The future of sales recruiting | FPG - Forrest Performance GroupMH Riad
THE PROVEN BENEFITS OF CHOOSING OUTSIDE
RECRUITING
REDUCED TIME-TO-FILL AND COST
Outsourced recruiting allows you to streamline your recruiting process, allows your employees time to focus on building your company (not on interviews and resumes), and dramatically reduces cost incurred by turnover.
IMPROVED CANDIDATE QUALITY
The best recruiting services save you time and dramtically increase your ability to hire top quality candidates through assessment-based hiring that cuts out bias.
SCALABILITY
Outside recruiters save companies an average of 20 hours of productivity per week on hiring activities. Pouring those hours back into your business allows you to scale faster and put your focus where you need it – on your growth
EXPERTISE
The best recruiting companies have years of experience in a variety of different industries, providing you with much-need perspective and an advisor to help you make the right hiring decisions all along the way.
www.fpg.com
Grooming & Kennel Expo Pasadena | Angela Clark & Mike Hooper XCEL CREATIVE
Angela Clark owner of American Grooming Academy in Temecula speaking at Grooming & Kennel Expo Pasadena. Topic: Competitive Recruitment Strategies
Guest Speaker: Mike Hooper from XCEL Creative in Murrieta
The future of sales recruiting | FPG - Forrest Performance GroupMH Riad
THE PROVEN BENEFITS OF CHOOSING OUTSIDE
RECRUITING
REDUCED TIME-TO-FILL AND COST
Outsourced recruiting allows you to streamline your recruiting process, allows your employees time to focus on building your company (not on interviews and resumes), and dramatically reduces cost incurred by turnover.
IMPROVED CANDIDATE QUALITY
The best recruiting services save you time and dramtically increase your ability to hire top quality candidates through assessment-based hiring that cuts out bias.
SCALABILITY
Outside recruiters save companies an average of 20 hours of productivity per week on hiring activities. Pouring those hours back into your business allows you to scale faster and put your focus where you need it – on your growth
EXPERTISE
The best recruiting companies have years of experience in a variety of different industries, providing you with much-need perspective and an advisor to help you make the right hiring decisions all along the way.
www.fpg.com
Grooming & Kennel Expo Pasadena | Angela Clark & Mike Hooper XCEL CREATIVE
Angela Clark owner of American Grooming Academy in Temecula speaking at Grooming & Kennel Expo Pasadena. Topic: Competitive Recruitment Strategies
Guest Speaker: Mike Hooper from XCEL Creative in Murrieta
Your Next Hire Is Right in Front of You: Leveraging Internal Mobility & Talen...LinkedIn Talent Solutions
According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Learn how to save yourself time by using an already trusted connection base.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Qualities expected from new hires - Manu Melwin Joymanumelwin
The foremost quality HR managers look for in a candidate is his/her ability to endure an unpleasant situation. Since turnovers can be expensive for the company, HR prefers to hire a person who has high commitment levels and can stick long.
Along with this presentation there is a facilitators' manual. Please write to trainingcontentspecialist@gmail.com for the same.
We are also venturing into Recruitment Process Outsourcing. Please feel free to contact us on the above mentioned email.
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
Bring the customer traffic with the helpful tips of Herta Martha ShikapwashyaHertaMarthaShikapwas
That business is perfect where customer engagement is more. If you are running a business and lack of customer, you can take the assistance of Herta Martha Shikapwashya. She is the great Business Consultant helps businesses to develop in market.
human resource management
employer branding
What is employer branding?
The process of employer branding
the scope of employer branding
Examples of employer branding
why is employer branding required?
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
Your Next Hire Is Right in Front of You: Leveraging Internal Mobility & Talen...LinkedIn Talent Solutions
According to recent research "internal sources, such as employee referrals, inside hires, walk-ins and a company’s career site, produce almost twice the number of hires as external ones." Learn how to save yourself time by using an already trusted connection base.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Qualities expected from new hires - Manu Melwin Joymanumelwin
The foremost quality HR managers look for in a candidate is his/her ability to endure an unpleasant situation. Since turnovers can be expensive for the company, HR prefers to hire a person who has high commitment levels and can stick long.
Along with this presentation there is a facilitators' manual. Please write to trainingcontentspecialist@gmail.com for the same.
We are also venturing into Recruitment Process Outsourcing. Please feel free to contact us on the above mentioned email.
13 Uncommon Recruitment Metrics You Can't Afford to IgnoreNexxt
Learn the recruitment metrics you should really be paying attention to beyond the common ones like time-to-hire, cost-per-hire and employee turnover rate.
Bring the customer traffic with the helpful tips of Herta Martha ShikapwashyaHertaMarthaShikapwas
That business is perfect where customer engagement is more. If you are running a business and lack of customer, you can take the assistance of Herta Martha Shikapwashya. She is the great Business Consultant helps businesses to develop in market.
human resource management
employer branding
What is employer branding?
The process of employer branding
the scope of employer branding
Examples of employer branding
why is employer branding required?
A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.
Recruiters will need a variety of general skills in addition to job-specific skills. Often, these job skills are referred to as “employability skills” or “soft skills”. Through employability training, candidates identify their employability skills, develop self-awareness, and learn sales techniques.
Getting a job is easier if you have completed the employability training program. Moreover, they can help you stay employed and move up the corporate ladder. If you land a job interview, you’ll most likely be asked questions about your skills and how to adapt to a new environment.
How to Hire, Train, and Retain Talent for Higher ProfitabilityDealerStrong
Harlene Doane, DealerStrong's COO, goes through the steps of how to hire, train, and retain your staff for higher profitability. She addresses the ugly word most businesses try to avoid: Turnover
The success of your organisation depends on the talent, expertise and quality of your workforce. Irrespective of your industry or organisation size, you need to accrue a competitive workforce to align with and achieve your goals.
To get the best talent into your organisation, you must carefully gauge several parameters. Working with the right recruitment partner can make a significant difference to your hiring process and the quality of your workforce. On the other hand, getting it wrong means time, resources and funds are wasted.
However, it can be difficult to choose the partner that best aligns with your business culture and values. There are several recruitment agencies in Nigeria that are eager to provide you with smart HR solutions, but with such a wide choice, how will you make the right choice?
In this deck, you will gain perspective on how to go about selecting the right recruitment partner.
You will also learn the following;
• Vital questions to ask when choosing your recruitment partner
• Some essential factors you should consider while choosing your recruitment partner
• How you can connect with the best recruitment partner in Nigeria
When it comes to finding a job, Headhunting Companies in India play a major role.
Such company has the only objective. It finds persons who are best fit for job vacancies at its
client’s company.
by Debra Watkinson, Maple Leaf Sports Entertainment Geoff Ramey, CHRP, SHRP Vice President, Human Resources, St Andrew Goldfields Ltd.
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
HR departments spend a great deal of time, effort and money orienting and integrating new hires into the business. But before new employees even sign on board, recruiters having the daunting task of attracting the top and most sought after candidates under increasingly competitive conditions to commit to a new employment relationship. There is a huge opportunity for recruiters to engage candidates early, get them to yes, and begin the employment relationship long before the first day of work. In this session, the presenters will focus on:
- Creating and selling a compelling employer value proposition (EVP)
- The role of the recruiter: not just getting to “yes”
- The power of Choice Architecture and how it relates to getting a “yes”
- The fine art of building trust and relationship-based interviewing
- Ensuring offer acceptance, a great First Day and engagement beyond the Honeymoon
SME recruitment webinar - Develop the ideal recruitment process for your SMEMichael Page Australia
Watch the full webinar here: http://bit.ly/2eDyQgK
Michael Page is Australia’s SME recruitment specialist. We understand the unique needs of your business and tailor our service offering to suit you. Find out how we can help you here: http://bit.ly/2f2h1un
In our expert webinar you will learn:
- How to write a job ad that will actually get noticed and more importantly, entice high performers to apply
- Our 4 step approach you can use to promote your job ad on the right channels so you start receiving quality applications quickly
- Insider tips to process a high volume of CVs efficiently and what to look for in a CV
- How much hiring is actually costing you and your 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.
Similar to Unit 2.3: Recruitment, Training and Selection of Workers (20)
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
2. Aimsfor today
• Consider the processby which small
businesses recruit and select staff.
• Appreciate the various laws relating to R&S
(recruitment and selection).
3. Recruitmentand selection
•Recruitment andselection is the process of identifying
the need for ajob, defining the requirements of the
position and the job holder, advertising the position
and choosing the most appropriate person for thejob.
• Retention means ensuring that once the bestperson
hasbeen recruited, they stay with thebusiness
and are not “poached” by rivalcompanies.
4. Therecruitment process
Recruitment is one of the main objectivesof
management, asthe successof any business
depends on the quality of its staff.
Recruiting employees with the correct skillscanadd
valueto abusiness. Employeesshould therefore be
carefully selected, managed and retained, just like
any other resource.
5. Think……
Everyyear Mr Parry hasto recruit newteachers
to workat school. Why do you think he hasto
do this?
7. Therecruitment process
Sort the 10 recruitment steps into thecorrect
order – annotate the stepsto explain what
happens in eachstage.
Compare your steps with someone else in the
class.
Did you get the sameanswer?
If not, check your stepsagain,
does it makesense?
10. Documentsin the recruitment process
1. JobAdvert– abrief description of the job &skills
needed.
2. Job particulars–more detailed information about
the business & the job – what is expected of the
applicant, conditions of work, rate ofpay,holidays
& how toapply.
3. Jobdescription–Adocument describing the
duties of aworker and his/her status in the firm.
12. 4. Personalspecification–Aprofile of the skills
and qualities of aperson needed to do the
job.
5. CV’s(CurriculumVitae) – Summaryof one’s
education, skills, employment and
experience.Application form –Theform
which the applicant fills in with their personal
details
Documentsin the recruitment process
18. Advertisingthe job – where?
Methodsof
Advertising
jobs
Job
centres
Internally
Internet
Newspaper
&
magazines
Trade
journals
19. In pairs, identify one disadvantage and one
advantage of using each of the methods of
advertising.
Typeof Ad. Advantages Disadvantages
JobCentre
Trade Journals
Newspapers/Magazi
nes
Internet
Internally
20. What should be on ajob
advertisement?
• Title
• Location
• Hours of work
• Pay(Salary/wages)
• Logo
• Qualifications and skills
• Experience
• Contact details
21. Selection
• Once a job has been advertised and details sent out
to prospective employees, the applicants will return
their CV/Jobapplications.
• TheSELECTIONprocesscanbegin...
23. What happensnext?
• Ajob offer ismade.
• Ask for references– what the referees write is
confidential and must be accurate. If ok, start
work.
• Within 13 weeks of employment theymust
receive aCONTRACTOFEMPLOYMENT.
25. Difference between internal and
external recruitment
Internal
• Thevacancycanbe filled by
an employee already in the
business. It might be
suitable for employees
seeking promotion or want
achange of duties.
External
• Most vacancies are filled
with externalrecruitment,
which always involves
advertising the vacancy.
26. Internal
Pro
• Savestime andmoney.
• Thecandidates' reliability,
ability and potential are
already known.
• The candidates know the
expectations and rules of
the company.
• Motivates other employees
to work harder to get
promoted too.
Cons
• No new ideasor experience
come into the business.
• May create jealousy and
rivalry between existing
employees.
The advantages and
disadvantages of recruiting
externally are the opposite of
these points.
27. Part time andfull time workers
Themain differences:
hours worked
benefits given
work schedules
