This webinar will review the current lay of the land in digital recruiting, with advice for both the most novice, and most experienced recruiters alike! Liz O’Sullivan, Affiliate Manager for RealMatch will discuss many facets of the recruiting process from the initial decision to post a job, all the way through accepting applicants. Liz has more than 7 years of digital advertising experience with a recent focus on recruitment advertising and reputation management in the digital space. She is currently employed by RealMatch, a recruitment advertising company that partners with publishers to provide next generation solutions for sourcing talent in the digital realm.
In today’s talent rich employment market, recruiting professionals are finding there is great opportunity to improve quality of hire. The challenge is identifying which candidates are truly the best and which ones look good on paper but don’t really have the track record of success that will lead superior results in your organization.
Pre-employment testing and reference checking both provide contrast in employment selection. These tools have allowed for greater insight into a candidate’s fit to the job and the culture and have reliably proven substantial ROI. On the flip side, traditional phone based reference checking has proven to be old-fashioned, inefficient and yields little in terms of understanding a candidate’s job fit.
In this webcast Greg Moran, Founder and CEO of Chequed.com will discuss:
How to gather detailed performance information from a candidate’s past employers in just a few minutes
An overview of the use of behavioral science in the reference checking process
Use cases of automated reference checking technology
How to build your talent pipeline with highly qualified candidates
Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways.
The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!
While the government’s view of healthcare and hospitals is still somewhat vague, it has been widely reported that the US Department of Labor, the OFCCP and the EEOC all believe that the healthcare sector will be scrutinized heavily on the subject of compliance.
In this presentation we will:
• Learn what to avoid when vetting pre-hire assessments and vendors.
• Explore what makes an assessment TRULY statistically valid.
• Examine the pre-hire process and discuss how seemingly harmless steps can present significant risk.
• Identify key areas MOST at risk for scrutiny and audits.
• Look at research and data findings from a simplistic and accessible point of view.
• Develop a checklist of actions that you can immediately apply to your pre-hire process to lower
The recruiting landscape has drastically changed. The talent pool is shrinking globally and candidates come to the application process with more information than ever before. Increasingly, recruiters must adopt a marketer's mindset and utilize similar tools, such as digital campaigns, in order to compete and attain top talent. Join this presentation from Jobvite to learn best practices on building and nurturing a candidate pipeline, establishing an employment brand, and streamlining your hiring process.
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.
What did we do before we had our mobile phones? What was once a device for simply making calls on the go has evolved into a powerful tool, on which most of depend for the vast majority of our day to day lives. Mobile devices have completely changed how we interact with the world around us – from booking vacations, to opening our car doors, to buying a latte at Starbucks. For job seekers, as well as employers, this is especially true.
As a recruiter or an employer, if you want to stay competitive in today's market for attracting top talent, it's imperative you evolve your online strategies for mobile devices ASAP. Understanding the pluses and minuses of different mobile strategies can help you best determine how to approach mobile recruiting.
Job seekers today are mobile. In fact, the existence of the ‘mobile only’ candidate is becoming more and more common. When it comes to mobile opportunities, there are many considerations to make in terms of availability, platforms and content delivery strategies. Come learn more about the opportunities, trends and strategies that exist today for mobile recruiting, staffing and hiring.
In the past several decades, assessment technologies have made tremendous advancements. These advancements have accelerated the evolution of assessment methodologies at a pace that is unmatched in the history of testing. Simulations and assessments that look and feel more like video games are, undoubtedly, going to raise the bar in terms of the types of assessments your candidates will be expecting to see. This session will provide an overview of how assessments have evolved, show real-world examples of the types of simulations that are used by organizations, and provide helpful tips for choosing an assessment based on some important considerations you may not have thought of.
With social media taking over the world of online recruitment and sourcing and job boards losing a bit of its momentum due to LinkedIn Recruiter, there’s a new breed of job seeker who has arisen…The Proactive Online Job Seeker!
The ebb and flow of online staffing and sourcing is about finding top talent and allowing top talent to find you. When you spend your dollars on employer branding, you’re inviting top talent to take an interest in your organization, but many recruitment organizations reject talent when they don’t reach out via one of the traditional methods, especially if the job seeker is unemployed.
It’s time to go beyond the ATS and Social Media! Job Seekers now have options and they want to exercise their options by conducting proactive searches to find companies like you! You've spent the money to brand your company, now it’s time to see your ROI!!!!!
Big Data is having a tremendous impact on today’s businesses. Big Data has hit hiring, with recruiters having access to an overwhelming amount of candidate information. At the same time, Big Data can be a useful tool to help streamline and improve your hiring process.
Learn why Big Data is important, and how you can effectively use this information to engage candidates.
In this session, talent acquisition luminary, Gild Senior Vice President of Customer and Employee Success, Brad Warga, explains the basic evolution of Big Data in human resources and recruiting, addressing the rise of public social data and the different ways companies can take advantage of those data to gain candidate intelligence.
If the only place you’re finding talent is in the small subset of people who apply for your jobs, you are NOT getting the best possible hires! In today’s socially connected, online world, there are many, many places to find talent. Unfortunately, though, most recruiters simply don’t have the time or the tools to do find them, or to do more than “post and pray” – posting and promoting jobs and hoping the best talent applies.
Potential stars are in your workforce, your ATS, employee networks, social networking sites, job boards and a zillion places across the internet. And there are ways that you can find and hire them, without the effort and cost you might think. This session looks at the places you can look, but more importantly gives you techniques and hints for you to find the most valuable places for YOU to look. We’ll also look at ways to make it easily work, and talk about some of the fantastic technologies emerging that automate all that looking for you!