Being good at what you do typically leads to a well-deserved promotion, but we all know that a leadership role requires so much more than just technical expertise. Learn how to prepare technical experts to become “ready-now” leaders and set them up to be successful first-time managers.
Join our 4-part webcast series and get 4 steps to get the right talent ready to take on the challenges of a frontline leader. In this first session, we will share research, best practices, and sample case studies to ensure you are looking past the technical skills and using the appropriate tools to eliminate blind spots and make the best selection and promotion decisions for your first-time or frontline leaders.
Talent, in and of itself, is arguably the most important investment for any organization. The demand for skilled talent and future leaders continue to be one of the greatest challenges and is top of mind by CEO’s globally. An organization's ability to assess and select both internal and external talent is crucial to not only meeting the priorities and objectives that support the strategy of the business but to mitigate the risks and related costs to the organization if a hire fails.
Assessment also impacts the brand as candidates are evaluating a potential employer on the content, relevance and execution of your interview and assessment process. Getting this equation correct must be a strategic business imperative of business leaders in order to be successful. HR and Recruiting has the opportunity to enhance their own brand by developing and implementing one of the most important tools for the organization's competitive advantage. The return on this investment goes beyond the numbers as it holds the opportunity to enhance culture, perceived brand value and the intangibles of the appeal for high performers to join other high performers in a dynamic and exceptional work environment.
This presentation provides insight into the strategy, design, and implementation of creating an effective, comprehensive and customized talent assessment program using ACES® Talent Assessment methodology.
There is no reason to make bad hires given the tools and knowledge available to us today. Learn more about identifying bad hires, the effects they have on your organization, and how to eliminate them in your hiring process.
Bad hires can be very costly, from the money wasted on hiring the wrong candidate to the time and actual cost-per-hire expenses. Yet, organizations typically only consider those employees who quit or are let go soon after joining to be the bad hires. The true bad hires, in terms of costing the company more money in the long term, are those employees whose performance diminishes over time. Though the company would never rehire such individuals, they are not necessarily bad enough to be fired and continue to be detrimental to the organization.
Are we claiming there should be zero turnover? No. People change and companies change.
Does it mean the elimination of bad job/person fit? Yes.
This webinar will discuss how bad hires are being made, how to identify them early on, and how to develop a process that eliminates bad hires.
Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority or just too difficult to accomplish.
Learn the challenges faced by small organizations to implement solutions to address organizational requirements and how to overcome these barriers to attracting, engaging and retaining top talent.
Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.
This session will focus on the what, why and how of implementing strategies and solutions in small businesses to better attract, engage and retain top performers.
We will help you build a business case to get C-Level buy-in to your talent management initiatives and identify ways to effectively illustrate return on investment (ROI) for these programs.
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.
No part of the candidate screening process is more maligned than reference checking and for good reason. Phone based, open-ended reference checking is time consuming and yields very little data that actually helps to make better hiring decisions. By incorporating proven assessment logic as seen traditionally in pre-employment testing, reference checking can become a more predictive component of your selection process. This session will show you how companies of all sizes how realized substantial time-savings while dramatically increasing overall quality of hire. This session will cover specific case studies on how this fast-growing category of HR technology can drive better, more consistent hires in less time with less cost.
Competency modeling and reporting is a difficult project to design and complete. The most common problem occur both early and late in the process. Even if the early project decisions have been correct, organizations frequently negate all their previous good work by creating competency assessments that generate useless results.
This program explains how to use existing (and properly written) competency models to create assessments that are valid, accurate, reliable, and verifiable. Topics include:
The 5 requirements for a proper competency line item.
The differences in measuring knowledge versus skills.
The major assessment methods, and their pros and cons.
Methods for validating assessment results.
Example: Using the People-Capability Maturity Model to create a continuum-based assessment.
This program is presented by Ken Cooper, author of the foundational American Management Association book, "Effective Competency Modeling & Reporting."
Global re-adjustments are converging to to create a new reality where business models will have to be re-designed, social systems re-invented, and value propositions re-thought. Labor demographics and global trends are forcing organizations to address their workforce strategy fundamentally different.
People practices, work models, and talent optimization are the key levers to transforming your workplace globally. Case in point, with 45 million new entrants in the global job market annually, most of them young, 300 million new jobs will be needed between now and 2015 to keep pace with the growth in the labor force. How many of these people will have the skills needed to be successful and bring impact to an organization.
Tired of recruiting and training sales reps with just a 5% to 20% success rate? At last there is a pre-employment test to improve your batting average to 70% or more with The Boston Test. The test is based on the science of behavioral biometrics . . . also known as movement-based biometrics. It is a simple test that takes only 20 minutes to complete. There are no questions or answers. As a result, there are no cultural, educational, nor language biases. It has been independently validated and proven to be EEOC compliant – well within the parameters of the 4/5ths rule. The exceptional accuracy of The Boston Test has also been proven through 3rd-party, double-blind validation studies conducted by a renowned clinical psychologist. Attendees of this webinar will learn how to consistently beat the odds and save thousands in turnover and save millions from opportunity loss.
Margaret Graziano’s unique approach to recruitment and hiring incorporates organizational development, industrial psychology, metrics and technology: a powerful methodology to attract and select “A” players, develop your “B” players, and leverage your company’s hiring power by continuously hiring the best. This process is called Conscious Hiring and it encompasses every aspect of building an effective and foolproof hiring process.
In this program, you will learn the methods to evaluate and assess the power of your existing team, refine your hiring and on-boarding processes, and influence the impact that your workforce has on your customers, stakeholders, as well as your bottom line.