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Assessment solutions help organizations streamline processes and help hire the most qualified candidates for all types of job roles. Predictive screening assessments ensure that only the best applicants proceed to the later stages of the hiring process and have direct positive impact on desired business outcomes. Now, RPO providers can implement a proven program which ensures typical service levels are met (time-to-fill, retention rates, candidate satisfaction) and desired business results are achieved (increased productivity, stronger sales results, reduced turnover, higher safety ratings) This can all be accomplished by adding the SHL RPO performance booster program to your recruitment services.
In this webinar, SHL's Jeff Holmen (VP Partners) and Lance Andrews (Manager Client Solutions) discuss how employee skills, behaviors & competencies have direct correlation to achieving various strategic business initiatives and then dovetailing proven job analysis & assessment processes into your RPO services. With constant pressure to reduce costs and improve productivity, finding the right candidates for key roles has never been more critical. Borderless markets and the power of the Internet have combined to create a surge in application numbers – including those from under- and over-qualified candidates. This expanded volume makes extra work for recruitment teams, while increasing the risk of sub-optimal hiring and less than desired performance. The more applicants, the greater the risk of poor hiring decisions. • Front-line roles are critical to business success, brand and customer service • Recruiters face huge numbers of applications, from suitable and unsuitable candidates • Social networks and online apps are deluging organizations with résumés for every position • Previous experience does not always make a good fit • Unsuitable candidates increase the likelihood of attrition
How does the RPO Performance Booster program from SHL help?
SHL assessments increase quality of hire by helping remove unsuitable candidates earlier in the process, while ensuring only applicants with the right skills and personalities progress to later stages of the hiring process. The result is a smaller pool of more suitable applicants.
SHL uses a number of proven tools which help organizations predict the likely performance of candidates for particular roles. Solutions can be tailored to specific roles, such as call center staff, retail assistants and supervisors using a best practice job analysis approach.
Not only will Jeff & Lance review the methodology for applying assessment programs to your RPO services, but they will also discuss live practical examples from several of their well known customers where desired business outcomes are being realized with positive effect.
Who Should Participate
Providers and users of RPO services
Extra Learning Material
All Registered HR.com members are also eligible for:
Read the latest Business Outcomes study from SHL
Human Resources Management
Staffing and Recruitment
Workforce Planning and Analytics
Leadership Training and Development
Full Service Outsourcing
Call Center Outsourcing
HRO in a Global Organization
Simulations and Work Samples
Recruitment Process Outsourcing
Job Analysis, Evaluation and Grading
Quality of Hire
What You Will Learn
RPO providers can implement a proven program which ensures typical service levels are met (time-to-fill, retention rates, candidate satisfaction) and desired business results are achieved (increased productivity, stronger sales results, reduced turnover, higher safety ratings) This can all be accomplished by adding the SHL RPO performance booster program to your recruitment services.
Who is Eligible
This webcast is available to all registered HR.com members for free. You are currently subscribed to HR.com as a Free Member.
Click the button to access this webcast. Archives, MP3 and PowerPoint slides
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