At Talent Leaders Connect Amsterdam, November 3 2016, Holly Fawcett shares three diversity recruiting tactics that actually work, as well as ones that (surprisingly) don't and how you can change them.
Diversity Tactics that Work - In-house Recruitment Conference, ManchesterHolly Fawcett
Diversity & Inclusion is top of mind for most recruiters, so which tactics actually move the needle to help our workplaces become more diverse and inclusive? Discover these data-backed tactics that actually work, that you can implement and control.
This presentation provides guidance on interviewing skills. It discusses why some candidates don't get job offers, such as an inability to clearly express themselves or lack of research on the organization. The presentation recommends thoroughly preparing for interviews by researching the position, organization, and oneself in order to know how one's skills align. Candidates should develop examples to demonstrate key skills and provide specific situations, actions, and outcomes. Common interview questions are provided to practice answering, such as telling about oneself and strengths/weaknesses. Sample videos also model answering questions. The presentation emphasizes dressing appropriately, arriving early, asking questions, and following up.
This document provides an overview of a soft skills training series focused on developing employability skills. The series will cover 5 lessons: interpersonal skills, problem solving, listening skills, public speaking, and business etiquette. Soft skills are defined as a combination of personality traits and habits that allow people to work well with others. Problem solving and listening skills will be the focus of two of the lessons. Problem solving techniques like Pareto charts, 5 whys, and fishbone diagrams are introduced. Active listening skills like paraphrasing and nonverbal cues will also be covered. The goal is for participants to improve their soft skills and be better prepared for career success.
quality of hire mishrm oct 2014 steve lowiszSteve Lowisz
The document outlines 4 steps for HR and recruiting to streamline the hiring process: 1) Build a healthy working relationship through open dialogue and understanding each other's perspectives, 2) Decide and divvy up roles and responsibilities to clarify who does what, 3) Develop strategies for finding talent, and 4) Collaborate by keeping each other accountable, leveraging knowledge, adjusting processes, and being patient. Taking these steps can help HR and recruiting coexist better and find quality candidates through a streamlined process.
This document provides guidance on developing strong customer relationship and communication skills for technical professionals. It covers topics such as understanding change, developing emotional intelligence, delivering outstanding customer service, traits of customer service masters, effective communication, and saying no to customers respectfully. The key points emphasized are the importance of people skills like empathy, active listening, clear communication, and problem solving to provide good customer experiences.
An introduction to soft skills and its usage in real world.
Can be used for students and for corporate training programs.
What are soft skills and the importance of soft skills are well explained.
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalSteve Lowisz
The document discusses the shift to a candidate-driven job market. It notes that more candidates are turning down job offers and that they now have more control over where they work and if a company's culture is a good fit. It also discusses that the demand for skilled workers is outpacing supply. The document outlines fundamental issues with recruiting in this environment, such as a lack of communication with candidates and an over-reliance on automation. It proposes three core strategies to improve recruiting: improving communication with candidates, hiring managers, and HR; streamlining hiring processes to move faster; and strengthening employer brand to attract top talent.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
Diversity Tactics that Work - In-house Recruitment Conference, ManchesterHolly Fawcett
Diversity & Inclusion is top of mind for most recruiters, so which tactics actually move the needle to help our workplaces become more diverse and inclusive? Discover these data-backed tactics that actually work, that you can implement and control.
This presentation provides guidance on interviewing skills. It discusses why some candidates don't get job offers, such as an inability to clearly express themselves or lack of research on the organization. The presentation recommends thoroughly preparing for interviews by researching the position, organization, and oneself in order to know how one's skills align. Candidates should develop examples to demonstrate key skills and provide specific situations, actions, and outcomes. Common interview questions are provided to practice answering, such as telling about oneself and strengths/weaknesses. Sample videos also model answering questions. The presentation emphasizes dressing appropriately, arriving early, asking questions, and following up.
This document provides an overview of a soft skills training series focused on developing employability skills. The series will cover 5 lessons: interpersonal skills, problem solving, listening skills, public speaking, and business etiquette. Soft skills are defined as a combination of personality traits and habits that allow people to work well with others. Problem solving and listening skills will be the focus of two of the lessons. Problem solving techniques like Pareto charts, 5 whys, and fishbone diagrams are introduced. Active listening skills like paraphrasing and nonverbal cues will also be covered. The goal is for participants to improve their soft skills and be better prepared for career success.
quality of hire mishrm oct 2014 steve lowiszSteve Lowisz
The document outlines 4 steps for HR and recruiting to streamline the hiring process: 1) Build a healthy working relationship through open dialogue and understanding each other's perspectives, 2) Decide and divvy up roles and responsibilities to clarify who does what, 3) Develop strategies for finding talent, and 4) Collaborate by keeping each other accountable, leveraging knowledge, adjusting processes, and being patient. Taking these steps can help HR and recruiting coexist better and find quality candidates through a streamlined process.
This document provides guidance on developing strong customer relationship and communication skills for technical professionals. It covers topics such as understanding change, developing emotional intelligence, delivering outstanding customer service, traits of customer service masters, effective communication, and saying no to customers respectfully. The key points emphasized are the importance of people skills like empathy, active listening, clear communication, and problem solving to provide good customer experiences.
An introduction to soft skills and its usage in real world.
Can be used for students and for corporate training programs.
What are soft skills and the importance of soft skills are well explained.
Candidates in Drivers Seat Recruiting Trends Oct 28 FinalSteve Lowisz
The document discusses the shift to a candidate-driven job market. It notes that more candidates are turning down job offers and that they now have more control over where they work and if a company's culture is a good fit. It also discusses that the demand for skilled workers is outpacing supply. The document outlines fundamental issues with recruiting in this environment, such as a lack of communication with candidates and an over-reliance on automation. It proposes three core strategies to improve recruiting: improving communication with candidates, hiring managers, and HR; streamlining hiring processes to move faster; and strengthening employer brand to attract top talent.
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, ...Holly Fawcett
The Chemistry of Successful Job Advertising - Recruitment Agency Expo North, 28 Sept 2016
Discover the secrets to improve your job advertising, and why it should be your number 1 source of hire!
Duma Works is a digital job matching platform in Kenya that connects employers to qualified candidates. The document discusses soft skills, which are personal attributes like communication, teamwork, problem solving, and people skills that are important for success at work. It provides tips for demonstrating soft skills on CVs and in interviews, such as emphasizing leadership roles, describing experiences managing projects, and showing how one relates to people. It also lists training programs and courses for developing soft skills.
The document provides tips for job applicants on preparing for and navigating the application process. It discusses researching the company and position, ensuring one's online presence and qualifications are suitable, writing a strong CV and cover letter, and optimizing documents for applicant tracking systems. The key steps are to thoroughly research the role and company before applying, craft relevant and quantifiable achievements in the CV, address the job criteria directly in the cover letter, and use a simple, keyword-optimized format for electronic submissions.
Here are some examples of achievements you could include:
- Reduced patient wait times by 20% by streamlining admission procedures
- Improved patient satisfaction scores from 80% to 90% through enhanced bedside manner training program implemented among staff
- Led a quality improvement initiative that reduced surgical site infections by 15% within 6 months
- Recognized by hospital administration for contributions to a new electronic health records system rollout that improved clinical workflow
The key is to quantify results whenever possible to demonstrate your impact. Focus on outcomes that would be valued by potential employers like improved efficiency, quality, patient satisfaction, cost savings, etc.
The document discusses interpersonal skills and their importance in an organizational context. It defines interpersonal skills as traits like manners, attitude and behavior that help communicate and maintain relationships. It notes the vast number of interpersonal interactions within organizations both internally between teams and departments, and externally with suppliers and customers. Developing strong interpersonal skills can improve relationships, productivity, working environment and overall success, and provide competitive advantage through better relationships over the long term. It presents a model of interpersonal skills including personality development and leadership skills. It provides 10 tips for developing interpersonal skills such as smiling, paying attention, active listening and resolving conflicts.
This document discusses soft skills and their importance. It defines soft skills as personal attributes that enable effective interaction with others. It lists key soft skills like communication, courtesy, flexibility, integrity, interpersonal skills, positive attitude, professionalism, responsibility, teamwork, and work ethic. It then argues that soft skills are more important than ever because hard skills are useless without soft skills, soft skills are harder to learn, modern workplaces are interpersonal, customers demand soft skills, and future workplaces will rely on soft skills.
Hey everyone,
This is my new and improved soft skills training. The old version was done in 2006, this version was update 4.18.2016 and a lot has changed. Enjoy the music and class conversation. Print off slide 27 (60 Soft Skills) to hand out to your trainees.
Happy Teaching,
Kathleen
The importance of soft skill in it industryBen Karter
Every company looks for an employee with a different mix of technical skills and experience. But to complement such features there are some "soft skills" every company looks for in a potential employee. The following PPT gives the idea about Soft Skills in IT Company.
This document provides information about soft skills training for students. It discusses:
1. The most desirable soft skills that employers look for, including communication, problem solving, honesty, flexibility, and a positive attitude.
2. The importance of speaking English for career opportunities and confidence. Methods to improve English like speaking regularly, listening to media, reading, and writing.
3. An overview of company recruitment processes like aptitude tests, interviews, group discussions, and the importance of dress code, grooming, body language, and preparation.
This document defines and discusses soft skills and common soft skills that are important for jobs. Soft skills refer to personality traits, social skills, communication abilities, and attitudes that contribute to success. Some key soft skills mentioned include strong work ethic, positive attitude, good communication, time management, problem solving, teamwork, self-confidence, flexibility, and working well under pressure. The document concludes that soft skills are increasingly important for businesses and are applicable to both personal and professional life.
About our soft skills, why they important, The impact of soft skills, Relationship Maintenance, Who needs Soft skills, Which Soft skills Now wanted, Communication Triangle, Questions, Definition of soft skills
This document discusses soft skills and professional development. It discusses developing professionally through reflection, attending seminars and workshops, reading literature, and participating in training. It defines emotional intelligence as the ability to perceive, assess and manage one's own emotions and those of others. Soft skills mentioned include communication skills, teamwork, problem solving, lifelong learning, ethics and leadership. The document provides tips for improving body language, public speaking, stress management, and relationship management. It evaluates soft skills and emphasizes developing a strong work ethic, positive attitude, self-confidence, and ability to work well under pressure.
Competency based interviews are becoming more popular and involve behavioral questions about how applicants have handled various work situations in the past. The document recommends using the STAR technique to structure answers by describing the situation, task, action, and result. It then provides examples of common competency questions that assess an individual's abilities in five key areas - individual competencies, managerial competencies, analytical competencies, interpersonal competencies, and motivational competencies. Applicants are advised to draw from real-life examples and relate their experiences and feelings to demonstrate the best fit for the role.
Soft Skills Are Just As Important As Hard SkillsLearningExpress
77% of employers believe soft skills are just as important as hard skills. An ideal employee is one that possesses good communication skills, teamwork, critical thinking and increased efficiency to name just a few.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
The document discusses soft skills versus hard skills. It defines soft skills as interpersonal skills and personal attributes needed for job success, including communication, teamwork, problem solving, and leadership. Hard skills are specific technical abilities. The document provides tips for developing soft skills like active listening, conflict resolution, honesty, and critical thinking. It recommends improving communication, building relationships, and taking initiative. Soft skills are highly desirable to employers.
This document outlines a course on habits that can make or break careers. It discusses what habits are and why they are important. It explains how habits are formed through habit loops and provides examples of cues or triggers that can start habits. The document also distinguishes between good and bad career habits at different stages from application to interview to on-the-job performance. Finally, it provides tips on how to break bad habits and form new ones, including focusing on keystone habits that can trigger other positive behaviors.
The document contains a presentation on soft skills by MD. Jafor Sadik. It discusses developing relationships and maintaining reputation to gain professional development. It outlines why soft skills are important to avoid missed deadlines, inefficient work, and poor career outcomes. The presentation also covers teamwork benefits like improved productivity and learning, flexibility factors like intellectual openness, and defines decision making as selecting actions and conflict resolution as cooperating to solve problems.
This document outlines 17 important soft skills for professional success: communication skills, negotiation skills, flexibility, courtesy, interpersonal skills, integrity, positive attitude, professionalism, responsibility, teamwork, work ethics, problem solving and creativity, critical observation, decision making, leadership skills, time management, building trust within a team, and demonstrating soft skills through actions rather than just words.
Demystifying Employee Engagement - Presentation from Recruitment Leaders Conn...Holly Fawcett
Holly Fawcett discusses employee engagement and how businesses can improve it. She explains that employee engagement involves emotional commitment and discretionary effort from employees. She also discusses three key motivators for employees: autonomy, mastery, and purpose. Businesses can use these motivators to increase engagement by providing autonomy through empowerment and transparency, opportunities for mastery through self-directed learning, and clarity on the company's purpose. Engaged employees are more productive, promote the company, and refer potential hires.
Duma Works is a digital job matching platform in Kenya that connects employers to qualified candidates. The document discusses soft skills, which are personal attributes like communication, teamwork, problem solving, and people skills that are important for success at work. It provides tips for demonstrating soft skills on CVs and in interviews, such as emphasizing leadership roles, describing experiences managing projects, and showing how one relates to people. It also lists training programs and courses for developing soft skills.
The document provides tips for job applicants on preparing for and navigating the application process. It discusses researching the company and position, ensuring one's online presence and qualifications are suitable, writing a strong CV and cover letter, and optimizing documents for applicant tracking systems. The key steps are to thoroughly research the role and company before applying, craft relevant and quantifiable achievements in the CV, address the job criteria directly in the cover letter, and use a simple, keyword-optimized format for electronic submissions.
Here are some examples of achievements you could include:
- Reduced patient wait times by 20% by streamlining admission procedures
- Improved patient satisfaction scores from 80% to 90% through enhanced bedside manner training program implemented among staff
- Led a quality improvement initiative that reduced surgical site infections by 15% within 6 months
- Recognized by hospital administration for contributions to a new electronic health records system rollout that improved clinical workflow
The key is to quantify results whenever possible to demonstrate your impact. Focus on outcomes that would be valued by potential employers like improved efficiency, quality, patient satisfaction, cost savings, etc.
The document discusses interpersonal skills and their importance in an organizational context. It defines interpersonal skills as traits like manners, attitude and behavior that help communicate and maintain relationships. It notes the vast number of interpersonal interactions within organizations both internally between teams and departments, and externally with suppliers and customers. Developing strong interpersonal skills can improve relationships, productivity, working environment and overall success, and provide competitive advantage through better relationships over the long term. It presents a model of interpersonal skills including personality development and leadership skills. It provides 10 tips for developing interpersonal skills such as smiling, paying attention, active listening and resolving conflicts.
This document discusses soft skills and their importance. It defines soft skills as personal attributes that enable effective interaction with others. It lists key soft skills like communication, courtesy, flexibility, integrity, interpersonal skills, positive attitude, professionalism, responsibility, teamwork, and work ethic. It then argues that soft skills are more important than ever because hard skills are useless without soft skills, soft skills are harder to learn, modern workplaces are interpersonal, customers demand soft skills, and future workplaces will rely on soft skills.
Hey everyone,
This is my new and improved soft skills training. The old version was done in 2006, this version was update 4.18.2016 and a lot has changed. Enjoy the music and class conversation. Print off slide 27 (60 Soft Skills) to hand out to your trainees.
Happy Teaching,
Kathleen
The importance of soft skill in it industryBen Karter
Every company looks for an employee with a different mix of technical skills and experience. But to complement such features there are some "soft skills" every company looks for in a potential employee. The following PPT gives the idea about Soft Skills in IT Company.
This document provides information about soft skills training for students. It discusses:
1. The most desirable soft skills that employers look for, including communication, problem solving, honesty, flexibility, and a positive attitude.
2. The importance of speaking English for career opportunities and confidence. Methods to improve English like speaking regularly, listening to media, reading, and writing.
3. An overview of company recruitment processes like aptitude tests, interviews, group discussions, and the importance of dress code, grooming, body language, and preparation.
This document defines and discusses soft skills and common soft skills that are important for jobs. Soft skills refer to personality traits, social skills, communication abilities, and attitudes that contribute to success. Some key soft skills mentioned include strong work ethic, positive attitude, good communication, time management, problem solving, teamwork, self-confidence, flexibility, and working well under pressure. The document concludes that soft skills are increasingly important for businesses and are applicable to both personal and professional life.
About our soft skills, why they important, The impact of soft skills, Relationship Maintenance, Who needs Soft skills, Which Soft skills Now wanted, Communication Triangle, Questions, Definition of soft skills
This document discusses soft skills and professional development. It discusses developing professionally through reflection, attending seminars and workshops, reading literature, and participating in training. It defines emotional intelligence as the ability to perceive, assess and manage one's own emotions and those of others. Soft skills mentioned include communication skills, teamwork, problem solving, lifelong learning, ethics and leadership. The document provides tips for improving body language, public speaking, stress management, and relationship management. It evaluates soft skills and emphasizes developing a strong work ethic, positive attitude, self-confidence, and ability to work well under pressure.
Competency based interviews are becoming more popular and involve behavioral questions about how applicants have handled various work situations in the past. The document recommends using the STAR technique to structure answers by describing the situation, task, action, and result. It then provides examples of common competency questions that assess an individual's abilities in five key areas - individual competencies, managerial competencies, analytical competencies, interpersonal competencies, and motivational competencies. Applicants are advised to draw from real-life examples and relate their experiences and feelings to demonstrate the best fit for the role.
Soft Skills Are Just As Important As Hard SkillsLearningExpress
77% of employers believe soft skills are just as important as hard skills. An ideal employee is one that possesses good communication skills, teamwork, critical thinking and increased efficiency to name just a few.
Behavioral interviewing is a more accurate pre-employment assessment technique than traditional interviews. It focuses on evaluating a candidate's concrete examples of past behaviors and experiences rather than hypothetical questions or personal opinions. The summary evaluates candidates based on how their responses illustrate competencies critical for the job like communication, problem-solving, leadership, and teamwork. By using behavioral questions and evaluating responses systematically, hiring managers can better predict future job performance and reduce turnover related to poor hiring decisions.
The document discusses soft skills versus hard skills. It defines soft skills as interpersonal skills and personal attributes needed for job success, including communication, teamwork, problem solving, and leadership. Hard skills are specific technical abilities. The document provides tips for developing soft skills like active listening, conflict resolution, honesty, and critical thinking. It recommends improving communication, building relationships, and taking initiative. Soft skills are highly desirable to employers.
This document outlines a course on habits that can make or break careers. It discusses what habits are and why they are important. It explains how habits are formed through habit loops and provides examples of cues or triggers that can start habits. The document also distinguishes between good and bad career habits at different stages from application to interview to on-the-job performance. Finally, it provides tips on how to break bad habits and form new ones, including focusing on keystone habits that can trigger other positive behaviors.
The document contains a presentation on soft skills by MD. Jafor Sadik. It discusses developing relationships and maintaining reputation to gain professional development. It outlines why soft skills are important to avoid missed deadlines, inefficient work, and poor career outcomes. The presentation also covers teamwork benefits like improved productivity and learning, flexibility factors like intellectual openness, and defines decision making as selecting actions and conflict resolution as cooperating to solve problems.
This document outlines 17 important soft skills for professional success: communication skills, negotiation skills, flexibility, courtesy, interpersonal skills, integrity, positive attitude, professionalism, responsibility, teamwork, work ethics, problem solving and creativity, critical observation, decision making, leadership skills, time management, building trust within a team, and demonstrating soft skills through actions rather than just words.
Demystifying Employee Engagement - Presentation from Recruitment Leaders Conn...Holly Fawcett
Holly Fawcett discusses employee engagement and how businesses can improve it. She explains that employee engagement involves emotional commitment and discretionary effort from employees. She also discusses three key motivators for employees: autonomy, mastery, and purpose. Businesses can use these motivators to increase engagement by providing autonomy through empowerment and transparency, opportunities for mastery through self-directed learning, and clarity on the company's purpose. Engaged employees are more productive, promote the company, and refer potential hires.
Personal Hungary - Recruiting Like a Sourcing Ninja 2016 - Holly FawcettHolly Fawcett
Recruiting like a Sourcing Ninja is not impossible - it's simple strategy around building Boolean search strings, and zeroing in on the right people. Use this easy method to find the right talent across any network!
From Personal Hungary Expo, Budapest, November 2016
Holly Fawcett @hollyfawcett
Social Talent
National Employment Week 2015 Talent Summit - Digital Talent Attraction Mast...Holly Fawcett
As part of National Employment Week 2015 in Dublin, Ireland, view my presentation for the Digital Talent Attraction Masterclass. Learn how to bring the 5 Core Principles of Employer Branding into your digital strategy:
The 5 Core Principles of Employer Branding:
- Be Proactive
- Be Truthful
- Be Social
- Be Available
- Be Empowering
Diversity tactics that work! Open Conference Budapest - We Are OpenHolly Fawcett
From the Open Conference, Budapest, these are three Diversity tactics that those in HR and Recruiting can implement that will actually move the dial towards making a more diverse and inclusive workplace, backed by science. Holly Fawcett, Social Talent
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
The Future of Employee Engagement - Johnny CampbellJohnny Campbell
From the Future of Employee Engagement Summit at Qualtrics EMEA HQ on Thursday September 3rd, Johnny discusses what it is that truly motivates and engages employees - Autonomy, Mastery and Purpose.
As engaged employees will have a direct impact on your employer brand, employee referrals, and ability to attract and retain top talent, having an engaged workforce has never been more important.
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsJohnny Campbell
The document discusses principles for writing effective job advertisements. It recommends using supportive language that focuses on what the company will provide for candidates, such as training and career growth opportunities, rather than demanding language focused on a candidate's qualifications. Research showed supportive ads receive 3 times as many applicants and higher quality applications. The document also discusses making ideas sticky through simplicity, unexpectedness, concreteness, credibility, emotions, and stories.
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
High-performing recruiters conduct more accurate searches, spend mornings engaging with candidates through phone and email, leverage multiple channels like phone and social media to engage candidates, have strong emotional intelligence skills, and build large professional networks on sites like LinkedIn to generate higher response rates. They focus on quality over quantity of efforts.
How to become a sourcing ninja - Patrick BoonstraPatrick Boonstra
Sourcing involves actively searching for and researching potential candidates beyond just posting jobs and waiting for applications. It provides benefits like better quality hires and more control over the hiring process. Sourcing requires skills in areas like recruitment intelligence, social media engagement, and research. Effective sourcing can be achieved through a dedicated sourcing role or by training all recruiters. The document provides tips for organizations starting a sourcing strategy, including defining clear roles and responsibilities, focusing initial searches on known networks, and keeping early efforts simple.
How to Write Killer Job Ads (The Science of Recruitment Advertising)Johnny Campbell
Recruiters have lost faith in the power of an ad to attract a great candidate, particularly within niche skills and sectors. In his presentation, Johnny will share the research that proves that language and tone can not only drive more applicants but can ensure that only the top quality candidates apply to your jobs. You will never copy and paste a job spec again after listening to what he has to say.
4 Things Every Great Recruiter Should be Doing!Johnny Campbell
How do you find, engage and close top talent? Johnny Campbell of Social Talent shares the 4 things that every great recruiter should be doing to perform like a sourcing ninja.
This slide deck was originally presented at an REC breakfast briefing in London on May 10th 2016
Social Selling for Recruiters & Sourcing on FacebookJohnny Campbell
This document summarizes a social media briefing from Johnny Campbell on smart social selling for recruiters. The briefing covers searching for prospects on Facebook, engaging prospects on social media, conducting discovery calls to understand prospects' motivations, and using behavioral science techniques like offering three pricing options to influence customers. Campbell emphasizes using multiple contact methods like phone, email, and LinkedIn to engage cold prospects. He also recommends recruiters perform a "premortem" to identify potential risks for deals and outline plans to prevent deals from falling through. The briefing promotes Campbell's "Black Belt in Social Selling" program for improving lead generation and driving more revenue through social media and digital outreach.
This document discusses strategies for sourcing for gender diversity in recruiting. It explores using women's interest groups, women's colleges, sororities, and common female names to identify women candidates. Boolean search strings are provided combining these different criteria to conduct targeted searches for female candidates on professional networks.
Addressing diversity through branding and targeted outreach | Talent Connect ...LinkedIn Talent Solutions
Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? In this session learn how to supplement your diversity outreach efforts with a variety of tactics such as community outreach, creative branding, strategic internship programs, and the development and launch of LinkedIn campaigns that target diverse professionals of all levels. Also learn how reporting can enable you to track and manage the impact of your campaigns. This will be a jointly led training session with LinkedIn and Blue Cross Blue Shield of Michigan.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The document outlines a three step process for businesses to utilize MBA summer interns from Manchester Business School: 1) Develop a brief project outline including deliverables, timelines, and candidate skills required. 2) Agree on an application process for recruiting interns. Manchester Business School can help identify candidates. 3) Select a candidate and have them contact the business directly to agree on a start date and compensation. The document provides examples of past internship projects and discusses the typical internship scope, duration of 8-12 weeks, and compensation range of £500-£2000 per week.
OED Network brings together 17 organisations from 14 countries. Its aim is to tackle the need for outreach to disadvantaged groups, for the development of more diversity in adult education, and for the empowerment of its learners to become active European citizens.
The document discusses trends in diversity and inclusion, including demographic shifts, talent shortages, and the rise of virtual workers. It outlines the basics of diversity and inclusion programs, including creating an inclusive work environment, attracting and retaining talent, and improving market connectivity. Finally, it provides recommendations for senior leader engagement, such as setting clear expectations for involvement, and identifies five untapped market resources, like alumni networks, existing employees, customers/vendors, low-cost approaches, and partnering with nonprofits.
The University of Nevada, Reno website provides a history of the university along with current statistics and highlights. Founded in 1874, it is a public research university located in Reno, Nevada. The website features photos of the campus taken by Nick Crowl. It also lists several student clubs and organizations at the university like the IEEE, iGEM team, and Concrete Canoe team that are engaged in hands-on projects. The physics and applied math departments conduct demonstrations for students. Quotes on the site encourage changing the world through commitment and small groups working together.
If STEM talent’s truly as scarce as we hear in media reports, how are HR leaders responding and preparing to close the talent gaps within their own organizations? During this webinar, Neddy Perez, chief diversity officer for Ingersoll Rand will share how her team’s integrating their corporate diversity and inclusion strategy into their core business areas of skills development, workforce engagement, enabling process and market connectivity to bridge the STEM gap. This multifaceted approach has resulted in a robust STEM talent acquisition and management strategy that’s attracting, retaining and developing Ingersoll Rand employees for today and the future.
During this webinar attendees will:
Gather tools for creating an action plan for addressing the reported stem talent gap.
Explore how Ingersoll Rand addressed the talent gap within their organization and hear the lessons learned along the way.
Decipher what’s fact and fiction regarding the STEM talent shortage.
The document provides guidance on improving hiring processes by focusing less on technical skills and experience, and more on soft skills and cultural fit. It recommends reassessing job criteria to emphasize soft skills like adaptability, attitude, and interpersonal skills. It then outlines specific questions and assessments employers can use to evaluate candidates in these important areas, such as personality tests, behavioral interviews, and reference checks. The goal is to select candidates based on their likelihood of long-term success in the role and company culture.
Skill vs. Attitude: What Makes the Best Candidate?Steve Lowisz
In Mark Murphy’s book “Hiring for Attitude,” he says that 46% of newly hired employees will fail within 18 months, attributed mainly to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill or other Candidate Metrics; rather, that attitude should be looked at as equal to the rest of the candidate’s attributes. The truth of the matter is that we often hire for skill, and most often fire for attitude, but what about the important attributes in between? We should be hiring for four Core Candidate Metrics: Skills, Competency, Culture and Attitude.
Recruitment process slides leke oshiyemi march 2012Leke Oshiyemi
Understand the importance of recruitment to the organization
Identify the outcomes of the Selection Decision to the organization
Detail the main biases that can occur during the selection process
Implement an effective Recruitment Process
This document summarizes a workshop on raising the talent bar by aligning organizational strategy, values, and leadership with competency definitions, recruiting, hiring, orientation, and leadership development. The workshop objectives are to define competencies, find and grow talent through effective recruiting, hiring, and orientation processes, and achieve business results by investing in people.
This document provides a 3-stage plan for hiring the right candidate:
1. The interview process should be professional and sell the opportunity, including multiple interview rounds and internal stakeholders.
2. Key interview questions focus on company culture, best past managers, handling conflicts, and feedback expectations.
3. The offer process should not discuss numbers in the interview, make direct offers, or lowball candidates. Hiring grade A candidates requires projecting grade A characteristics throughout the hiring process and ensuring retention once hired.
This document provides a 3-stage plan for hiring the right candidate:
1. The interview process should be professional and sell the opportunity, including multiple interview rounds and internal stakeholders.
2. Key interview questions uncover cultural fit and view of feedback, such as how a past culture empowered the candidate and how they handled conflicts.
3. Making an offer should not involve low-balling, discussing salary in interviews, or contacting candidates directly without a recruiter to manage expectations. Hiring top candidates requires projecting a top-level, Grade A impression throughout the process.
Learn how to interview your next hire like a pro! So you can hire the right talent in a quick and cost-effective way!
Watch the webinar here:
http://bit.ly/2hgURAI
The training covers:
- The importance of the job interview and why getting it right can save you time and money
- A clear structure and agenda for your interview in order to gather the most relevant information in a short time frame
- Strategic questions to ask during the interview which will allow you to make the best hiring decision
- A list of do’s and don’ts for the interviewer as well as the candidate
You never get a second chance to make a first impression. The impression you give a potential employer via your resume or an interview is usually your only opportunity to communicate that you're the right person for the job - so make it count. While all resumes should employ a best practices approach to formatting and presentation, what you include in your resume should be customized to address the unique aspects of your career field.
While a CV is typically your first impression to a hiring manager or prospective employer, it's your interview that really counts. It your interview that convinces an employer that you truly are the right person for the job.
In this presentation, I'm sharing more about how to effectively search for a job, how to develop a resume for specific career fields and how to prepare for an interview.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
Steps to Eliminate Bias During the Hiring Processjerianasmith
Companies that encourage a culture of diversity, equity, and inclusion at all levels represent the future of work. These companies also know that having a diverse senior leadership team is one of the best ways to bring positive change to corporate hiring practices.
Designing for Intersectionality and Inclusive RecruitmentKate Rand
This document provides an agenda for a HumanHR meetup event on designing for intersectionality. The event runs from 6:30-8:40pm and includes panels on various topics related to designing for extremes and making better decisions in recruitment. It introduces the panelists and their backgrounds. It also includes instructions for participants to submit questions through an online platform during the Q&A session. The document provides summaries of the two panel discussions, focusing on how recruitment processes can be made more equitable and inclusive by considering candidates' skills and behaviors rather than just experience, ensuring all candidates receive equal treatment, and defining job requirements carefully based on the behaviors needed for success.
Effective Conversations with Peers and Managers.xlsx.pptxShivamKasana2
The document provides guidance on effective communication and feedback techniques. It discusses the HEAR model for active listening, which involves listening without interrupting, understanding feelings and perspectives, and showing empathy. It also covers different communication styles, the importance of feedback for engagement and performance, and pillars of effective feedback like appreciative inquiry and balancing positive and negative feedback. Additional sections provide a STAR framework for structured feedback and the GROW model for developmental conversations. The key takeaway is that preparation, empathy, appreciation, structure, and a focus on growth and the future are important for successful performance and career-focused conversations.
What happens when you put the head of advertising solutions in charge of tale...LinkedIn Talent Solutions
Lori Russo, Head of Global TA for TripAdvisor, was hand-picked by her CEO to rebuild talent acquisition at a company that had historically looked at recruitment as an HR function. Learn how she re-engaged the business, rebuilt her team, brought marketing and sales metrics to recruiting, accelerated EVERYTHING, focused on the end user, created a hiring culture, got everyone aligned globally, and raised the bar on story-telling, sourcing and interviewing so that TripAdvisor can hire the best talent on earth and be a top employer of choice. Check out the best of Talent Connect: http://bit.ly/1MBqz6m
How to Improve Communication Skills, Effective Communication Skills, Soft SkillsProfit Transformations
This training is on how to improve communication skills with little know soft skills insights. It will provide you with tips on effective communication strategies including DISC Profiles, effective delegation, leadership skills and more.
The slideshow is from a 1 hour webinar. Watch the video to learn become a better person with more on more effective communication skills from this training.
Find out more about improving your people skills by registering for our information packed half day workshop. Subscribe to http://profittrans4mations.com/people-skills
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Similar to TLCon Amsterdam: Diversity Tactics That Work (Holly Fawcett, Social Talent) (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
4. 1. Tick-box training sessions and "refreshers"
2. Diversity statements like "So and so is an
equal opportunities employer"
3. Affirmative action/ positive discrimination
Diversity Tactics That Don’t Work
#TLCon
5. 1. Activity trackers and balanced slates
2. Inclusive talent attraction strategy
3. Hiring managers who know how to interview
candidates properly (!)
Diversity Tactics That Do Work
#TLCon
20. By changing the status quo on
the slate, women are 79.14X
more likely to get hired, and
non-white candidates are
193.72X more likely to get the
job
Harvard Business Review, April 2016
#TLCon
30. Women will only apply for jobs where they meet
100% of the criteria. Men will apply when they
meet just 60% of the criteria.
Hewlett Packard, 2010
#TLCon
31. For those women who have not been applying for jobs
because they believe the stated qualifications must be
met, the statistic is a wake-up call that not everyone is
playing the game that way. When those women know
others are giving it a shot even when they don’t
meet the job criteria, they feel free to do the same.
“
”Harvard Business Review, 2014
#TLCon
33. Accounting for Other’s Unconscious Bias
Don’t let your Diversity Sourcing stop at the Recruiting Team!
• Standardise or Redact CV’s/Résumés
• Remove Names, Addresses, Universities; standardise formatting
#TLCon
34. Agenda
Process
Diversity on the Shortlist
• Aim for a 50:50 split of diverse/non-diverse candidates on shortlists
where possible (minimum of 2)
• The primary obstacle for diversity is the lack of opportunity to be
considered
• The best candidate will win on merit, but only if they’re given fair
contest.
#TLCon
35. What else?
Diverse Performance in Assessment
• How a candidate performs at Interview and
Assessment will determine if they will be
successful
• Many factors play into performance under
assessment, including the actions of the
interviewer - training is essential
• Example: Stereotype Threat and Stereotype
Boost
Predicting Success
Interviewer Training
Better long-term hires. Alignment.
Engaged hiring teams. Better candidate experience.
And improved phone-screen to interview to offer ratios.
Confident, faster hiring decisions.
What you get...
Predicting Success
by Recruiting Toolbox is a
comprehensive interview
training program designed
to help your hiring managers
and interviewers hire the right
talent for your organisation.
#TLCon
36. When you
compliment her
outfit, stereotype
threat is activated
She will perform less
well at interview than
if nothing was
mentioned
When you pat him
on the shoulder,
stereotype boost is
activated
He will perform
better at interview
than if he had not
been touched
#TLCon