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.
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Talview being the pioneer in digital video recruiting platform, gives out an e-book on video interviews which gives details of the different aspects of video interviews including Mobile Hiring which in turn is becoming one of the milestone of recruitment technology.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
GroSum helps you manage employee performance through Reviews, 360 degree feedback & planning compensation - pay raise, bonus payouts etc.
GroSum is a cloud based Employee Performance Management solution.
With GroSum Performance Reviews, you can
1) configure Review process with timelines, automated alerts & reminders
2) set employee-wise review parameters with weights
3) choose from Industry standard Goal Libraries
4) set multi-level review & moderation
5) normalize ratings & grade employees
6) based on performance buckets
With GroSum 360 degree feedback, you can
1) let employees choose their 360 degree Feedback reviewers.
2) set feedback forms by departments & reviewer profile
3) seek feedback from Internal – Seniors, Juniors, Peers & External – Customers, Vendors & Partners
4) combine with a Performance review process or conduct Feedback independently
With GroSum Compensation Management, you can
1) set Pay Raise & Incentive budgets
2) get automatic recommendation of increment & payouts based on linear optimization
3) issue Increment/Promotion/Incentive letters as per configurable templates.
4) maintain employee wise compensation
5) structure with Incentive components
Campus placements are a logistical nightmare for those who have to plan and organize it. And the focus on logistics might lead to losing sight of the most important goal, the quality of hire. Campus Hiring is long term investment and it is critical to find candidates that are a right fit.
We had a webinar titled The ACDC Playbook on March 14. In this webinar, covered the latest Virtual Assessment and Development center trends. It also covered some industry practices to help you reimagine your assessment process:
1. Virtual and face-to-face Assessment Centers - Hits & Misses
2. Best practices in configuring and running Virtual Assessment Centers
3. Concept of Hybrid Assessment Centers
4. Development Center to a Development Journey - creating sustained development
Tanvi Chaturvedi, Business & Social Psychologist at Jombay and Sujata Kapoor, Sr. Principal Consultant at Jombay replied to the queries asked during the webinar.
Psycholinguistics : The Future of Behavioral Competency MatchingTalview
Most traditional assessments rely on direct inference based or scenario (many times not relevant to the person’s experience or background) based items with answers in multiple choice format. It is well known many such instruments have an inbuilt risk of candidates pretending socially desirable responses thereby making the report unreliable.
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
Collected and analyzed quantitative and qualitative data on knowledge, skills, abilities and other characteristics, as well as, task statements relevant to the occupation.
Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
Talview being the pioneer in digital video recruiting platform, gives out an e-book on video interviews which gives details of the different aspects of video interviews including Mobile Hiring which in turn is becoming one of the milestone of recruitment technology.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
GroSum helps you manage employee performance through Reviews, 360 degree feedback & planning compensation - pay raise, bonus payouts etc.
GroSum is a cloud based Employee Performance Management solution.
With GroSum Performance Reviews, you can
1) configure Review process with timelines, automated alerts & reminders
2) set employee-wise review parameters with weights
3) choose from Industry standard Goal Libraries
4) set multi-level review & moderation
5) normalize ratings & grade employees
6) based on performance buckets
With GroSum 360 degree feedback, you can
1) let employees choose their 360 degree Feedback reviewers.
2) set feedback forms by departments & reviewer profile
3) seek feedback from Internal – Seniors, Juniors, Peers & External – Customers, Vendors & Partners
4) combine with a Performance review process or conduct Feedback independently
With GroSum Compensation Management, you can
1) set Pay Raise & Incentive budgets
2) get automatic recommendation of increment & payouts based on linear optimization
3) issue Increment/Promotion/Incentive letters as per configurable templates.
4) maintain employee wise compensation
5) structure with Incentive components
Campus placements are a logistical nightmare for those who have to plan and organize it. And the focus on logistics might lead to losing sight of the most important goal, the quality of hire. Campus Hiring is long term investment and it is critical to find candidates that are a right fit.
We had a webinar titled The ACDC Playbook on March 14. In this webinar, covered the latest Virtual Assessment and Development center trends. It also covered some industry practices to help you reimagine your assessment process:
1. Virtual and face-to-face Assessment Centers - Hits & Misses
2. Best practices in configuring and running Virtual Assessment Centers
3. Concept of Hybrid Assessment Centers
4. Development Center to a Development Journey - creating sustained development
Tanvi Chaturvedi, Business & Social Psychologist at Jombay and Sujata Kapoor, Sr. Principal Consultant at Jombay replied to the queries asked during the webinar.
Psycholinguistics : The Future of Behavioral Competency MatchingTalview
Most traditional assessments rely on direct inference based or scenario (many times not relevant to the person’s experience or background) based items with answers in multiple choice format. It is well known many such instruments have an inbuilt risk of candidates pretending socially desirable responses thereby making the report unreliable.
Douglas Monsky and Ryan Howell New Remotes Inc. Job Analysis
Conducted a job analysis for the position of Customer Service Representative for New Remotes Inc.
Developed and administered surveys and conducted interviews with subject matter experts to pinpoint essential job functions.
Collected and analyzed quantitative and qualitative data on knowledge, skills, abilities and other characteristics, as well as, task statements relevant to the occupation.
Compiled findings into final job analysis report, including: training and selection recommendations, as well as, data analysis on task importance and a complete job description.
Presented findings to company owner in order to allow proper use of the job analysis implications.
Problem Statement
This case is based on the lease management system example in Boehm & Turner’s Balancing Agility and Discipline , pages 84 – 89. Please start by reading that information.
Consider the following situation: The lease management system project has modified its XP approach to include a few plan-driven elements. Most notably, they now use high-level architecture plans, improved milestone completion criteria, and design patterns. However, the project remains true to its XP beliefs. For example, they will continue to use more complete and accurate “as-discovered” criteria for determining milestone completions and to reprioritize story cards at the beginning of each development increment. The project team estimates the duration of each iteration as part of the iteration kickoff meeting; they are no longer tied to fixed-length cycles of development and deployment, since analyses showed that fixed-length XP cycles were inappropriate for large, complex systems like the lease management system. However, the team is committed to approximately one-month iteration cycles and will take on only the number of tasks that they esitmate they can complete in that amount of time.
The CIO is holding the project’s manager, Tarak Srinivas, responsible for timely completion of iterations on the system, because new lease management capabilities must be available to stakeholders when promised. The system must, of course, continue to be highly reliable and meet user needs as described in the story cards (which do get modified, as described in Balancing Agility and Discipline 84 – 89).
Talent Acquisition Tool helps you in designing, developing & sending online Competency Based job role based on-line test to all your candidates with just by one click.
A Supervised Modeling Approach to Determine Elite Status of Yelp MembersJennifer (Hui) Li
Yelp, which was founded in 2004 by two PayPal executives, is a crowd-sourced multinational company headquartered in San Francisco, CA. Yelp’s goal is to connect people with great local businesses. Yelp has over 77 million cumulative reviews from yelpers around the world. Yelpers share their everyday local business experiences, giving voice to con- sumers and bringing word of mouth online. Approximately 142 million unique visitors used Yelp’s website, and approx- imately 79 million unique visitors visited Yelp via their mo- bile device, on a monthly average [1].
Embed among all these business reviews and yelpers is a classification between Elite and Non-elite yelpers. Yelp Elite is a way for Yelp to recognize and reward users who are active on Yelp. Elite-worthiness is based on a number of things, including well-written reviews, high quality tips, a detailed personal profile, an active voting and compliment- ing record, and a history of playing well with others [2]. Elite status is earned every year and is determined by a commit- tee. Elite yelpers have profiles with special badges and the elite yelpers are invited to private events and parties.
For the data analytics course project, our team will at- tempt to crack the code using a systematic algorithm to pre- dict users’ Elite worthiness. We will use the Yelp academic set and the associated user attributes to determine the most accurate algorithm to predict elite status. Our goal for the project is to predict with 95% accuracy if a user obtains elite status for any particular year within the Yelp Academic set.
We should note that there are some inherent risk using the Yelp academic data set. Our team has no insight into any additional or hidden indicators that may be used in determin- ing Elite status beyond the data field that was provided in the Yelp Academic set. The academic dataset only has 12% of the reviews from 370K users. Our algorithm and modeling is based on the the data provided that exists in the academic data set.
Survivable Social Network on a Chip - Foundation of software engineeringJennifer (Hui) Li
Survivable Social Network on a Chip is an application that operates in disaster situations where there is no wifi or cellular connection. Survivors can communicate through this application by connecting to the chip and generate a small local network to help each other.
It has below functionalities:
1. Join community
2. Share status (red, yellow, green)
3. Post announcement on public wall
4. Private chat
5. Locate people on map
6. Search chat history
7. Make a call
Here is a business analysis of Facebook in 2014. We considered Facebook's financial stability, SWOT analysis, internal and external analysis, business strategy. Prognosis is based on above factors. Comments are very welcome.
Title - Understanding Customer Needs And Designing A Product To Fulfill The Needs - Placon Manpower Solutions - Recruitment Services Report
Need help write at jainkajal0712@gmail.com / thekajaljain@gmail.com
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
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 ...
3 perspectives on performance that every talent leader should knowNewton Day Uploads
In this presentation we summarize the study we're working on to understand the actionable insights required by talent leaders in the noughties - and the feedback we've captured so far. This is work-in-progress so sorry about the format ;-) ...but the content is rich!
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
Machine Learning and the Changing World of WorkWorkday, Inc.
Business agility is needed now more than ever to thrive in the face of new opportunities and threats that may surface in the future. So how can machine learning better equip you in the future to be able to deal with change? Find out in this webinar replay.
Repeat business and successful placements are a direct result of our Search Transparency and Communications with the Client throughout our proprietary Performance Based Retained Search process. As such, we are an retained executive search firm you can count on as we meet with our clients early and often.
We begin with a Discovery Step by meeting the client at your facility to listen and ask questions to gain a clear understanding of your corporate culture, the organizational need, and determine the Performance Objectives of the role. We also survey internal and external customers (stakeholders) of the role in order to identify and recruit ideal candidates who complement your structure and enhance your team for optimal performance.
The Design Step – Performance Profiling and Search Strategy
We develop a Performance Profile (more efficient than a typical job description) which includes the Corporate Behavioral Summary from the surveys we conducted earlier. This means when we submit the custom Search Strategy for your approval, rest assured that we bring forth shortlisted candidates who can meet or exceed the role’s objectives and contribute to your bottom line. In other words, NextGen Global Executive Search firm leaves nothing to chance.
Search Transparency - What you Expect from an Executive Search Firm
The industries we serve in executive search are complimentary and cross-functional in placing Top Talent that achieves your talent acquisition needs in:
• Defense Systems: C5ISR, UAV, Weapons, Aerospace, Cyber Security, Airborne Power
• Digital Media: Connected Devices, Mobile Apps, Mobile Banking, Semantic Web
• Enterprise Systems: Data Center, EAM, SaaS, Cloud Computing, Enterprise Mobility
• Medical Devices: Surgical, Renal, Dialysis, Plasma, Neuro, Biomedical, Pharma
• Wireless Telecom: Infrastructure Systems, 4G & LTE Networks, DAS & RF Components
• Energy: Oil & Gas, Smart Meters, Smart Grids, Power Generation, Renewable Energy
Trusted Advisors in Retained Executive SearchCharles Moore
Before you engage an executive search firm, it’s important to understand whether they are up to the task at hand. At NextGen Global Executive Search, our team of recruiters have cross-functional experience in the industries listed below. Each search includes timelines where we earn the fees only if we meet those deliverables. We design a search strategy based on the performance objectives of the role and target specific people and competitors to ensure we are attracting the best in for your industry.
Our behavioral profiling, hypothetical and situational interview techniques, the fact that we meet finalist candidates face-to-face and videotape those interviews, and perform reference checks prior to submitting finalist candidates is why we offer a full one-year replacement guarantee.
Retained Executive Search with Cross Industry Expertise
The industries we serve in executive search are complimentary and cross-functional in placing Top Talent that achieves your talent acquisition needs in:
• Defense Systems: C5ISR, UAV, Weapons, Aerospace, Cyber Security, Airborne Power
• Digital Media: Connected Devices, Mobile Apps, Mobile Banking, Semantic Web
• Enterprise Systems: Data Center, EAM, SaaS, Cloud Computing, Enterprise Mobility
• Medical Devices: Surgical, Renal, Dialysis, Plasma, Neuro, Biomedical, Pharma
• Wireless Telecom: Infrastructure Systems, 4G & LTE Networks, DAS & RF Components
• Energy: Oil & Gas, Smart Meters, Smart Grids, Power Generation, Renewable Energy
How to hire a Customer Experience AnalystHireQuotient
Here's a step-by-step guide to hire your perfect Customer Experience Analyst.
1. Define the Ideal Candidate: Clearly articulate the skills, qualifications, and personality traits that embody the perfect fit for a Customer Experience Analyst at our organization.
2. Design a Compelling Job Description: Craft a job description using JD Generator that not only outlines the technical requirements but also conveys our company's values and the distinctive aspects of our work environment. This approach aims to attract candidates who resonate with both the required skills and our organizational culture.
3. Source Candidates as per your JD: Rather than relying solely on inbound applications, proactively seek out talent that aligns with our requirements using an automated talent sourcing tool.
4. Implement Skills Assessment Tests: Employ skills assessment tests to gauge candidates' proficiency in areas such as data analysis, customer journey mapping, and communication. Ensure these assessments align with the actual responsibilities of a Customer Experience Analyst in our organization.
5. Conduct a Video Interview: Integrate one-way video interviews into the hiring process. This approach allows us to evaluate candidates not only on verbal communication skills but also on their comfort with technology, professionalism, and ability to engage effectively in a virtual setting.
6. Utilize Reference Checks: Conduct thorough reference checks to validate the information provided by candidates. Inquire about their work ethic, collaboration skills, and track record of delivering positive customer experiences.
7. Offer Competitive Compensation: Acknowledge the value of a Customer Experience Analyst by providing a competitive compensation package. This encompasses salary, bonuses, and benefits in line with industry standards and reflective of the candidate's expertise.
8. Provide a Positive Candidate Experience: Ensure a positive experience for candidates, starting from the initial application through to the final interview. A seamless and respectful recruitment process contributes to a favorable perception of our company, even for those who may not ultimately join the team.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-experience-analyst
How to hire the perfect conversion rate optimization specialist (CRO specialist)HireQuotient
1.Securing the right Conversion Rate Optimization Specialist is crucial for businesses focused on maximizing the efficiency of their online marketing efforts and increasing conversion rates
2.Clarify Your Needs and Goals
Define the specific objectives you expect the CRO Specialist to achieve, such as improved website conversion rates, enhanced user experience, or increased customer engagement.
3.n meet these expectations.
B. Craft a Detailed Job Description
Use the earlier job description template as a basis to detail the responsibilities of a CRO Specialist, including conducting A/B tests, analyzing customer journey maps, and implementing optimizations based on data insights
5. Utilize Various Recruitment Channels
Distribute the job advertisement across multiple channels suited for tech-savvy and analytics-driven professionals. This includes industry-specific job boards, digital marketing forums, and professional networks like LinkedIn. Extend your search with EasySource, leveraging both internal and external candidate pools to ensure a broad and diverse applicant base.
6.Screen for Key Competencies
EasySource's Candidate Screening Module can help streamline this process by automatically aligning candidate profiles with the job description requirements.
7, Engage Shortlisted Candidates
use EasySource’s Candidate Engagement Module to craft personalized messages that resonate deeply with each candidate, increasing the likelihood of a response.
8. Assess Technical Skills
Utilize EasyAssess to evaluate candidates' technical skills thoroughly. This tool is designed to measure their expertise in analytics, A/B testing, and other relevant skills through practical tests and scenarios found in our library of skill assessments.
9. Conduct In-Depth Interviews
Prepare a set of interview questions that explore the candidate’s past experiences with CRO projects, their approach to testing and data analysis, and their ability to innovate and execute.
10.Evaluate Problem-Solving and Analytical Skills
Test candidates on their ability to use data to identify problems and devise effective solutions.
11.Check References
Contact previous employers to verify each candidate’s contributions to past CRO initiatives and their overall work performance.
12.Make a Competitive Offer
Once you identify the right candidate, make an offer that includes a competitive salary, benefits, and professional development opportunities that highlight the value they bring to your organization.
12. Ensure a Smooth Onboarding Process
Provide a thorough onboarding that introduces the new specialist to your marketing tools, strategies, and team dynamics, ensuring they are equipped to start making an impact from day one.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/conversion-rate-optimization-specialist
How to hire the perfect Renewals SpecialistHireQuotient
Define Clear Job Requirements: Start by outlining clear and specific job requirements, including educational qualifications, industry knowledge, and essential skills. This clarity will guide your recruitment process.
Craft an Engaging Job Description: Develop a compelling job description that not only highlights the qualifications and skills required but also communicates the value of the role within the organization. Use language that resonates with potential candidates. You can use our JD generator to help you create compelling job descriptions.
Utilize Multiple Recruitment Channels: Cast a wide net by leveraging various recruitment channels. Post your job opening on popular job boards, professional networking sites, and industry-specific platforms to reach a diverse pool of candidates. Utilize platforms such as LinkedIn, Indeed, and specialized industry forums to maximize visibility.
Implement Persona-Based Screening: Embrace persona-based screening. This approach allows you to assess candidates based on a holistic understanding of the ideal Renewals Specialist profile, ensuring a better match. EasySource's Candidate Screening Module employs persona-based screening to identify candidates aligned with your specific criteria.
Conduct Structured Interviews: Design a series of structured interviews that assess both technical skills and soft skills. Include scenario-based questions to evaluate a candidate's problem-solving abilities and their approach to client interactions. You can use EasyInterview, a software with which you can conduct asynchronous interviews.
Incorporate Skills Assessments: Supplement interviews with skills assessments tailored to the Renewals Specialist role. EasyAssess offers pre-built and customized adaptive skill assessments designed for Renewals Specialists.
Highlight Company Culture and Values: During the recruitment process, emphasize your company's culture and values. Renewals Specialists who align with your organization's ethos are more likely to thrive and contribute positively.
Engage Candidates Effectively: Keep candidates engaged throughout the hiring process. Personalized communication, timely updates, and transparent information about the next steps demonstrate your commitment to a positive candidate experience. EasySource’s Candidate Engagement Module ensures personalized strategies and messaging to keep candidates engaged.
Reference Checks and Background Verification: Conduct thorough reference checks to validate a candidate's work history, performance, and interpersonal skills. Additionally, verify educational qualifications and any certifications relevant to the role.
Offer Comprehensive Onboarding: Introduce them to your company's culture, values, specific product or service knowledge, and internal processes. An onboarding program that includes interactive sessions, mentorship, and a deep dive into client case studies.
Read the full article: https://www.hirequotient.com/how-to-hire/renewals-specialist
Similar to Transforming Competencies Through Technology! (20)
2. We are a team of experienced researchers, psychologists & senior HR
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Assess & build Competencies through Technologies
We have imbedded technology in assessing competencies which ensures high
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service & IT sectors are keen to serve you.
In short, we are obsessed with innovation, superior quality with unmatched
services !
About Us
www.myCompetencyBuilder.com 2
3. We Are Keen To Serve You By …..
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4. Our Customized Services
Hire through on-line
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1. Talent
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2. Customized
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Assessment
4. Fresher's
Hiring
Organize on-line any
Survey & take Feedback
for your Employees,
Customers, Distributors,
etc.
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Feedback
Measure Your Existing
Human Capital
Competencies Available.
To find actual “Gaps” &
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6. Can one suit fits for all?
Does all job profile needs same competencies?
How come you are using just
“one” test for all functions &
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7. Does all functions & job role needs
a common Behavioral
competencies?
If No
then Why do you take just one
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all functions & job roles?
www.myCompetencyBuilder.com 7
8. For admission in colleges “Aptitude & logical Reasoning” tests are
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for employment as a Manager or Senior Manager or GM or VP?
Think !
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9. Why do you take decision based on outdated on-line test which is based
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All functions as well as job roles are different then why the same test for
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10. When you are hiring any potential employees you can utilize on-line tests
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Functional Tests: To check the functional knowledge of the candidates
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Specific Behavioral Traits: To test role based “specific role based traits”
Talent Acquisition Tool
“When Hiring, First Test, and Then Interview”
John, Jochen, Eugene & Carly
HBR, Nov, 2013
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11. When you are hiring any potential employees you can utilize on-line tests
for the following;
High Strike Rate
Lower Turn Around Time
Minimizes Cost
Profile Specific Tests
Simple & Easy to Understand Report
High Fitment Rate
Talent Acquisition Tool: Advantages
“…Unsuccessful Hiring is The Single Biggest
Problem In Business Today”
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13. 2. Customized Competency Assessment -CCA
Assist you in conducting Competency Assessment for your existing employees
Assets are evaluated every year including Human Capital in terms of their
competencies by those organizations who are leaders in their segment or market.
Measuring existing competencies provide an opportunity to know the “gaps” &
areas to focus/strengthen upon.
Design exclusively for your organization inclusive of all functions & job roles within
short period of time.
Measure value in terms of functional/departmental or for overall organization wise.
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14. Customized Competency Assessment: Advantages
By conducting CCA, the exact Talent Inventory of the selected employees group
/function/department/organization can be scientifically evaluated from time to
time which helps organization for;
Talent Capacity Planning
Individual training Need
Spotting Potential Talent
Succession planning
Transfer of employees
After understanding your need we can design, conduct on-line, evaluate & provide
solution within defined timeline.
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16. The precision and granularity of those scores enable companies to learn
more and quickly—about their employees/customers’ opinions, so they
can take appropriate action.
“Sometimes it’s tempting to imagine that these tests are easy to trick or
to fake, because we can choose how we answer or how we respond to
each question. But in reality, because we are linking your answers to
actual outcomes, these tests are very difficult to fake.”
T.Chamorro-Premuzic
HBR, July 09, 2015
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17. Surveys & Feedback
Polls and surveys help people play a role in the organization or society by allowing
the stakeholders to know about their opinion and judgments on special and
important issues.
A survey or taking feedback is like a performance review for your organization.
Knowing where you stand with employees or other stakeholders enables you to
identify areas for improvement. Surveys pinpoint staff priorities, showing you where
you should focus your efforts.
Our surveys are designed to meet your business actual need. These don’t follow
the one-size-fits-all mold. Rather, our surveys are customized to align with your
specific business objectives. Provide in-depth data analysis and interpretation in our
report.
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18. 3. Surveys & Feedback
By our technology, you get instantly thoroughly analyzed survey results without
waiting. You will get meaningful interpretation to the results. Create customized,
targeted reporting. Our reports provide the most relevant information to help you
identify both strengths and improvement opportunities. You can conduct surveys &
feedback for targeted group based on business unit, location or functional planning.
We facilitate the process of moving from results to action in different areas be it
Surveys for Internal Employees on Training feedback, Induction Training
Feedback, Employees Engagement, Job Satisfaction, Exited employees feedback,
Employees feedback on Performance Appraisal system, Feedback by newly joined
employees, Employees feedback on any new policy or practice introduced by the
company, etc.
Other Stakeholders viz., Vendors Satisfaction, Customer Satisfaction,
Distributors/Dealers Satisfaction, Community Satisfaction, etc. surveys.
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19. Surveys & Feedback: Advantages
With effective feedback & surveys, companies are likely to improve their ability to
Quick way to know organizational culture
Easy & scientific way to know the mood of employees, customers, distributors,
vendors, & other stakeholders
Helps you to make more productive and effective workforce
Cost effective
Eliminate barriers that impede productivity
Engage employees and enhance their contributions
Increase customer loyalty and profitability
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21. 4. Fresher's Hiring
“Stop wasting money filling up your candy bowls and travelling around the country with the
hopes of enticing some new grad to take a closer look at you.”
-Forbes, May 29, 2015
Acquiring fresh talent is tough one. It is just like searching for a “needle in a
haystack”. Because presence of numerous institutes & availability of huge
“unemployed” youth across the country. Evaluating all of them can’t be possible
because of time pressure.
Going to just a few institutes are also not the right solution as there are many
talented & competent candidates who are available but due to any reason they are
not able to reach you. We can assist you to spotting these competent talents
instantly. Popularity of our employability test-PEAT among fresher who have been
studying in final year or those job seekers youth are continuously appearing in this
test year round test. You can have ready to join fresh candidates available for your
company. Though our team is available everywhere in the country & outside, we
can also assist you in “Campus Hiring“.
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22. Freshers’ Hiring: Advantages
Quick way to find Graduate/Diploma Engineers in all branches, MBA’s in all streams
& plain graduates from IIT to NIT to government to private colleges across the
country
These potential candidates are already screened through PEAT. You can select them
according to your cut off score or even you can shortlist through your on-line test
which we can assist you in organizing anywhere in the country
You can hire from any geography which will help you to maintain the right mix of
candidates from the country
Highly cost effective within JIT (Just in Time) hiring
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23. Your Benefits
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Assesses whether an individual is capable of performing in the current or
proposed role.
Negligible Cost
Drastic Reduction in Turnaround Time
Enhanced Competencies
Eliminate/Reduced Errors
No Confusion, High Clarity
Clarity of Competency level of all employees
24. Poonam Naidu ,
Head-Corporate Relations
Call : +91 99860 60456 / +91 97162 99419
E-mail : poonam.naidu@myCompetencyBuilder.com
: sales@myCompetencyBuilder.com
Contact Us
www.myCompetencyBuilder.com
Try Us Free! Just Call
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