Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
Mike Bailen, VP of People at Lever, presenting at the 2017 Michigan Recruiter's Conference on how talent acquisition can use marketing strategies to attract more talent.
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
7 Ways To Build A Brand That Attracts Top TalentBambooHR
Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
Mike Bailen, VP of People at Lever, presenting at the 2017 Michigan Recruiter's Conference on how talent acquisition can use marketing strategies to attract more talent.
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Under the talent-acquisition hood: What’s happening with cost, quality, and s...LinkedIn Talent Solutions
John Ricciardi, ERE Media, Inc
Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.
Key highlights:
Valuable data on cost of hire, speed of hire, and more.
Tips on improving all this in your company - making the hiring process run smoother.
Advice for leaders on improving the recruiter/manager relationship for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
7 Ways To Build A Brand That Attracts Top TalentBambooHR
Candidates decide whether or not to apply for a job within 49.7 seconds. That's a short amount of time to portray your brand. This slideshare shows how you can build a brand that will attract the right talent and what steps you can take today.
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
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
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
Melissa Thompson, Citrix
Michele Thompson, Randstad SourceRight
Join two talent acquisition executives—who also happen to be sisters—as they share insights into the synergies between recruiting and sourcing. This lively overview will set you up for success in finding the "purple squirrel." The session will cover how to maximize systems and technologies to boost ROI, leverage networks and engage stakeholders to identify elusive hard to find talent.
Session highlights:
Maximize systems and technologies to boost ROI.
Leverage networks and engage stakeholders to identify elusive hard to find talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
With more access to information than ever before, job seekers are now more carefully considering their choices.
Experiences and issues exposed on social media and review sites can either undermine or enhance an employer’s reputation—all this makes building trust absolutely critical.
Download and share our “50 HR and Recruiting Statistics for 2016: A Statistical Reference Guide for Savvy Recruiters.” Consider it actionable intelligence to both inspire and make the business case to expand your own branding, recruiting and hiring initiatives.
Get the latest on the data trends impacting the HR space. With this deck, you can:
- Understand what’s driving the rise of analytics in HR
- Learn how early adopters are leveraging the power of data & insights
- Discover how to build a data-driven culture
- See how you can apply analytics to answer critical talent questions
Leveraging Data: LinkedIn Recruiter, Jobs, & Talent Pool AnalysisLinkedIn Europe
We held a recent webinar for our corporate customers which showed them:
- How to leverage LinkedIn Recruiter data to improve efficiency and workflow
- How to understand who is engaging with jobs and how to use this knowledge to maximise performance
- How to conduct a talent pool analysis
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
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.
Actionable Insights through Innovative Talent Assessment – How Big Data is Ch...TALiNT Partners
What is Big Data? And How Do We Use It in Recruitment?
Combining Big Data and Online Assessments to form Actionable Insights
Case studies from a Global Investment Bank and an International Technology Company
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
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
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Troubleshooting Recruiting: How To Recruit More Women Into Your WorkforceAggregage
In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
Melissa Thompson, Citrix
Michele Thompson, Randstad SourceRight
Join two talent acquisition executives—who also happen to be sisters—as they share insights into the synergies between recruiting and sourcing. This lively overview will set you up for success in finding the "purple squirrel." The session will cover how to maximize systems and technologies to boost ROI, leverage networks and engage stakeholders to identify elusive hard to find talent.
Session highlights:
Maximize systems and technologies to boost ROI.
Leverage networks and engage stakeholders to identify elusive hard to find talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
With more access to information than ever before, job seekers are now more carefully considering their choices.
Experiences and issues exposed on social media and review sites can either undermine or enhance an employer’s reputation—all this makes building trust absolutely critical.
Download and share our “50 HR and Recruiting Statistics for 2016: A Statistical Reference Guide for Savvy Recruiters.” Consider it actionable intelligence to both inspire and make the business case to expand your own branding, recruiting and hiring initiatives.
Get the latest on the data trends impacting the HR space. With this deck, you can:
- Understand what’s driving the rise of analytics in HR
- Learn how early adopters are leveraging the power of data & insights
- Discover how to build a data-driven culture
- See how you can apply analytics to answer critical talent questions
Leveraging Data: LinkedIn Recruiter, Jobs, & Talent Pool AnalysisLinkedIn Europe
We held a recent webinar for our corporate customers which showed them:
- How to leverage LinkedIn Recruiter data to improve efficiency and workflow
- How to understand who is engaging with jobs and how to use this knowledge to maximise performance
- How to conduct a talent pool analysis
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
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.
Actionable Insights through Innovative Talent Assessment – How Big Data is Ch...TALiNT Partners
What is Big Data? And How Do We Use It in Recruitment?
Combining Big Data and Online Assessments to form Actionable Insights
Case studies from a Global Investment Bank and an International Technology Company
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
More information: www.eqms.co.uk .
This survey takes the temperature of the Quality Industry 2016, identifying trends and listening to your opinions on the most pressing issues facing Quality. Never before have Quality professionals encountered such pressure in balancing and prioritising various organisational demands such as:
Hitting KPIs despite a lack of resource and tighter deadlines.
Identifying new opportunities for process improvement.
Complying to evolving Standards and regulations.
Aggregating data from a multitude of data sources.
As technology evolves alongside developing regulatory requirements, so does the role of the Quality professional. It’s time to ask, how do you compare with others in your industry?
All organizations are really focusing on improving their processes and one of the key aspect for a project to succeed is its employees. Employees play a vital role in a business success. Therefore, the company wants to predict which employee will leave next and look for measures to retain him/her.
Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
Reinventing Performance Management: How to Measure Performance, Boost Employe...Snag
Sleeplessness. Stomach aches. Paralyzing fear. These are just some of the symptoms many employees experience in the days leading up to a performance review. And it’s not just your employees dreading them … even 95% of managers aren’t satisfied with their company’s performance management process.
So why do we keep up the same ole-same ole review process when no one’s happy with it? Check out our ‘Reinventing Performance Management’ presentation with our performance management experts from Reliant and Love’s Travel Stops & Country Stores to:
-- Understand why so many of today’s performance management processes are broken … and how to fix them
-- Discover how to implement a review cycle that’s both regular and meaningful
-- Learn new performance management strategies to better engage team members and drive productivity
-- Find out how to streamline the review process to save time and resources
-- Determine whether your company is guilty of “rater bias” and how to avoid it
Tim Sackett's presentation on how you can get better at Recruiting by following the principles behind the science of using data in the Moneyball movie.
Angie Verros's deck from the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motor's HQ. Better recruiting and sourcing emails.
Torin Ellis's presentation at the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motor's HQ. Torin challenges us to raise the level of commitment around D&I practices in our organizations.
Tracey Parson's Recruitment Marketing presentation from the 2018 Michigan Recruiter's Conference in Detroit, MI onsite at General Motor's HQ. Tracey teaches us how to Hack recruitment marketing with limited resources.
Holly's presentation on Insights from the 2018 SocialTalent Global Recruiting Survey, from the 2018 Michigan Recruiter's Conference held in Detroit, MI onsite at General Motors HQ.
Dawn Burke's recruiting presentation at the 2018 Michigan Recruiter's Conference in Detroit, MI, onsite at General Motors. The presentation focuses on Recruitment strategy.
What are great companies doing to ensure candidates have a great candidate experience. Also, technology recommendations on which tech helps you automatically drive great CX.
I was a white kid who grew up in the city. Rap music shaped how I thought. When I got into HR and Business I thought it was ironic how rap lyrics could parallel how I thought about leadership.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
1. The Real Scoop Behind
Candidate Opt-Out Behavior
Alison Carr, M.A.
Marc Wenzel, Ph.D.
2. Company Overview
About Shaker
• Founded in 2002
• Market leader & innovator
• Many F100, Brand Conscious
• Industry Leaders
Experience
• Customized, multi-method
• Wide variety of roles & industries
• 500m+ annual data points drive
business impact analytics
• 25+ PhD level data scientists
3. Candidate Experience
• 15 years of measuring candidate experience
• Helped found Candidate Experience Awards
Business Impact
• Regularly demonstrate ROI of 5-10x initial investment
• 25-50% reduction in new hire turnover/staffing waste
• 20-125% lift in productivity/time to proficiency
Partnership
• Many F100, including #1
• Assessment process/partnership flexes with company needs
over time
• History of high volume staffing solutions integrated with HRIS
Company Overview
4. Ongoing Analytics
• Demonstrating impact on important work outcomes:
• Answering questions using analytics
Primary work is with assessment end users
• Recruiters
• Hiring managers
• HR professionals & HR leadership
Shaker’s Insights Team
Performance
Turnover
5. “What impacts assessment completion rates?”
“Who are the people leaving our assessment?”
“What are outcomes of candidate opt-out?”
These are empirical questions!
Questions from Recruiters & HR
7. Applicant sample
224,684 unique
applicants, variety of
backgrounds and jobs
Selection systems
69 different selection
systems, ranging from
30 min to 2.5 hours long
Organizations
29 different organizations
represented, < 500 to
10,000+ current employees
Industries
14 different public and
private industries (e.g.,
manufacturing, service)
Criteria
Rate at which applicants
withdraw from application
process before finishing
Predictors
Length of assessment
Job characteristics
Informational characteristics
System characteristics
Organizational characteristics
Study Overview
8. Key Differences
on candidate completion
Position Level
Pay
Job Simulations
Candidates applying for supervisory positions opt out 38%
less than those applying for hourly positions
Candidate opt out decreases by 36% for every $10,000.
Higher Pay = Higher Completion
Including job simulations increases completion by 14%
No Impact on candidate opt-out
Length
Company Size
Job Expectations
If candidates are going to opt out, they usually do so in the
first 10 min, regardless of assessment length
Company size (large or small) does not impact whether a
candidate will complete
Sharing more challenging aspects of the job does not
deter candidates from completing the assessment
Study Results
9. Who are the people opting out
of completing assessments?
10. All-star candidates
We need to figure out how to
keep them in our assessments
Weak candidates
Concerns are
overstated
The system is working as intended
by screening out low-quality candidates
Who are the people leaving the assessment?
12. COMPARISON OF SCORES
FOR 300K CANDIDATES WHO
COMPLETED VJT VS.
OPTED-OUT AFTER
STARTING
COMPLETES =
MOST QUALIFIED
OPT-OUTS =
LESS QUALIFIEDHigher probability
of opt-out
COMPLETE
OPT-OUT
60%
more
likely
Higher probability
of low VJT
performance 77
Those who perform better on the
VJT perform better on the job:
2x higher quality work
17% more productive
20% fewer errors
Poor performers early
on in the VJT had:
GREATEST OPT-
OUT OCCURS
WITHIN THE
FIRST 10 MINUTES
10
minutes
%
less likely to
be considered
14. Administrative efficiency case study
Original Process
Candidate
Application
Application
review by
RPO
Pre-hire
Assessment
Phone
Screen by
RPO
Onsite
Interview by
RPO
Onsite
Interview by
Hiring
Manager
Conditional
Offer and
Drug Test
Hire
New Process
Candidate
Application
Application
review by
RPO
Phone
Screen by
RPO
Onsite
Interview by
RPO
Onsite
Interview by
Hiring
Manager
Conditional
Offer and
Drug Test
Hire
15. Administrative efficiency case study
Candidate
Application
Application
review by
RPO
Pre-hire
Assessment
Phone
Screen by
RPO
Onsite
Interview by
RPO
Onsite
Interview by
Hiring
Manager
Conditional
Offer and
Drug Test
Hire
New Process
Did Not Complete
(27%)
Strong Fit Moderate Fit Weak Fit
30% 40% 30%
Completed
(73%)
Not Considered
16. Impact of Pre-Hire Assessment on Hiring Ratios
75
% lower phone
screen-to-hire
ratio
55
%reduction in
onsite interview-
to-hire ratio
12
%lower
application-
to-hire ratio
9.4:1 8.3:1
8.5:1 2.1:1
Ratio
Pre-Assessment
Ratio
Post-Assessment
3.8:1 1.7:1
17. Assessment length is not related to completion rates
Efforts to increase completion rates could increase number of low-quality
candidates - applicants who choose to leave an assessment represent
healthy attrition
Rather than focusing on completion rates, focus on:
Recruiting a larger number of candidates
Ensuring a smooth and user friendly assessment experience
Use job simulations and other engaging, multimethod assessment approaches
Conclusions
18. Questions?
Alison Carr, M.A. & Marc Wenzel, Ph.D.
alison.carr@shakercg.com
marc.wenzel@shakercg.com
Shaker Consulting Group
3201 Enterprise Pkwy, Suite 360
Cleveland, OH 44122