeed.
The transformation is happening all around us. And it will
require us to change our thinking about many of the patterns
and processes we take for granted.
3. Finding good
candidates for every
position can be a
challenge.
80% of companies surveyed by the analyst group
Aberdeen identified a labor market shortage on critical
skills as the top hurdle to great hires. Overcome that hurdle,
and your company wins big.1
1 Talent Acquisition in 2014: Reverse the Regressive Curse
5. Or they could waste your
money, damage morale
and slow everyone down.
You’ve seen the statistics on how much
selecting the wrong candidate for your
company can cost. But there are other,
equally severe, costs.
When an employee isn’t pulling their
weight, that usually means another strong
employee is working harder to pick up the
slack. Selecting the wrong employee can
cripple morale as other employees lose
faith in the company’s ability to get things
done. And selecting an employee who
does something wrong — or even illegal —
can irrevocably damage your company’s
reputation.
6. START
But if you’re like most
companies, you don’t
know whether your next
hire is going to be a hit
or a miss.
Because the data disadvantage at the start of your
hiring journey turns the rest of your process into a
guessing game.
According to recent studies, as much as 80% of
employee turnover is due to hiring the wrong person
in the first place. And almost half (46%) of new hires
leave after 19 months.2
There’s something broken about how we’re hiring
talent.
2 Leadership IQ survey of 20,000 new hires; http://www.leadershipiq.com/blogs/
leadershipiq/35354241-why-new-hires-fail-emotional-intelligence-vs-skills
8. Every step through your journey is tainted by a lack of
reliable information.
From the moment you pick up a candidate’s resume, you start on a guided tour of their future potential.
In fact, today’s hiring process almost guarantees that you’re working from a deficit of good data.
And in the absence of data, the only option you have is gut instinct. In a recent survey of 500 hiring
managers, 74% reported that their most recent hire “had a personality similar to mine.” And a study of
158 organizations demonstrated that 2/3 of hiring is done without any significant assessment at all. 3
In another study, a sociologist at Northwestern University interviewed professionals
from elite investment banks, consultancies, and law firms about how they recruited,
interviewed and evaluated candidates. The most important factors driving their hiring
recommendations? Shared leisure interests.
But here’s the thing…as crazy as that sounds, this study came to an
important conclusion. Without real data, hiring managers have nothing
to use but their own experiences as a model for behavior.
3 Bersin & Associates High Impact Talent Acquisition Study, Fall 2012> http://www.hrotoday.
com/news/talent-acquisition/the-power-to-predict/
10. You’ve slogged through a stack
of resumes and selected a few
candidates for a phone screening.
What you’re really looking for:
An indication that this person
might be your next superstar.
What you find:
Candidates who are good at answering
preliminary screening questions.
Phone interviews are
tricky at best. Often, all the
information a candidate
gives you in the first phone
interview is naturally
skewed towards what they
think you’re looking for.
13. Typically, at this stage your hiring manager
still doesn’t have a good sense of the candidate’s
specific strengths and weaknesses. That makes
asking questions that surface the information
you need to know even harder. Especially when
candidates are savvier than ever about
what you’re going to ask.
So the self-reporting bias continues
unchecked in the interview process.
The candidate’s coworkers aren’t present to
contradict any assertion they make about
being a team-player or how they contribute to
projects. And here’s an interesting tidbit, studies
have concluded that the more extroverted
among us tend to tell more untruths. That
means that the person who is seemingly
acing the interview could really just be a great
storyteller.4
4 https://www.psychologytoday.com/blog/living-single/201109/who-lies
14. Here’s what’s true:
if you knew more
about your candidate,
you could ask more
relevant questions.
16. Personality and other self-assessments have
seemed like your best chance to objectively
define what makes your candidates different
from one another.
But you know (just as well as they do) that personality tests are essentially
a self-evaluation. Fact or fiction, it is from their perspective only.
In fact, there are a number of good reasons to think twice before just
relying on a personality test. If personality tests are more general and do
not assess the specific behavioral competencies that are required to do
the job, then they may have little correlation with future job performance.
Coaching for personality tests is rampant. In fact, a quick internet search
on ‘how to beat personality tests’ will turn up a lot of advice on how to fake
these tests. One study found faked answers for one quarter to one half of
the applicants.5
Those are not great numbers.
Use a badly vetted test, or use a good test incorrectly, and you could
be in violation of Title VII. As a testing instruction, personality tests have
proven again and again to exhibit adverse impact on minorities. So if
you’re going to use them, make sure your vendor is reputable. Personality
tests, as much as we like think that they are objective, essentially capture
self-reported information.
5 R. L. Griffith, et al, Do Applicants Fake? An Examination of the Frequency of Applicant Faking Behavior, 36
Personnel Review, 341 (2007)
19. At this late stage,
something interesting
happens.
20. For the first time, you get a chance to hear
from the people who actually worked with
the candidate in the past—the people who
know the candidate best. But, in the typical
hiring journey we’ve been talking about, this
powerful tool that can provide you the data
and insight you need to understand future
performance is, sadly, thrown away.
21. Too few references are consulted – and they are
either afraid to be candid or they are prevented
by their company to provide a reference.
References aren’t asked questions that are
predictive of job performance. Plus, the process
is notoriously SLOW, hampering your ability to
make an offer quickly.
No wonder a Google search on “reference
checking” brings back the result of “a waste of
time” again and again.
22. And all too often something else happens.
Reference checks get confused with
background checks.
Which are great for confirming employment.
Or telling you who NOT to hire.
23. But when it comes to making a decision
between two competent candidates?
That’s not very helpful.
24. Which is why you haven’t
been taking reference checking
seriously at all.
You’ve been treating this step like
a boring footnote at the end of
your process.
25. But here’s the kicker
— and you’d better
strap in — because
this new approach
is going to transform
your hiring process…
26. When you do them right,
reference checks can provide
the single best indicator of your
candidate’s future potential.
They actually give you more
insight into your next hire than
any of the other steps in your
hiring journey.
27. The key to finding the right people
is asking the right questions —
questions that are really predictive
of job performance and of cultural
fit — and asking those questions
to a candidate’s colleagues and
managers to get that outside view
which is so much more valuable.
And reference checking that
combines behavioral science
with personal feedback from
a candidate’s colleagues and
managers can transform your
hiring process.
29. What if the hiring journey started
with job-specific information
collected confidentially from the
candidate’s past colleagues and
managers before you brought
them in to interview?
What if you were presented with the data
that lets you know how a candidate has
performed in the past?
What if transforming the hiring journey
actually let you be more strategic across
every stage of that journey – from better
screening to more informed and engaged
interviews to more enlightened hiring?
32. You’ve done your homework.
You’ve narrowed the field of
candidates to your top picks, and
you start off with your phone
screen to see if there is mutual
interest.
If there is; explain the next step in your
hiring process is a job-specific, scientifically
created survey for your candidate’s
references. And your candidate will get to
select who participates.
35. This is a twist to the hiring journey that puts reference checking
front and center. But not the kind of reference checking you might
be familiar with. In the new hiring journey, this step now provides
you with an unprecedented level of data and insight about the
candidate’s soft skills and past performance. The skills that typically
impact success or failure. You’ll gain access to:
– Relevant candidate information: because the questions being asked align with the
skills and behaviors that matter for that job
– Reliable reference feedback: because the references selected by your candidate
are now able to remain confidential, increasing the likelihood of objectivity and
reliability
– Scalable processes: with a fully automated process you can get feedback on
more job candidates from more references and do it far more rapidly than via
phone-based reference checking
– Efficiency: a typical survey takes references only 10 minutes to complete, which
helps to encourage more responses
– Data-driven reports: detailed summaries provide predictive insights and reference
feedback that is actionable. Plus, you can compare insights across candidates
which means you can already start to zoom in faster on the information that
helps decision-making.
36. You are now armed with
more information about
your candidate than you
did after the whole of
your old hiring journey.
38. Before the hiring manager ever gets
into a room with your candidate,
they can review a detailed summary
of how their colleagues and
managers rated them on specific,
job-relevant skills.
Think about it. With the new insight you’ve
gleaned, you’re able to:
– Filter out the noise to identify the most relevant
and useful candidate information
– Highlight key insights for you or your hiring
managers to consider
– Compare the reference feedback across
candidates, giving you a better picture of
strengths or weaknesses to explore further
39. And with a new view of your candidate, you can
transform your interview process by providing a
behavioral interview guide to your hiring manager.
Empower your hiring managers to ask candidates
real questions that solicit real information.
With data presented from references about a candidate’s
past performance, you can recommend questions to ask that drill
down on key behaviors hiring managers will want to explore.
Questions that might target specific interpersonal skills,
or a candidate’s ethics and integrity.
Questions that are more relevant, more nuanced,
and more informative, giving your hiring manager
the information they need to make better,
more objective hiring decisions.
41. We talked about how personality
tests and other assessments provide
one dimension: the candidate’s
internal views. But now the
candidate’s self-evaluation reveals
something you’ve never seen
before: how they rate themselves
compared to how their colleagues
and managers assessed their past
performance.
It’s a new perspective that sheds light on
key attributes of success or failure.
42. It’s a unique insight
into their self-image
you’d never have
gotten before.
43. Maybe you’re evaluating an extroverted
candidate who thinks the world of himself. Now
you have feedback from others on how the
candidate performed in the past in a role where
confidence, being outwardly oriented, and highly
competent in handling customers is critical.
Or, a more introverted candidate might be a
little harder on himself in a self-evaluation, but
former peers and supervisors indicates that he
encourages the best work of his fellow team
members. It helps you dig a little deeper into the
insight that helps you find the hidden gem that
may be hiding under the surface.
It’s making better use of the resources you’re
already paying for.
45. When your hiring journey is
packed with reliable, detailed,
job-specific information about
the candidate, you’re more
enlightened every step
of the way.
Which means you’re more empowered
to find the best candidate for the job.
47. So the new kind of reference checks aren’t just giving you
data about past performance — they’re actually strategic.
Because you have the predictive data you need to
understand a candidate’s past performance…
Because you have the objective data you need to assess
skills that are critical to the job you are trying to fill…
…you are able to make a truly enlightened decision
about your candidate.
48. They improve every
single step in your
hiring journey.
Screening is more efficient.
Interviews are more revealing.
Assessments are more useful.
And background checks are used
the way they should be: as a tool
to mitigate risk.
49. You save time,
money and effort
while finding consistently
stronger candidates, who
perform better and stay longer.
And we have the
tool to help,
just ask.
50. So if you’re tired of
guessing how your next
hire is going to turn out,
you’ve probably wanted
to change things for
some time now.
51. And if you work with the right partner, your new hiring journey
will start with a new kind of reference check.
We’ve helped organizations reach references for nearly 2 million
job candidates, so our solution is based on the biggest database
of its kind.
Our studies have shown we’ve helped organizations reduce
first-year turnover for cause an average 35%.