Learn from a panel of four Talent Acquisition experts from the APAC region, as they share examples of how to overcome obstacles and take candidate experience to the next level.
Trusting People’s Perception-The 360 Degree AppraisalCornerstone India
The 360- Degree feedback is known as the multi-rater feedback and all-round feedback. This appraisal technique aims to measure the behaviors and competencies exhibited by individuals / teams towards achievement of goals. The feedback data is useful for appraisal, team building, training, OD and rewards. It allows peers, subordinates and seniors to rate a particular individual / team; which gives rise to the question whether people’s perception can be trusted? Each individual has their own unique looking glass for the world and therefore in a 360 degree feedback there are as many realities as there are appraisers!
This appraisal tool can yield valuable information. It aids self-progression and self-awareness through feedback. Another benefit is that it helps participants get to understand their training needs (development areas and initiate appropriate action. The data yield from a 360 degree feedback may help a team better understand its internal processes and how it is perceived from outside. It can also help individuals contribute better to the team. Performance management seems to be a direct benefit apart from organisational development and reward structuring.
CEM Best Practices - 2011 KC Call Center EXPOVITEC, Inc.
The 2011 KC Call Center EXPO hosted and presented "the best of the best", once again. Cicero joined us and shared their expertise on the best practices of managing the customer experience. Companies that can track customer effort, especially at the customer, issue,
and agent level, are much better positioned to solve for customer effort, boost customer loyalty and ensure the highest level of customer satisfaction!
This presentation is a group assignment performed for the Business Culture and Craft class at Centennial College - Postgraduate degree in Marketing Management, 2018.
As the healthcare industry faces uncertain times, employees serve as a steadying force. The ultimate goal of any healthcare organization is to serve its patients. A key component to achieving this starts with the HR function.
At Health First, Paula Just, Chief Human Resources Officer, and Mary Jane Brecklin, Vice President, HR Operations, put this into practice when they partnered the Florida-based integrated healthcare delivery network with Cielo, the world’s leading strategic Recruitment Process Outsourcing (RPO) provider. The award-winning partnership tackled recruitment challenges and saved Health First millions.
Trusting People’s Perception-The 360 Degree AppraisalCornerstone India
The 360- Degree feedback is known as the multi-rater feedback and all-round feedback. This appraisal technique aims to measure the behaviors and competencies exhibited by individuals / teams towards achievement of goals. The feedback data is useful for appraisal, team building, training, OD and rewards. It allows peers, subordinates and seniors to rate a particular individual / team; which gives rise to the question whether people’s perception can be trusted? Each individual has their own unique looking glass for the world and therefore in a 360 degree feedback there are as many realities as there are appraisers!
This appraisal tool can yield valuable information. It aids self-progression and self-awareness through feedback. Another benefit is that it helps participants get to understand their training needs (development areas and initiate appropriate action. The data yield from a 360 degree feedback may help a team better understand its internal processes and how it is perceived from outside. It can also help individuals contribute better to the team. Performance management seems to be a direct benefit apart from organisational development and reward structuring.
CEM Best Practices - 2011 KC Call Center EXPOVITEC, Inc.
The 2011 KC Call Center EXPO hosted and presented "the best of the best", once again. Cicero joined us and shared their expertise on the best practices of managing the customer experience. Companies that can track customer effort, especially at the customer, issue,
and agent level, are much better positioned to solve for customer effort, boost customer loyalty and ensure the highest level of customer satisfaction!
This presentation is a group assignment performed for the Business Culture and Craft class at Centennial College - Postgraduate degree in Marketing Management, 2018.
As the healthcare industry faces uncertain times, employees serve as a steadying force. The ultimate goal of any healthcare organization is to serve its patients. A key component to achieving this starts with the HR function.
At Health First, Paula Just, Chief Human Resources Officer, and Mary Jane Brecklin, Vice President, HR Operations, put this into practice when they partnered the Florida-based integrated healthcare delivery network with Cielo, the world’s leading strategic Recruitment Process Outsourcing (RPO) provider. The award-winning partnership tackled recruitment challenges and saved Health First millions.
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
External presentation - the importance of culture on cx success - part of Lex...Christopher Brooks
Brian Simpson, a CX expert with a lifetime of employee engagement, customer services and customer experience management, spoke at Lexden's Masterclass in Financial Services Customer Experience event held at the ABI on 30th October 2015. Videos of the day's presentations available via lexdengroup.com.
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
How to Build an Effective Employee Recognition Strategy | Xexecxexec_corporate
Many organisations adopt employee recognition schemes in an effort to attract, motivate and retain talent. Find out more about the types of questions you should be asking when devising your employee recognition strategy to ensure success.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
To share a component in our appraisal process specifically, the application of the 360-degree feedback system as I introduce a performance management system and the goals of organization, its strengths and limitations, discover challenges, identify areas of opportunity and applications for improvement.
How to Improve Your Bottom-Line Through Employee EngagementDrake International
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication?
In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
External presentation - the importance of culture on cx success - part of Lex...Christopher Brooks
Brian Simpson, a CX expert with a lifetime of employee engagement, customer services and customer experience management, spoke at Lexden's Masterclass in Financial Services Customer Experience event held at the ABI on 30th October 2015. Videos of the day's presentations available via lexdengroup.com.
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
How to Build an Effective Employee Recognition Strategy | Xexecxexec_corporate
Many organisations adopt employee recognition schemes in an effort to attract, motivate and retain talent. Find out more about the types of questions you should be asking when devising your employee recognition strategy to ensure success.
Hiring Practices That Build Powerfully Diverse TeamsIndeed
Research shows diverse teams are more creative and harder working. Join Indeed SVP of Human Resources Paul Wolfe as he speaks with talent leaders about tactics they’ve used to attract a diverse pool of talent and create transformational opportunities for their hires. Learn how a strategic investment in diversity recruiting can strengthen and energize your own workforce, setting the stage for long-term success.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
To share a component in our appraisal process specifically, the application of the 360-degree feedback system as I introduce a performance management system and the goals of organization, its strengths and limitations, discover challenges, identify areas of opportunity and applications for improvement.
How to Improve Your Bottom-Line Through Employee EngagementDrake International
Employee engagement is a hot topic and a key concern for many companies. Despite the heightened focus, companies still struggle with these questions: Why should we invest in employee engagement? Where do we invest for the greatest impact? What is the tangible business value of internal communication?
In this webinar, we will explore how to improve employee engagement, ways to initiate strategic discussions in your organization, and the impact it has on your bottom-line.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
5 Essentials to Modern Performance ManagementSaba Software
The way we work today has changed. When it comes to modernizing the performance management process in an organization, annual reviews and competencies don’t cut it anymore. Focusing on informal performance check-ins is a start, but it’s not enough.
In this presentation, we discuss how you can make a strategic shift in your performance management program with the 5 essential elements to creating a high-performance culture.
Gain insights into:
• Why—and how—organizations that engage in strategic performance management outperform their competitors
• Best practices for implementing performance processes that align, engage and inspire your people
• And how it all integrates into your talent management framework
As performance management continues to evolve from an isolated HR-driven process to an intrinsic part of everyday business rhythms, discover why you should emphasize increased engagement through employee satisfaction and contribution.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
WebClinic-4 Strategies for Optimizing Quality and Performance Using Gamificat...playvox
Applying gamification techniques to both quality and performance in your call center leads to higher employee engagement from supervisor to agent level. Finding the balance between how to drive both external and internal motivation is one of the greatest fulfillments any call center can achieve.
What really inspires employees to stay engaged? How can you empower your team to improve customer experience?
You'll learn how team leaders and agents can:
-use the cycle of self-improvement to drive motivation
-use tools to practically apply gamification to increase quality results
-create performance campaigns that drive engagement
-reduce attrition and create a positively social atmosphere
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
Making the Case for Data Driven Talent Recruitment.
The talent acquisition space is rapidly changing. Big data, machine learning algorithms & games are coming to the forefront, in an effort to improve matching candidate to jobs. New innovative solutions are transforming the way companies source, attract and hire talent.
Join our webinar to find out how data driven talent recruitment can improve the quality of candidates and have a noticeable impact on recruitment metrics and diversity hiring. Walk away with tips to implement right away, and insights to share with your executive leadership.
#FIRMday Manchester 22nd September 2016 - WCN & Well: Why you must evolve you...Emma Mirrington
Ben Turner, Head of Learning, Resourcing & Talent at Well, and WCN Global Head of Sales & Account Management Julian Ladd
discuss why it is vital to transform your ATS into a data hub
covering all the processes involved in talent acquisition from
applicant tracking to recruitment & hiring, all the way up to and
including onboarding – especially with the increase of
Generation Z candidates joining the workforce expecting constant engagement.
The Art of Selecting Candidate Pre Hire AssessmentsAggregage
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The RIGHT assessments used in the RIGHT way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.
The art of selecting candidate pre hire assessments - 202003 -v1Aggregage
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The RIGHT assessments used in the RIGHT way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.
Three Steps to a Hard Dollar ROI from Talent ManagementInfor HCM
Organizations need HR, but often regard it as a tactical necessity rather than a strategic essential. In this webinar, Infor HCM’s Michael Brandt explains how to build on HR’s daily transactional activity to create great strategic impact with a solid dollar value. He’ll examine how great value depends on doing the daily work of HR well, and then sharing the results for wider, deeper impact. Using real-life examples, Michael will explore:
• The crucial importance of data
• Getting hard dollar impact from soft cultural change
• Why systems usability and integration are key to success
• How HR can build value across the employee life cycle
• The technology and systems you’ll need
What’s the big deal about assessments anyway? Assessments have been around for decades now, so why all the attention to the assessments industry these days? Organizations large and small are using a wide variety of assessment types – skill, behavioral, personality, cognitive and more – throughout the hiring process and the employee lifecycle to help make better talent decisions, guide managers in developing their teams, and help individuals further their own career goals. It’s not enough to get an assessment score or profile. Managers and individuals need to know how to take action on that information. It’s a balance of science driven assessments, and the art of integrating the results with your talent processes.
Mollie Lombardi, Vice President and Principal Analyst, Workforce Management and Ben Eubanks, HR Analyst, revealed key findings from Brandon Hall Group’s just released 2014 Assessments study, providing an overview of today’s assessment landscape, including:
- Defining assessment types, and how and why your organization can use them
- The growing importance of feedback to the assessment taker, whether candidate or employee
- How top performing organizations integrate assessments into their talent processes
- The three questions you should be asking your assessment provider
How to increase your talent pool using skills-based workforce planningCielo
Whilst most organisations aren’t currently embarking on skills-based workforce planning, many have discovered that it is a future proof answer to talent shortages and are at the start of this journey. Our expert panel of talent acquisition leaders discuss what TA challenges organisations are facing and outline tactical solutions that are being planned for and implemented that will provide practical takeaways to help you as a TA/HR leader to start your own journey.
In this webinar, our TA experts – Sally Hunter, Madeleine Lüdemann and Hannah Bunt – discuss:
* Market trends that have changed the status quo,
* Why skills-based workforce planning can be a future-proof answer to talent shortages,
* How you can embark on designing a skills-based workforce planning strategy.
Watch this webinar replay to hear from these talent acquisition experts and understand how you can ensure your organisation’s TA strategy is achieving your business goals – now and in the future.
Supply & Demand in the U.S. Talent Market - And What You Can Do About ItCielo
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many organizations. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to business success.
View these slides to learn about:
-Tips to tailor your employee value proposition to match current candidate expectations
-Ways to differentiate your job listings & recruitment marketing to attract interest
-Examples from leading organizations with proven tactics you can implement now
Technology moves quickly. Investing in a flexible, future-forward TA tech infrastructure that allows for easy integrations and scalability is crucial for your organization’s success down the line. Now is the time to reevaluate if your technology is working for you.
View these slides to learn more about:
-Market trends that have changed the status quo
-The current state of tech-enabled TA delivery and the leading models
-Techniques for assessing process & technology gaps to identify the right solutions
-How to build the business case for change and investment
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The KSA talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for KSA-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the KSA region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Being clear, decisive and resilient are keys to success in today’s executive talent markets. Join us as we talk through steps to strengthen and stabilize your strategies moving forward.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Think Again: Changing Your Perspective on Today’s Talent MarketCielo
The pandemic, massive unemployment, unprecedented federal action and a new low-touch economy have forced the talent acquisition world to evolve at record speed. For talent acquisition leaders looking to create near-term plans while also preparing for the future, a deeper understanding of the hiring environment can help you manage risk and emerge stronger.
In this webinar, Greg Summers, Cielo President – North America, will lead a panel of experts to share insights and practical recommendations for how TA leaders can navigate four unique realities facing their hiring managers and organizations as they look to recover.
We will explore:
• Managing the pent-up attrition that could impact your workforce when uncertainty lessens
• Why high unemployment – and more talent in the market – doesn’t mean easier and cheaper recruiting
• How proactive communication to candidates about work flexibility, health and safety strengthens your employer brand
• Accelerating your Diversity & Inclusion actions and making racial justice a core promise in your EVP
Staying on top of changes in today’s talent market is more important than ever. Join us as we discuss what’s most important to act on now – and how to plan for what’s next.
Employer Branding for Challenging, Changing Times in APACCielo
The global talent landscape continues to evolve in response to COVID-19, and organisations need to pivot their strategies. From nationwide lockdown in India to the extension of ‘circuit breaker’ measures in Singapore and gradual opening of markets in China, employer brand communications need to align with the fast-changing needs of audiences now – but were you ready before this started?
In this webinar, Cielo experts will discuss the importance of employer branding and experience marketing from the perspective of current world events. Joining them will be James Williams, SEA Head of Talent Acquisition at Johnson & Johnson and Nikhilesh Mathur, APAC Head of Talent Acquisition at RELX Group, who will share their journeys and what they are considering next.
We will:
• Consider how traditional employer branding mostly focuses on the basic processes of talent engagement
• Demonstrate the need for agile organisations to implement new levels of engagement and change management for the rapidly digitising world of work
• Showcase how organisations can differentiate through experience marketing for success now and moving forward
Being timely, topical and using the appropriate tone are keys to success in employer branding. Join us as we talk through steps to strengthen and stabilize your employer brand during these uncertain times.
Managing Your Employer Brand During the PandemicCielo
As the digital landscape evolves in response to COVID-19, it’s important for you to pivot employer brand communications to align with the fast-changing needs of your audience. From social media and advertising to career websites and email, how job seekers engage with content is shifting.
View these slides to learn more about:
-Shifts in job-seeker behavior right now and strategies for employers to connect
-How to update your messaging to be useful, relevant and aligned with your hiring needs
-Examples from talent teams of how they’re adapting employer brand and career websites to reflect the changing market during COVID-19
The global crisis related to COVID-19 is forcing businesses worldwide to adjust and adapt. Each organization is taking actions to stay productive while properly responding to the health needs of candidates, employees and customers. With the situation rapidly evolving, we’ve collected input from Cielo client leaders on what they're doing to guide their teams and organizations through this crisis.
View these slides to learn more about:
-Actions you can take today to adapt your recruitment process, as well as keep employees engaged and manage business operations
-Examples from leading talent teams of how they’re approaching operations during COVID-19
-Insights on useful tech solutions and additional external resources to leverage for more information
Hiring misfires can lead to a ripple of negative effects and damage morale, productivity and the bottom line. But while everybody agrees on the importance of quality, agreeing on the definition of quality isn’t always as easy.
View these slides to learn more about:
-The stakeholders accountable for quality of hire and the roles each plays in hiring and retaining great talent
-How to define quality of hire and what should and shouldn’t determine "good"
-Methods and tools for better measuring quality of hire – and what that means for assessing candidates
Find the Right Balance Between Recruitment Automation and PersonalizationCielo
Automation brings many benefits to the recruitment process (better candidate flow, reduced time-to-fill, etc.), but many organizations continue to lag in using automation in their own organizations.
View these slides to learn more about:
-Understanding what processes are ready for automation and which ones are not
-Methods to quantify the impact of automating recruiting processes
-What technologies are ready for prime time and which ones are still more hype
Fill Your Talent Pipeline: A Blended Approach to Candidate GenerationCielo
In talent acquisition, change is the new normal. Reaching today’s candidates requires going beyond traditional one-size-fits-all approaches that only use a single communications channel to target people who are actively looking for jobs.
New recruitment technology, a shifting economy where workers demand more flexibility, and more detailed metrics have made it necessary to step up our game when it comes to generating candidates. It requires leveraging parts of the business that give us more effective ways to reach people where they are and when they want. But having these tools isn’t enough. You need to know how best to use them.
View these slides to learn more about:
-Why a holistic approach to candidate generation is outpacing siloed functions
-Understanding how to measure candidate generation success beyond just the obvious metrics
-Hot trends such as programmatic advertising, crowdsourced sourcing and talent attraction
Talent Leaders & Hiring Managers: How to Win Over Your Most Critical Stakehol...Cielo
As a talent leader, it’s essential for you to form a strong alliance with your hiring managers. Otherwise, the only thing your talent acquisition team will experience is a slow, misaligned process that is bad for your internal stakeholders and worse for your candidates.
Involving hiring managers early in the process can ensure that your most critical stakeholders are also your most effective and enthusiastic recruitment partners.
View these slides to learn more about:
-Understanding the positive business impact of alignment among recruiters and hiring managers
-Learning important steps to implement at each stage in the hiring process
-Building a system for measuring and reporting program improvements
Change Management: Going from Roadblocks to ResultsCielo
Change will come to your team or organization whether you’re ready for it or not. Making sure you are prepared to handle technology implementations for Workday, ATS, or CRMs, changes in process (e.g., how you do assessments), a merger/acquisition, new organizational leadership, or other disruptive situations is essential to keeping everyone moving forward together to reach your goals.
View these slides to learn more about:
-Effective and efficient tools to enable change and make change stay
-Which critical points you need to monitor, and how often
-Strategies of talent acquisition teams who successfully handle change management
Recruitment Process Automation: Using Technology in High-Volume HiringCielo
New tools in HR technology have made the hiring processes for a lot of repeatable roles more scalable and efficient. Realizing these benefits can be tricky because you have to, among other things, choose the right vendor partner, seamlessly complete system integrations, and account for candidate experience. Sounds easy, right?
View these slides to learn about:
-Key building blocks for automating your recruiting process
-Principles for designing for candidate experience
-Build vs. buy decisions
-Where to include human touchpoints
Find out how technology can help you crack the high-volume hiring code!
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. 1WE BECOME YOU™
Kumar Bhaya, Cielo
Client Solutions Director
AGENDA PRESENTERS
Will Innes, Cielo
VP, Employer Brand Practice
Introduction
Research & Stimulus
Questions
Discussion
Nikhilesh Mathur, Moody’s
Head of Talent Acquisition - Asia Pacific
Sara Ho, Jebsen
Group Head of Human Resources
3. 2WE BECOME YOU™
EVERYONE AGREES
91%
believe candidate
experience impacts
quality of hire 42%
don’t evaluate
candidate experience
72.3%believe mapping their candidate journey has
improved their quality of hire
53% of the above respondents have no
evidence to support their belief
27% of respondents are ‘not sure’
if mapping has been beneficial
86%of respondents who evaluate
candidate experience do so
in-house
Approaches range
from ‘very robust’
(19%)
to ongoing
(53%)
and ad-hoc
(25%)
34%
ranked interview as the most important
evaluation priority followed by the
application process, awareness-raising
with candidates, pre-boarding/keeping in
touch, recruiter efficiency, the offer, and
supporting candidate investigations
20%
of respondents are more likely
to act on qualitative data than
quantitative. Only 3% are more likely to
act on quantitative
77% believe qualitative and quantitative data
to be of
equal value
Stated priorities for improving candidate experience
revolve around improving communication and
responsiveness during the recruitment process and
include enhancing initial application procedures plus
showcasing workplaces to candidates in an holistic way,
rather than focusing purely on roles, pay and benefit
6. 5WE BECOME YOU™
TALENT BOARD
The first non-profit research organization focused on the
elevation and promotion of a quality candidate experience.
The Talent Board’s mission is:
• To create surveys, data analysis, benchmarking, and
research
• To better understand and overall improve the global job
candidate experience for all involved
7. 6WE BECOME YOU™
RESEARCH: REACH
• 16,000 responses
• 1-5 star rating
• Attraction thru Onboarding
These are not final results – report released in December 2017.