Ever had an interview that didn't go as planned? Didn't get the job, or didn't reach the intended audience? A mismanaged interview can lead to the wrong hiring choices, or send the wrong message to your clients and colleagues. Be it a job interview, media interview or interrogation style interview, at some point, all of us will be in the hot seat as we ask questions, or answer questions. Whether you are being interviewed or conducting an interview, what will you do to ensure your next interview is a success? This webinar is for individuals who want to master the interview process. Whether you are the interviewer or the interviewee, this workshop will move you forward with your interviewing skills. This workshop will guide you through a number of interview situations, show you how to make the right connection and ultimately achieve a desired outcome.
Armada Human Capital has been helping clients leverage Social Media in accomplishing some great results. Greg Cardenas, will guide you through the ins and outs of what has work and what hasn’t at one of EMEA’s fastest growing recruiting process outsourcing firms. Learn from our discoveries as you determine what the best path is for you and your organization to take in adding a social media recruiting channel to your arsenal of recruiting tools in winning the war on talent. You will be amazed what is happening on this side of the pond. You won’t want to miss this presentation!
Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing a much more comprehensive recruiting and/ or staffing unit with a much higher ROI.
Whether you’re the company talent acquisition or human resource officer, director or manger charged with acquiring and retaining the best talent or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization become more competitive.
Talent acquisition is arguably the most important human resource pillar. Mismanaged or ignored and it can become the biggest drain on the company bottom-line. Properly managed and it can provide a substantial competitive edge
Are you or your recruiting staff still practicing full-life-cycle methodology? Did you know there is a better way to source talent and manage the recruiting process which the emerging world is leading the way? If you are interested in better, faster, cheaper ways of winning the talent war by having a competitive advantage over your competition – you won’t want to miss this presentation. “Linear Recruiting Methodology” is the future of recruiting and it is spreading fast…yet most developed countries have never heard of it. If you are also wondering how you can utilize social media to aid in your sourcing efforts without paying your recruiters to add friends, follow contacts, or post messages on walls online – be sure to join us.
This is an eye-opening look at fact-based fundamentals of workforce science and their powerful and daily application to HR. For everyone in human capital management, HR, and workforce planning, this module is definitely “Human Capital Analytics 101”. It provides the basics. It establishes the clear difference between subjective and objective measurements; introduces common, actionable language − the metric cores; and reduces the complex arena of workforce measuring and planning. It lays down the threshold for understanding, generating, and applying fact-based analytics with a concrete base-line framework and approach for solidifying the HR role as a profit-driving force. You will take away from this session a refreshing view of how solid numbers and evidence-based metrics can carry the day for HR professionals.
Africa is the new kid on the “RPO” block when it comes to new locations from which service delivery can be located. Unlike India, China and the Philippines, a few African countries already have better infrastructure, language capability, and lower labor costs.
Nineteen of the top 25 poorest countries in the world are located in the African continent. It was only a matter of time before the influence of globalization gave promise to developing countries. Now Africa is poised to turn the Recruitment Process Outsourcing industry among others, upside down from the bottom up. The benefits to the industry and customers of RPO will enormous.
We often hear or read about the "Global Labor Market." Until recently, tapping into a global labor market meant posting jobs in many places, receiving resumes, and evaluating candidates using a protracted process. The fact is, there are significant cultural, geo-political, and commercial barriers that make it difficult for employers to find and hire a contractor outside of their own countries. New online employment platforms like Elance allow you to quickly find skilled resources around the world that reduce the slack time present in most current recruitment processes. Learn how to hire and manage skilled workers to perform work online, anywhere in the world. Integrate SOW projects into your Contingent Workforce Program by tapping into more than a million skilled workers from 155 countries on Elance.
To excel in today’s global workplace, you need to know how to empower and motivate, train and retain employees across cultural and linguistic boundaries.
Leveraging analytics to improve methods of attracting and retaining talent is essential in today’s competitive race for global talent management. Reflecting on best, next practices for applying the right data and tools to the people processes is essential for successful deployment across cultures within a global workforce.
Minimizing the cost, avoiding the failure and maximizing employee engagement from the out start are key ingredients to success. Knowing that top employees are a company’s greatest asset and often the largest expense.
How does a company get the right employee in the right job at the right time and for the right reasons?
The success of any initiative depends on its leaders. Manager adoption and adaptation are crucial. Knowing that in some cultures, subjective management may still be a cultural norm requires the careful use of influential wording to cold facts and data. Transitioning to data-driven decision making from traditional, hearsay, or subjective management styles requires an organizational culture that allows for experimentation and mistakes
No organization embraces an analytics-only method of managing, motivating and retaining employees. Knowing how to balance the data with people focused language is what well-balanced workforce planning is all about.