Effective Assessment Strategies: What You Need to Know
How can pre-hire assessments add value to your hiring process?
Online assessments have proven their value as a predictive tool to support informed hiring decisions. Our webinar will help you:
• Maximize your ROI.
• Integrate assessments into your hiring process.
• Increase efficiency.
• Prepare for future developments.
>> Register now!
Tuesday, May 21st, 2013 | 1:00 p.m. (EST) | 10:00 a.m. (PST)
Join eSkill’s webinar with Charles Handler, Ph.D., president and founder of Rocket-Hire consultants, whose extensive experience provides a wealth of knowledge about the impact of current and future hiring technologies.
Learn how to apply assessments to your “job funnel,” to:
• Screen out undesirable candidates
• Screen in only the best, most suited applicants.
Sign up today, to get a glimpse of the future of online assessment and recruiting!
Chairman & CEO
The current available talent can seem overwhelming to hiring managers, but there is a more effective way to distinguish worthy candidates than by judging their choice of font. Pre-employment assessments offer a solution to an otherwise abstract decision making process, and will save companies time and money when they hire the best candidate. Pre-employment assessments are extremely powerful tools that help organizations select and onboard individuals for open positions. Despite the utility of pre-employment assessments, some senior executives have misconceptions and often questions that they need answered before fully supporting a new process to implement pre-employment assessments in their organizations. With the cost of new hire training and company integration becoming increasingly expensive, finding the perfect candidate means more than excluding bad choices. Firms that hire individuals who match their corporate ethics, culture and business approach find those candidates have a better chance of “hitting the ground running” and have greater success and longevity in their jobs.
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
Hiring assessments are powerful tools to gather skills and behavioral information on your candidates. The use of a quality hiring assessment will identify the strengths and areas of concern in candidates (before the hire), enabling you to make fair and objective hiring decisions with confidence.
Assessment use also allows you to begin the performance expectation conversation starting on day one of the new hire's employment. This way both you and your new hire know what is expected, alleviating those unfortunate "surprises" of a not good hire and allowing your new employee the opportunity to improve themselves professionally while employed by you.
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.
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.
Have you ever wondered where to get started on social media for your recruitment initiatives? Well, look no further as we have a process to help you get started and it is as easy as 1-2-3 and A-B-C. You may be aware of the importance to leverage social media on your HR initiatives, but do you understand the importance of getting it right the first time?
This webinar focuses on using social media to enhance your recruitment program. It will include valuable information on using social media and helping you understand how to incorporate this in your recruitment campaign. Key components include: explaining what is social media, social media tools, how to get started incorporating this new medium in your program, measuring success, and empowering employees in the process. There will be a fun and interactive exercise at the end of the session. We request that you register for a twitter account at www.twitter.com.
Featuring case study examples and demonstrations, this lively session will explore the key issues many recruiters face in using preliminary screening methods and will demonstrate how Automated Online Video Interviewing can reduce time to hire, remove scheduling and replace phone interviewing. Ed Hendrick, Founder of Sonru.com, will present a demo of the automated video interviewing solution, will identify their key issues in preliminary screening methods and provide examples/case studies of how companies have used automated video interviewing to overcome pain points in their recruitment processes. Expect to learn all about automated video interviewing, how to compare it against other screening methods and to identify the main reasons to integrate Automated Online Video Interviewing into your Recruitment Process.
This session includes a demonstration of live, competency-based web-enabled system to assess and rank order job applicants while also showing how it can optimize the contribution employees can make to your organization. You will also see in real time how the same competency-based tool expedites decision support for Training & Development Needs Analysis, Career Planning & Pathing, Progressions & Promotions, Succession Management and RIFs. This webinar will show you how to clearly increase your role as a strategic partner in the organizational value chain.
In this session participants will learn: 1) The secret for compressing 50% of the Recruiting cycle (e.g., 7 – 10 weeks) into less than 1 minute resulting in a valid, reliable, EEOC compliant and legally defensible rank ordered list of ALL job applicants for any job - regardless of how many; 2) How to deploy and re-deploy current employees in a way that makes them more engaged and productive while lowering attrition and improving customer retention; 3) How to quickly and effectively focus on Business Continuity and avoid politics for Reductions In Force (RIFs) by ensuring you have the best talent now - and in the future.