Talent Acquisition Tool helps you in designing, developing & sending online Competency Based job role based on-line test to all your candidates with just by one click.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
talent acquisition is the method of seeking experts, leaders, potential managers or other skilled professionals strategically for a particular role within the company.
https://www.talentrecruiter.in/talent-acquisition
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
talent acquisition is the method of seeking experts, leaders, potential managers or other skilled professionals strategically for a particular role within the company.
https://www.talentrecruiter.in/talent-acquisition
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
Change the perception and reality of talent acquisition from a necessary cost of doing business to an ROI force to be reckoned with.
You will learn about the strategic importance of the four fundamental processes: competency management, pre-employment testing, interviewing and onboarding and how each plays a role in engaging candidates who’ll continue to enhance your business.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Slides from the July 2016 U.S. Housing Market Update webinar with Rick Sharga. These slides provide an overview on current US Housing Market data and trends.
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.
Machine Learning and the Changing World of WorkWorkday, Inc.
Business agility is needed now more than ever to thrive in the face of new opportunities and threats that may surface in the future. So how can machine learning better equip you in the future to be able to deal with change? Find out in this webinar replay.
How to Hire the Perfect Sales Development ManagerHireQuotient
1. Clarify Your Needs and Goals
Start by defining the specific objectives and expectations for the Sales Development Manager role within your organization
2. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and enticing job posting. Highlight the responsibilities, required skills, experience, and qualifications.
3.Utilize Various Recruitment Channels
Post the job across multiple platforms to reach a broad audience. This includes popular job boards, professional networking sites like LinkedIn, and industry-specific forums
4. Screen for Key Competencies
If you wish to automate this process, EasySource's AI will help you with your candidate screening as well. EasySource's Candidate Screening Module will scan the profiles of the candidates and ensure that it is aligned with your JDs.
5. Engagae the short-listed candidates
Candidate Engagement Module will scan the candidate's profile and the JD you have created and craft compelling messages that make sure that these candidates respond to your outreach.
6.Assess the skills of the candidate
candidate assessment tool to help you with the same. The assessment tools ensure that the candidate's relevant skills are closely examined and evaluated. You can examine a variety of assessments from our library of skill assessments.
Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they bring to your organization.
7.Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new manager to your company’s sales processes, tools, and team members. A well-structured onboarding program is essential for setting them up for success in their new role
To read the full article, visit
https://www.hirequotient.com/how-to-hire/sales-development-manager
Revolutionise your team through lean and agile thinkingEduardo Nofuentes
This is the pack used by Eduardo Nofuentes during his talk on Thursday 21st of June 2018 about using Lean and Agile to transform Contact Centres and Sales Teams in Sydney and organised by Smart Recruitment.
How to Hire the Perfect Conversion Rate Optimization ExpertHireQuotient
1. Define Your Goals and Expectations
Before starting the hiring process, clearly define what you aim to achieve through CRO. Whether it's increasing e-commerce sales, boosting sign-ups, or improving lead quality, having clear objectives will help you assess candidates based on their ability to meet these goals.
2. Use a Detailed Job Description
Refer to the job description template provided earlier to create a detailed posting that outlines the skills, experience, and qualities you are looking for. A comprehensive job description will attract candidates who are better suited to your specific needs.
3. Leverage Various Recruitment Channels
Post the job across multiple channels to reach a broad audience. This includes industry-specific job boards, professional networking sites like LinkedIn, and social media platforms. Additionally, consider reaching out to your professional network for referrals, as they can lead to high-quality candidates.
4. Screen Resumes for Key Skills
Look for candidates with a proven track record in CRO, including experience with A/B testing, user research, analytics, and web optimization. Also, consider their experience with the tools and technologies relevant to the role.
5. Conduct Thorough Interviews
Prepare a list of questions that delve into the candidate's experience, problem-solving skills, and understanding of CRO principles. Discuss specific projects they've worked on and the results they achieved. This will give you insights into their approach to optimization and ability to drive results.
6. Evaluate Technical and Analytical Skills
Consider giving a practical assignment related to a common CRO challenge or asking them to analyze a set of data and present their findings. This will help you assess their hands-on skills and ability to derive actionable insights from data.
7. Assess Cultural Fit
Ensure the candidate's work style and values align with your company culture. A CRO Expert who is a good cultural fit will be more likely to collaborate effectively with your team and contribute to a positive work environment.
8. Check References
Speaking with former employers or clients can provide additional insights into the candidate’s performance, work ethic, and impact on previous CRO initiatives.
9. Make a Competitive Offer
Once you've identified the right candidate, make an attractive offer that reflects the value they will bring to your team. Include not just salary, but also benefits, opportunities for growth, and any unique perks your company offers.
10. Ensure a Smooth Onboarding Process
Provide a comprehensive onboarding process that introduces the new hire to your company’s products, services, and marketing strategies. This will help them hit the ground running and start making an impact more quickly.
Read the full article here: https://www.hirequotient.com/how-to-hire/conversion-rate-optimization-expert
2. We are a team of experienced researchers, psychologists & senior HR
professionals with global experience, have teamed up to serve corporate
sectors with highly innovative services in the area of Competency Assessment
& its systematic Development by harnessing latest digital technologies with
zero error.
Assess & build Competencies through Technologies
We have imbedded technology in assessing competencies which ensures high
accuracy, bare minimum time & at lowest possible cost gives you cutting edge
advantages! Also, our team of HR industry captains from manufacturing,
service & IT sectors are keen to serve you.
In short, we are obsessed with innovation, superior quality with unmatched
services !
About Us
www.myCompetencyBuilder.com 2
4. Can one suit fits to all?
Does all job profile needs same competencies?
How come you are using just
“one” test for all functions &
job roles for all positions?
www.myCompetencyBuilder.com 4
5. Does all functions & job role needs
a common Behavioral
competencies?
If No
then Why do you take just one
“common” psychometric test for
all functions & job roles?
www.myCompetencyBuilder.com 5
6. For admission in colleges “Aptitude & logical Reasoning” tests are
conducted but after acquiring 5 or 10 or 15 years of work
experiences do you find any value in again conducting the same test
for employment as a Manager or Senior Manager or GM or VP?
Think !
www.myCompetencyBuilder.com 6
7. Why do you take decision based on outdated on-line test which is based
on Aptitude or logical reasoning which is lacking actual competencies
needed in the job?
All functions as well as job roles are different then why the same test for
these functions & job roles? Just taking decision based on these tests don’t
fetch any value to the organization. You can assess the potential
candidates on these competencies which helps you to know the exact job
fitment. We can assist you designing & executing tests for all functions &
job roles of your organization with in 5 working days! This will save your TA
cost & time.
Talent Acquisition Tool
www.myCompetencyBuilder.com 7
8. When you are hiring any potential employees you can utilize on-line tests
for the following;
Functional Tests: To check the functional knowledge of the candidates
Job Role based Tests: To test the role based specific competencies
Specific Behavioral Traits: To test role based “specific role based traits”
Talent Acquisition Tool
“When Hiring, First Test, and Then Interview”
John, Jochen, Eugene & Carly
HBR, Nov, 2013
www.myCompetencyBuilder.com 8
9. Talent Acquisition Tool (TAT) : Process
www.myCompetencyBuilder.com 9
Create Job
Role
Go to Job Role
Dashboard
Select Basic
Competencies
Send Tests
to
Candidate
s
Register
Result
/Select
Select
Behavoioural
Competencies
Select
Functional
Competency
22. When you are hiring any potential employees you can utilize on-line tests
for the following;
High Strike Rate
Low Turn Around Time
Minimizes Cost
Profile Specific Tests
Simple & Easy to Understand Report
High Fitment Rate
Talent Acquisition Tool: Advantages
“…Unsuccessful Hiring is The Single Biggest
Problem In Business Today”
www.myCompetencyBuilder.com 22
23. Why We? : Our Competencies
www.myCompetencyBuilder.com 23
Industry/Subject Matter
Knowledge and Team
Industry/Subject Matter
Knowledge and Team
Our in-depth of experience provides strong subject matter
resources and insights
• Our team integrates across lines to deliver the full range of
solutions to address your needs
Our in-depth of experience provides strong subject matter
resources and insights
• Our team integrates across lines to deliver the full range of
solutions to address your needs
Methodical Execution
and Delivery
Methodical Execution
and Delivery
• We harness leading edge Six Sigma management
techniques supported by advance methodology
• Our integrated solution provides individual project and
ending with financial statement impact
• We harness leading edge Six Sigma management
techniques supported by advance methodology
• Our integrated solution provides individual project and
ending with financial statement impact
Rapid and Efficient
Approach
Rapid and Efficient
Approach
• We are able to deploy rapid system in place , review and
realization phases of the transformation .
• We work closely with you to deliver values from day one
• We are able to deploy rapid system in place , review and
realization phases of the transformation .
• We work closely with you to deliver values from day one
Drive SustainabilityDrive Sustainability • We understand Competencies & its long term benefits
• Sustainability is the key focus from the outset
• We understand Competencies & its long term benefits
• Sustainability is the key focus from the outset
Clear action plan
Measurable benefits
Fast and efficient
implementation
Proven approach
Industry knowledge
Sustainable execution
Delivering values
with Objectivity
Delivering values
with Objectivity
24. Our Credentials
www.myCompetencyBuilder.com 24
A Finest & Well Known
Ice Cream Company
A Finest & Well Known
Ice Cream Company
•
• Sales Team wasn’t performing . Duplicity of job roles existed
• Confusion & chaos in field sales force
• Designed , Developed & Assessed all India Sales Team’s Competencies
• Clarity, high performance with consistency achieved
•
• Sales Team wasn’t performing . Duplicity of job roles existed
• Confusion & chaos in field sales force
• Designed , Developed & Assessed all India Sales Team’s Competencies
• Clarity, high performance with consistency achieved
A Century old Global
Engineering Company
A Century old Global
Engineering Company
• Management decided to radically improve the organizational performance
• Diagnosed, designed, developed & measured competencies for few thousands employees
• Identified “Gap” between existing & desirable performance
• Crafted & implemented competencies based Strategy resulted into focused growth
• Management decided to radically improve the organizational performance
• Diagnosed, designed, developed & measured competencies for few thousands employees
• Identified “Gap” between existing & desirable performance
• Crafted & implemented competencies based Strategy resulted into focused growth
A Rapidly Grown FMCG
Company
A Rapidly Grown FMCG
Company
• A lack of systematic & scientific Performance Management System resulted into high
attrition of “star” performers & inconsistency in individual & team performance
• Diagnosed & developed competencies for critical job roles
• A competency frame work for critical functions & job roles were designed, assessed,
implemented & attrition rate was controlled drastically
• A lack of systematic & scientific Performance Management System resulted into high
attrition of “star” performers & inconsistency in individual & team performance
• Diagnosed & developed competencies for critical job roles
• A competency frame work for critical functions & job roles were designed, assessed,
implemented & attrition rate was controlled drastically
A Start up Global IT
Company
A Start up Global IT
Company
• Due to high demand the growth of business were compelling to hire the right talent in
huge number but the work force mix must be from across the country
• In short span of one tenth turn around time we had hired these work force from across
the country
• High strike rate within 1/8th
Talent Acquisition budget these employees were sourced
• Due to high demand the growth of business were compelling to hire the right talent in
huge number but the work force mix must be from across the country
• In short span of one tenth turn around time we had hired these work force from across
the country
• High strike rate within 1/8th
Talent Acquisition budget these employees were sourced
A City Policy ForceA City Policy Force
• Police department of Metro city were at the cross road in defining the competencies of
senior officers both IPS or promotees
• We have diagnosed, designed & assessed the competencies needed for these officers
• A scientific system had been placed which is self sustained & is highly effective
• Police department of Metro city were at the cross road in defining the competencies of
senior officers both IPS or promotees
• We have diagnosed, designed & assessed the competencies needed for these officers
• A scientific system had been placed which is self sustained & is highly effective
25. Poonam Naidu ,
Head-Corporate Relations
Call : +91 99860 60456 / +91 97162 99419
E-mail : poonam.naidu@myCompetencyBuilder.com
: sales@myCompetencyBuilder.com
Contact Us
www.myCompetencyBuilder.com
Try Free for 2 months ! Just Call UsTry Free for 2 months ! Just Call Us
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