Technology may be intimidating to the HR professional who has spent years learning the ropes to deliver quality candidates that meet a variety of requirements. Many times, these individuals have joined the HR department through the Staffing and Recruiting world or are aiming to become true HR generalists. But regardless of the career stage they are in, it is almost impossible to be successful without incorporating new technology tools. During this session, we will share best practices on achieving desired results through cutting edge technology, and discuss the concept of opening doors to connect with great candidates that are hard to reach. It’s no secret that super star candidates are more passive in in perusing new employment opportunities. This webinar will include real-life advice on how to adopt new ways of introducing candidates to job opportunities and making important connections early in the recruitment process and using a “virtual handshake.”
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.
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
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.
Join Christopher Young in this one hour webinar that will emphasize the benefits of and business case for implementing video interview technology into the recruitment process. Both pre-recorded and live video interviewing tools allow employers to reduce travel and save time in the interview process. But how much travel will be reduced? And where will the time be saved? Who will save it? We’ll start off with a brief background on what video interviewing is and then dig a little deeper into the ROI and building a business case for the technology so that the team can prepare a business case upon leaving the one-hour session.
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.
How is the quality of hire improved through using video recruitment software? The right application of video has yet to be found, and we'll guide you through best practises in using video recruitment to improve quality of hire. The combination of situational judgement problems and video have been very successfull in recruitment. This presentation will dive deeper into the 4 generations of tools, the use of body language in your evaluation, a practical usercase by a large, well-known supermarket chain in the USA & Canada and what the effect, and side-effect, has been on the quality of hire for this company. Also we'll discuss how this will work in different industries, with a surplus or a scarcity of labor.