Filtering Applicants via Pre-employment Assessment & Interview Technology

Do you ever wonder how to use web-based technology to bring-in top-tier candidates in a more efficient and effective way and decrease time-to-hire? How can we leverage the talent acquisition process to hire applicants for the right occupation within our organization and bring in applicants with leadership potential?

Delivering pre-employment assessments that drive the interview process using web-based technology can streamline the application process, while providing answers to the questions posed above. Doing so can decrease time-to-hire and assist in bringing in top-tier candidates all while using robust metrics to guide the process and increase organizational commitment, align applicants with job demands, and bring-in candidates who perform at the highest levels.

We will highlight how to ensure your talent acquisition process is efficient (i.e., capable of quickly moving candidates through the pipeline), objective (i.e., produces candidate profiles based on job-related data), and effective (i.e., achieves objectives of increasing workforce stability and performance levels, while having significant ROI). We will evaluate ways to “check” the process as it is not “fixed” - the talent acquisition strategy you implement today must be able to evolve and change with the nature of jobs and the needs of the business.

The primary goal will be to examine how to leverage technology using web-based assessment and interview tools. We’ll walk through some examples to highlight ways to “check” the process and identify with the needs of the applicant AND your organization. We will indicate some of the numerous ways you can customize the process to meet the needs of your organization for an effective and efficient technology based hiring solution!

1) Recruiters, Managers, Directors, VPs, etc., responsible for HR, Staffing, and Talent Acquisition. 2) Those interested in learning about the ways we can leverage web-based technology as an efficient hiring solution. 3) Business leaders.

1) How to build a technology based hiring solution. 2) How to decrease time-to-hire and bring in top-tier candidates using robust metrics. 3) How to leverage technology using auto-progression, gate candidates to occupations, and hire for leadership potential. 4) What to keep in mind when implementing a web-based assessment and technology hiring solution to ensure alignment with the goals your organization.

DeGarmo Group Case Studies (http://www.degarmogroup.com/index.php/case-studies/) Examples Include: National Wireless Company Cuts Turnover and Saves $1.8 Million Call Center Outsourcer Cuts Turnover and Saves Over $3 Million Royal Caribbean Cuts Turnover and Increases Productivity

		Adam Bradshaw DeGarmo Group View Profile