The document discusses the rise of new assessment tools that can screen large numbers of job candidates quickly and at low cost. These tools include skills tests, personality assessments, reference checks, and tools that analyze a candidate's online presence. They allow companies to evaluate candidates before they apply for a role. The document suggests that as these tools become more advanced, the traditional job application and interview process may become obsolete, with AI able to directly match candidates to jobs based on their assessments. It argues that assessments are critical for recruiting as the nature of work changes and companies need to rapidly evaluate specialists for specific projects.
70% of Candidates Use Mobile Devices to Search for Jobs… Will They Find Yours?Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/70-of-candidates-use-mobile-devices-to-search-for-jobs-will-they-find-yours/
Job seekers are leading the way when it comes to mobile adoption; a recent survey showed 70% of all candidates, including 65% of those already employed, reported using their mobile devices to search for job opportunities, citing convenience and availability as their most common reasons. Employers have struggled to adopt and execute mobile recruiting strategies. Browser incompatibility with recruiting software, difficulty capturing applicant information, and poor candidate experience are just a few of their challenges.
With Talemetry, employers can turn the ATS they already have into a mobile recruiting platform that candidates can really use, making recruiters more effective and efficient to decrease time-to-fill and cost-per-hire.
In this webinar, you will learn how Talemetry can help:
- Create mobile-friendly career sites with consistent brand environment and user experience across devices
- Enable applicants to apply for jobs directly from their mobile devices using their LinkedIn profiles, increasing applicant flow and improving talent pipeline
- Reach more candidates faster in real time
- Provide a scalable platform that integrates with your enterprise applicant tracking system
website: www.talemetry.com
blog: www.talemetrytoday.com
Learn How Organizations Are Maximizing Their Reach Using Social Media For Rec...Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/learn-how-organizations-are-maximizing-their-reach-using-social-media-for-recruiting/
With 84% of all workers reporting that they’d used social media to research jobs or potential employers, the opportunity to build your employer brand and a talent network has never been greater. Social recruiting presents a critical competitive advantage for employers who can make their social strategies pay off. But it isn’t easy when most talent organizations have limited time and resources to dedicate to making social recruiting work; only 3.2% of external hires last year were actually attributed to social networks.
Talemetry Social Recruiting Solutions enables employers to maximize their social recruiting programs with minimal time and effort, creating scalable, sustainable and standardized social strategies with meaningful, measurable results.
In this webinar, you will learn how Talemetry can help:
- Create a single, central tool for attracting and engaging candidates across multiple social networks, while integrating with your enterprise Applicant Tracking System
- Extend core career site capabilities through the creation and integration of fully branded Facebook career pages
- Automate feeds from corporate career pages to announce jobs in real time on Twitter and LinkedIn
Website: www.talemetry.com
Blog: www.talemetrytoday.com
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
Watch the recording: http://talemetry.com/resources/webinars/building-talent-pipelines
Whether the need is volume or targeted hiring, organizations continue to struggle to find quality candidates in a timely and cost effective manner for many reasons:
- Multiple candidate databases to search
- Limited search functionality
- Limited access to large numbers of candidates
- Costly and inefficient use of database subscriptions
- Difficult to search for past applicants
- No central talent pool outside of applicants
- Not leveraging talent pool before spending on advertising and agencies
- Limited relationship management/talent pipeline CRM capabilities
This presentation on talent pipelines will show both sourcing and talent marketing teams how Talemetry can solve these challenges and find and attract the right talent faster and more cost effectively.
You'll learn:
- How to search and rank candidates from multiple sources include job board candidate databases, social networks, applicants in your ATS, and 100m+ open web candidate profiles.
- How to organize talent pipelines; manage candidate relationships and related activities, communications, and campaigns in support of:
- Tactical CRM: Find and rank candidates for immediate job openings and invite them to apply
- Strategic CRM: Build Talent Pipelines for future hiring requirements
website: www.talemetry.com
blog: www.talemetrytoday.com
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/how-to-transform-your-company-from-an-outsourced-recruiting-model-to-direct-sourcing/
In these tough economic times, all organizational costs are being scrutinized, including the cost of recruiting. Unfortunately, the two most widely used methods for finding and attracting talent also happen to be the most costly; recruiting agencies and job advertising.
Many leading organizations have begun to shift away from these traditional, costly methods in favor of a direct sourcing model, where in-house recruiting teams proactively identify top talent, build relationships, and promote open jobs to them. Not only does direct sourcing reduce costs, it is also shown to reduce time-to-hire and increase quality of hire.
This presentation will highlight the key strategies and technologies required to support shifting to a direct sourcing model.
You'll learn:
- The benefits of direct sourcing over the use of traditional recruiting agencies or job advertisements
- The key strategies and technologies required for direct sourcing
- How a talent generation solution like Talemetry can support your direct sourcing initiative
website: www.talemetry.com
blog: www.talemetrytoday.com
70% of Candidates Use Mobile Devices to Search for Jobs… Will They Find Yours?Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/70-of-candidates-use-mobile-devices-to-search-for-jobs-will-they-find-yours/
Job seekers are leading the way when it comes to mobile adoption; a recent survey showed 70% of all candidates, including 65% of those already employed, reported using their mobile devices to search for job opportunities, citing convenience and availability as their most common reasons. Employers have struggled to adopt and execute mobile recruiting strategies. Browser incompatibility with recruiting software, difficulty capturing applicant information, and poor candidate experience are just a few of their challenges.
With Talemetry, employers can turn the ATS they already have into a mobile recruiting platform that candidates can really use, making recruiters more effective and efficient to decrease time-to-fill and cost-per-hire.
In this webinar, you will learn how Talemetry can help:
- Create mobile-friendly career sites with consistent brand environment and user experience across devices
- Enable applicants to apply for jobs directly from their mobile devices using their LinkedIn profiles, increasing applicant flow and improving talent pipeline
- Reach more candidates faster in real time
- Provide a scalable platform that integrates with your enterprise applicant tracking system
website: www.talemetry.com
blog: www.talemetrytoday.com
Learn How Organizations Are Maximizing Their Reach Using Social Media For Rec...Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/learn-how-organizations-are-maximizing-their-reach-using-social-media-for-recruiting/
With 84% of all workers reporting that they’d used social media to research jobs or potential employers, the opportunity to build your employer brand and a talent network has never been greater. Social recruiting presents a critical competitive advantage for employers who can make their social strategies pay off. But it isn’t easy when most talent organizations have limited time and resources to dedicate to making social recruiting work; only 3.2% of external hires last year were actually attributed to social networks.
Talemetry Social Recruiting Solutions enables employers to maximize their social recruiting programs with minimal time and effort, creating scalable, sustainable and standardized social strategies with meaningful, measurable results.
In this webinar, you will learn how Talemetry can help:
- Create a single, central tool for attracting and engaging candidates across multiple social networks, while integrating with your enterprise Applicant Tracking System
- Extend core career site capabilities through the creation and integration of fully branded Facebook career pages
- Automate feeds from corporate career pages to announce jobs in real time on Twitter and LinkedIn
Website: www.talemetry.com
Blog: www.talemetrytoday.com
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
Watch the recording: http://talemetry.com/resources/webinars/building-talent-pipelines
Whether the need is volume or targeted hiring, organizations continue to struggle to find quality candidates in a timely and cost effective manner for many reasons:
- Multiple candidate databases to search
- Limited search functionality
- Limited access to large numbers of candidates
- Costly and inefficient use of database subscriptions
- Difficult to search for past applicants
- No central talent pool outside of applicants
- Not leveraging talent pool before spending on advertising and agencies
- Limited relationship management/talent pipeline CRM capabilities
This presentation on talent pipelines will show both sourcing and talent marketing teams how Talemetry can solve these challenges and find and attract the right talent faster and more cost effectively.
You'll learn:
- How to search and rank candidates from multiple sources include job board candidate databases, social networks, applicants in your ATS, and 100m+ open web candidate profiles.
- How to organize talent pipelines; manage candidate relationships and related activities, communications, and campaigns in support of:
- Tactical CRM: Find and rank candidates for immediate job openings and invite them to apply
- Strategic CRM: Build Talent Pipelines for future hiring requirements
website: www.talemetry.com
blog: www.talemetrytoday.com
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/how-to-transform-your-company-from-an-outsourced-recruiting-model-to-direct-sourcing/
In these tough economic times, all organizational costs are being scrutinized, including the cost of recruiting. Unfortunately, the two most widely used methods for finding and attracting talent also happen to be the most costly; recruiting agencies and job advertising.
Many leading organizations have begun to shift away from these traditional, costly methods in favor of a direct sourcing model, where in-house recruiting teams proactively identify top talent, build relationships, and promote open jobs to them. Not only does direct sourcing reduce costs, it is also shown to reduce time-to-hire and increase quality of hire.
This presentation will highlight the key strategies and technologies required to support shifting to a direct sourcing model.
You'll learn:
- The benefits of direct sourcing over the use of traditional recruiting agencies or job advertisements
- The key strategies and technologies required for direct sourcing
- How a talent generation solution like Talemetry can support your direct sourcing initiative
website: www.talemetry.com
blog: www.talemetrytoday.com
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring
and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
We have been associated with different sectors and have successfully planned and executed the recruitment process for our esteemed clients. Few of our success stories are mentioned in the case studies.
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
Resumes, Cover Letters and Applying Online Bruce Bennett
Not all resumes are created equal so learn about the do and don’ts of creating your resume. The presentation will cover building the elements of your resume. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
e-recruitment or Online Recruitment PPT 2019Susheel Tiwari
E-Recruitment
E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
Resumes, Cover Letters and Applying Online Bruce Bennett
The presentation shows several styles of resumes and cover letters. The Applicant Tracking Systems topic is explored as well as fine-tuning your resume for a specific job description.
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring
and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
We have been associated with different sectors and have successfully planned and executed the recruitment process for our esteemed clients. Few of our success stories are mentioned in the case studies.
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
Resumes, Cover Letters and Applying Online Bruce Bennett
Not all resumes are created equal so learn about the do and don’ts of creating your resume. The presentation will cover building the elements of your resume. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
Zalp webinar-Raising your employee referral program results to 50% of all hiresSavio Vadakkan
This interactive webinar was led by Dr. John Sullivan, arguably the world’s leading proponent of employer referrals programs (ERP). In this webinar, he highlighted the best practices that have proven to be effective in making referral programs the dominant corporate recruiting source.
The webinar was sponsored by ZALP in association with ere.net.
ZALP is the perfect employee referral software for every organization looking to tap the unexplored potential of their referral program while at the same time exploiting the potent potential of social media in recruitment.
Request a demo today. Visit www.zalp.com or mail us at info@zalp.com
e-recruitment or Online Recruitment PPT 2019Susheel Tiwari
E-Recruitment
E-recruitment, also known as online recruitment, is the practice of using technology and in particular Web-based resources for tasks involved with finding, attracting, assessing, interviewing and hiring new personnel. Online recruitment can reach a larger pool of potential employees and facilitate the selection process.
Resumes, Cover Letters and Applying Online Bruce Bennett
The presentation shows several styles of resumes and cover letters. The Applicant Tracking Systems topic is explored as well as fine-tuning your resume for a specific job description.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
What are the great predictors of future performance and how to recruit for th...LinkedIn Talent Solutions
Nell Thayer Heisner, Fuze
Eric Trickett, TripAdvisor
Mike Hebert, edX
Sarah Lawless, Moderator, LinkedIn
Have you ever thought about how a company's core values impact hiring? In this session we will discuss how a candidate's attributes/characteristics/experiences are predictors of future performance and how to align them to core values.
Session highlights:
Why your company's core values are the link to anticipating and promoting employee performance.
How your recruiting team can quickly go from a basic interview to an elevated, value-centric interview.
Metrics and what the future looks like for recruiter performance evaluations.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Create a culture of learning to transform your organization | Talent Connect ...LinkedIn Talent Solutions
Britt Andreatta, Lynda.com
Organizations that flourish and succeed create a transformative culture of learning. Employees naturally seek mastery and leaders who know how to harness that natural drive bring out the best in their organization and their talent for years to come.
Dr. Britt Andreatta, author of The Neuroscience of Learning, Wired to Grow, and Leading Change, will share how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization.
Session highlights:
Discover the benefits creating a culture of learning based on the growth mindset.
Learn how to maximize employee motivation and engagement.
Discover key learning design principles that lead to long-term behavior change.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
The first edition of Mettl’s annual report is an attempt to unveil top assessment trends for hiring and learning & development across 5 most anticipated industries for fiscal years 2016-2017.
Best recruitment companies in India use automation to the best possible extent to reduce errors and come up with results in no time! This takes inspiration from volume hiring practices that vary widely from regular recruitment.
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.
How to hire the perfect Digital Marketing Coordinator?HireQuotient
1. Craft a compelling job description
Whether you're hiring a beginner or a seasoned Digital Marketing Coordinator, the job description should accurately outline the job's duties and expectations. It should also highlight the company's values, perks, and opportunities for career growth. Doing so will help attract top candidates who align with the company's vision and goals.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant content writers from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description and finds content writers with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Digital Marketing Coordinators’ technical and workplace skills along with their personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one Digital Marketing Coordinator or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Conduct reference checks
After shortlisting candidates, it's important to check their work history and performance in past roles. This helps confirm their claims and learn about their strengths and areas for improvement.
Also, ask about their teamwork skills and ability to fit into the company culture since collaboration with various teams is crucial for this role.
8. Selection and onboarding
An offer letter is crucial as it safeguards both the employer and the employee. It should provide comprehensive details about the position, including the title, responsibilities, salary, and benefits.
Read the full article here: https://www.hirequotient.com/how-to-hire/digital-marketing-coordinator
Overview of Recruitment Management Systems- Business.comBusiness.com
Recruitment Management Software greatly reduces otherwise labor-intensive data entry and record-keeping associated with job creation, advertising, screening and employee selection. Use this Business.com guide to get top tips for evaluating the best RMS available- to make your HR duties a little more manageable.
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
How Mentoring Elevates Your PM Career | PMI Silver Spring Chapter
The Tru Files - Assessments
1. e Tru Files
ASSESSMENTS
3
4.0
TRU HEAT
INDEX
@BillBoorman and Sally Hunter
2. 10 /02
EVENTS
8,000field of recruiting. 48
We scoured
presentations and
conversations from
the last twelve
months of TRU
events to bring you
the best forward-looking
ideas in the
ATTENDEES BIG IDEAS
3. ASSESSMENTS /03
HIGH-VOLUME, LOW-COST
ASSESSMENTS WILL
HERALD A NEW AGE OF
CANDIDATE MATCHMAKING.
THE NEW RECRUITING MANTRA:
ATTRACT FEWER APPLICANTS.
4. ASSESSMENTS /04
Traditional assessments—used by HR executives to screen job
candidates—are typically developed by academics who may
spend years designing, testing and validating psychometric
and skills-based evaluation tools.
Given the high level of investment, assessment companies charge a lot of money to administer
these tests. With per-person fees as high as $2,000, traditional assessments are used for only
a small handful of all candidates a company recruits.
What’s more, because they are so meticulously designed, these types of assessments are
created to last a decade or more without revision. And that’s a problem. The competencies
required in many professions look very different today than they did five years ago. Consider
the role of a pharmaceutical sales executive. The field now demands highly specialized medical
knowledge, expertise with reimbursements and regulation, and consulting skills (compared to
the greater emphasis on traditional sales skills seen a decade ago). Long-run assessment tools
simply can’t adapt fast enough to keep pace with radically shifting talent demands.
HR executives are
on the hunt for new
and better candidate
assessment tools—
particularly low-cost,
front-end testing that
screens all potential job
candidates rather than
a select few.
5. ASSESSMENTS /05
HR executives are on the hunt for new and better solutions—particularly low-cost, front-end
assessments that can screen all potential job candidates rather than a select few. They also
need highly efficient tests (e.g. boiling down a 400-question test into as few as a dozen key
questions) that assess personality and cultural fit. And in highly specialized fields (e.g. software
development), HR executives want to test whether candidates truly have the breadth and depth
of knowledge they claim to.
6. ASSESSMENTS /06
Over the last five years, the number of competitors in the market
of low-cost, front-end HR assessments has expanded at an
aggressive clip. Among the most interesting entrants to this
up-and-coming space:
Smarterer (http://smarterer.com/) verifies candidates’ skills
to make a better job match. The site includes hundreds of
crowdsourced knowledge tests (anyone can submit a test
to the site and receive feedback), and verifies skills using
a combination of scoring and badges. As a social widget,
Smarterer can plug in to any career site.
jobFig (http://www.jobfig.com/) uses personality—or
psychometric—testing to assess job fit, or how well an
individual will fit into a company’s culture. The test is unusual
in its ability to boil down complex assessments into as few as
six or seven questions.
7. /07
Checkster (http://www.checkster.com/) automates reference
checking. Checkster reaches out to candidates’ professional
contacts (on average six compared to just 2.4 for manual
reference checking) and polls them for a more nuanced view of
a potential candidate. The company also argues its algorithms
prevent fraud more effectively.
SmartHires (http://www.smarthires.com/) also automates
reference checks. A candidate loads in reference names and
contacts, and then the solution seeks out references on the
candidate’s behalf. Since the reference request is initiated
by the candidate rather than the hiring company, and results
are aggregated and anonymized, SmartHire claims it
mitigates the legal risk involved in attesting for (or critiquing)
past employees. (Plus, previous employers are more likely to
be honest when they know their answers will be
mixed with others.)
ASSESSMENTS
8. /08
eiTalent. (https://eitalent.com/) is an algorithmic tool to
search a candidate’s social content (including social updates,
comments and authored content) and provide a personality
report based on a candidate’s online footprint.
Chemistry Group (http://www.thechemistrygroup.com/)
offers job seekers and hiring companies an “early detection
system,” illustrating how well a particular individual will fit
within an organization even before they apply. A graduate
student, for example, can take a five-minute test to find out
how well their personality matches a variety of participating
companies, or more specifically, a particular division of a single
company. For the oil company BP, for example, Chemistry
Group tested a selection of graduate students BP was actively
trying to recruit, and determined where each candidate would
best fit within the global organization based on intellect,
values, motivations, behaviors and experience.
ASSESSMENTS
9. /09
ASSESSMENTS THE GAMIFICATION OF
The Good Jobs (https://www.thegoodjobs.com/) is the
eHarmony of the assessment marketplace, offering a job
board that matches job seekers and hiring companies based
on psychometric factors.
With all these tools available to hiring companies—and with unit prices substantially lower than
traditional psychometric testing—organizations can assess a broader range of candidates, make
more informed decisions about skills, and study a candidate’s degree of cultural fit. And many
of these tools can be deployed pre-application.
Which raises a profoundly interesting question: Is it possible interviewing will be much less
important in the near future? If it’s now possible to ask candidates before they’ve formally
applied for a position to complete a knowledge assessment (e.g. Smarterer) and skills
assessment (e.g. Smarterer or CodeView), share references (e.g. SmartHires and Checkster)
and a personality profile (e.g. jobFig), and to verify credentials via professional networks
(e.g. LinkedIn), is an interview overkill?
ASSESSING SKILLS
The notion of awarding digital
“badges” for specific achievements
or skills is quickly gaining
acceptance. Badge icons come from
the world of gaming, but are now
used by training and development
organizations to offer a fast and
easy visual verification of skills.
Among the pace-setters in this
emerging field is Open Badges.
The free software offered by Mozilla
is an open technical standard any
organization can use to create,
issue and verify digital badges.
Dozens of organizations have joined
Open Badges to date, including
top-tier universities, professional
associations and corporations.
To learn more about how
companies are using gaming
strategies to assess candidates
and improve the recruiting
process experience, download
the Gamification eBook.
4
e Tru Files
GAMIFICATION
9 3.5
TRU HEAT
INDEX
➔ DOWNLOAD HERE
10. /10
ASSESSMENTS
WHY ASSESSMENTS
MATTER MORE THAN EVER
For both recruiters and hiring companies, it’s critical to understand
how assessments relate to profound changes in the way companies
will secure talent. We’re about to share ideas with you that will
up-end the field of recruiting in the next five years.
We can all agree the resume is an impractical tool to evaluate an individual’s job suitability. It’s
simply an inventory of academic credentials and previous work that communicates little about
true ability, knowledge, or personality. LinkedIn offers a bit more: references and endorsements
from colleagues, as well as a greater understanding of what issues interest a candidate. And yet,
a hiring manager needs much more to pull out one talented candidate from a sea of hundreds.
Hiring companies also need more because the nature of work has changed. High-growth
organizations no longer want to hire employees (particularly knowledge workers) for long
tenures in stable, static jobs. If a healthcare device manufacturer, for example, wants to consider
expanding and selling its product in Southeast Asia, it will assemble the proper team of market
11. /11
ASSESSMENTS
researchers, forecasters, attorneys and regulatory experts to weigh the market’s potential
profitability. These individuals may be company employees, contingent labor, freelancers or
consultants; such categories won’t matter as long as the company is recruiting the very best
talent to solve that specific, critical problem.
But making rapid-fire assessments of skills and fit to assemble such teams simply won’t work
using the tools recruiters have in their tool belts today. Traditional credentials such as past
employers and alma maters don’t convey an individual’s specialized knowledge and skills.
Going forward, recruiters will have to embrace the types of high-volume, low-cost assessment
tools discussed here.
In time we believe even the notion of an application process will become outdated. If artificial
intelligence can analyze the credentials of large pools of people, and select an individual based
on knowledge, skills, personality and availability, it’s easy to see how the traditional application
process is obsolete.
And while it may seem counterintuitive, attracting fewer job applicants is actually a good thing.
Technology will winnow the field of attractive candidates such that only a dozen perfectly suited
candidates will apply for a job—and that bodes well for both applicants and hiring companies.
Why invite someone
to apply, after all, if
you’re extremely
likely to reject them?
In any other business,
inviting clients to make
a purchase, subjecting
them to a long and
time-consuming
application process,
and then rejecting
99.8 percent of invitees
would simply be
considered abysmal
customer service.
12. /12
ASSESSMENTS
Why invite someone to apply, after all, if you’re extremely likely to reject them? In any other
business, inviting clients to make a purchase, subjecting them to a long and time-consuming
buying process, and then rejecting 99.8 percent of invitees would be considered abysmal
customer service. And yet most recruiting practices are designed to do just that. Rather than
find the perfect candidate, they are more focused on rejecting legions of applicants. High-quality,
artificial intelligence-driven assessments have the potential to tranform recruiting and
refocus efforts on locating and truly recruiting viable candidates.
13. /13
ASSESSMENTS:
ACTIONABLE INSIGHTS
MAP YOUR
CURRENT NEEDS
One of the biggest shifts
we see in the assessments
market is the ability to use
these tools much earlier
in the candidate attraction
and hiring process. Rather
than assess only the three
finalists, why not assess
100 applicants?
Easier said than done.
Before shopping for
assessment tools, take a
close look at your hiring
process, and what types
of assessments (e.g.
sourcing, psychometric,
skills, reference checking)
you would like to introduce
at which stages? What
value will each serve and
which are priorities within
your organization? While
psychometric testing all
candidates may seem
attractive, for example,
it’s possible your biggest
priority is sourcing a stronger
pool of applicants.
And remember: Assessment
technology is but one set
of solutions within a much
larger portfolio of talent
attraction and hiring
technologies (a set that
includes applicant sourcing,
tracking, video interviewing
and social recruiting).
Consider a holistic approach
to talent-related technology,
rather than considering each
solution independently.
14. ASSESSMENTS: /14
ACTIONABLE INSIGHTS
MAP YOUR
FUTURE NEEDS
As you weigh technology
decisions, also consider
what you will need three
years from now rather than
what you want today.
Too many organizations
fail to appreciate the pace
of change within their HR
and recruiting departments,
and make time-consuming
technology adoption
decisions that must
be replaced within
12–18 months.
Think about how your
recruiting strategy is
evolving, and what a
future state may look like.
Place calls to current
vendors and find out their
plans for future add-ons.
For example, your applicant
tracking system may be
readying a new feature you
are considering purchasing.
For more information about other technologies in the
recruiter’s arsenal, download the Video Interviewing and
Sourcing Technology eBooks.
e Tru Files
SOURCING TECHNOLOGY
6 4.0
➔ DOWNLOAD HERE ➔ DOWNLOAD HERE
TRU HEAT
INDEX
e Tru Files
VIDEO INTERVIEWING
4 3.5
TRU HEAT
INDEX
15. ASSESSMENTS /15
THE #TRU STORY
I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in
1999. I was taken aback by the way discussion flowed and how different the format was to a
traditional conference. I led a track all day under a tree and learnt far more than I gave.
Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November
2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa
and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an
informal spirit of information sharing and networking.
#tru is based on the BarCamp principle, which means that everybody can be an active
participant instead of listening to speakers and watching presentations all day. The emphasis is
on communication and the free exchange of ideas and experiences where the participants fuel
the conversations.
BILL BOORMAN
16. /16
ATTRACT FEWER APPLICANTS: THIS IS THE NEW RECRUITMENT MANTRA
Why? Because assessment tools simply can’t adapt fast enough to keep pace with radically
shifting talent demands. Traditional assessment tools and processes are failing to tell HR teams
and hiring managers what they really need to know about the suitability of candidates. Resumes
offer little more than an inventory of academic credentials and previous work¬; Interviews are
time consuming and favour specific personality traits over others. Both communicate very little
about true ability, knowledge, or personality of a candidate.
Both recruiters and hiring companies are experiencing profound changes in the way they need
to secure talent. They are challenged to match hiring to specific business problems, and rapid-fire
assessments of skills and cultural fit simply don’t work using the tools recruiters have in their
tool belts today.
More importantly, however, the very notion of attracting a large volume of unsuitable candidates
for a single job opening is being called into question. When many recruitment processes are
simply seeking one ideal candidate, what is the purpose of attracting many applicants that are
extremely likely to be rejected? The logic is flawed and it’s making the candidate experience less
than optimal. Why disappoint a higher number of candidates than is necessary and run the risk of
them not applying for a more suitable position when the time comes.
Making more informed hiring decisions to meet rapidly evolving business problems is the
challenge. This Tru file e-book has the insights to meet them: Assessments @BillBoorman.
SALLY HUNTER
SALLY HUNTER,
RPO Practice Lead EMEA
for the Kelly Outsourcing
Consulting Group
Sally is responsible for the
RPO proposition from client
relationships via the account
management team to consulting
on HR transformation. She has
extensive experience in the
human capital sector, including
leadership positions within
strategic account management
for staffing providers to
operational delivery. Sally has
also been on the ‘buy/client’
side leading transformational
efficiency projects, that have
included the outsourcing of
large scale recruitment and
learning operations. As an
independent Consultant, Sally
has worked with a number of
clients to build the business
case for change and shape
their HR model in the context
of outsourcing partnerships.
ASSESSMENTS