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
Quality Of Hire
What truly makes the difference in the quality of your hiring process?
The culture fit is the most crucial part of this entire process yet it is the most overlooked. A good way to find like-minded people is to search groups on LinkedIn of similar interests.
Imagine during your phone interviews or your in person interviews you already had 7 references captured per applicant. You can ask as many behavioral questions as you would like but having previous work habits and previous employers information even before you meet with applicants for the first time can drastically improve your quality of the people you hire.
Having applicants interview themselves to replace the phone interviews not only replaces the phone interviews but also allows recruiters and hiring managers to see applicants answer all their questions in a short period of time.
Adding all these steps together can create a great improvement in the hiring process and also save you a substantial amount of time during the repetitive tasks so you can focus your time on quality.
Comprehensive, Personalized Candidate Screening Is the Key to Successful Hiring
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.
To accomplish these goals, many HR departments turn to third-party screening firms. However, not all have the depth of expertise and experience this approach requires, especially when it comes to getting past the wall of silence interviewers often find when reference checking.
This presentation will detail tips for selecting a third-party screening firm that can successfully probe for detail-level information and then analyze and report on that data effectively and objectively. Speaker Will Barada’s discussion will include tips for:
1. Evaluating questionnaires used by the firm.
2. Determining how successfully reference interviews are conducted, including whether the screening firm seeks out additional references more willing to open up.
3. Exploring whether they use specially trained professionals that put references at ease and encourage them to provide detailed, relevant information.
4. Examining how extracted data will be analyzed and provided in reports and determining whether it provides sufficient information for the company’s needs.
. Is your company up to the pressure of finding the right talent? With high unemployment and many organizations having gone out of business over the past 5 years one would think that there should be an abundance of people exploring new jobs and careers. Given a large supply and the technology to reach them you should have a sufficient pipeline of candidates to meet your growing needs? However we all know this is not the case. So what data and analytics are you using to examine key metrics such as outreach, the quality and quantity of your talent pipeline, the impact of your brand and much more? Have you done anything different over the past few years that led to large gains?
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.
Featuring case study examples and demonstrations this lively session will demonstrate how Video Selection can flip the traditional funneling of applications by first using online video technology to see and hear candidates to assess their personality, soft skills and general culture fit with the organization. Ed Hendrick, Founder of Sonru.com, will present a demo of the video selection solution, will identify key issues in preliminary screening methods and provide examples/case studies of how companies have used video selection to overcome pain points in their recruitment processes. Expect to learn all about video selection, how to compare it against other screening methods and main reasons to integrate Video Selection into your Recruitment Process.
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.