In Aberdeen's recent "An Asset for HR in the Age of the Candidate," we learned that there isn't a one-size-fits-all, pre-hire assessment approach to fit in with every company's talent acquisition process. However, there are universal steps that can be taken to optimize its usage to be as fruitful as possible.
Hiring a killer team is tough. You need a multipronged strategy to create the team that will drive your organization into the future. In this e-book, we’ll cover three strategies that can help you succeed.
Companies are always looking for ways to determine just how effective and capable candidates can be in the workplace before they start. On paper, candidates have indicated that they can code in Python and Java or can resolve any customer service problem, but how do their skill sets compare with internal success standards, let alone everyday coding or service expectations? That’s where pre-hire assessments can be so valuable. They provide extensive insights into candidates’ skill sets, strengths, struggles, ideal working environments, and more. Top companies understand just how worthwhile such a resource is for making informed hiring decisions. In fact, Best-in-Class organizations are 45% more likely than All Others to use pre-hire assessments as part of the hiring process. Greater insights about candidates can be a game changer for the future success of any company.
While there isn’t a one-size-fits-all pre-hire assessment approach to fit in with every company’s talent acquisition pr
Great leaders are hiding in every corner of your organization. Great leaders are the backbone of successful organizations but not everyone should be a leader. The challenge is identifying them and developing the qualities that your organization values. IBM Kenexa has the largest assessment library in the market from tests that measure skills, culture, fit, motivation and personality. And with 36 million people assessed annually, we know what great leaders look like!
Watch this webinar and learn how you can:
Hire for leadership behaviors
Identify high potential leaders in your organization
Develop your leadership pipeline
Smart organizations are consistently looking for ways to determine just how effective and capable candidates can be in the workplace. Sure, these candidates have said they can solve this algorithm or resolve that customer problem, but how do they stack up with internal success standards? That's why pre-hire assessments are valuable - they provide extensive insights into candidates' skill sets, pain points, ideal working environments, and more. Such information can then be used to make more informed hiring decisions that can be a game changer for the future success of any company.
Whether it's through using pre- or post-hire assessments, applying managerial feedback or learning results, identifying high potentials is a huge win for determining who will lead your company forward. With such information, businesses can ensure that their most valued employees are promoted, challenged, and encouraged to succeed - and that they stay with your business. Without this data, companies risk losing the talent that keeps them competitive and successful.
Attracting today’s savvy candidate requires much more than a creative job description and a flattering email message. The transparency provided by web sites such as Glassdoor combined with a millennial desire for meaningful work and corporate responsibility have the upped the ante when it comes to employer brand and candidate experience. While many firms have good intentions when it comes to employer brand, these intentions aren’t always translated to action, leaving many candidates feeling frustrated as they move through the process. New hires need confirmation that everything they were told in the interview processes is not only accurate, but even better than expected. When the onboarding process falls short of those expectations, candidates immediately question their decision to accept the offer and retention efforts in jeopardy. Join this webcast to learn how to avoid costly new-hire attrition in your organization.
A recent Human Capital Institute report found that 69% of respondents are having difficulty filling critical positions and only 20% agree that they have a strong talent pipeline for critical roles. Competition is fierce and the power has clearly shifted from employers to the candidate. Today’s job candidates expect to be treated like consumers, and the most successful marketing teams know that consumers are increasingly suspicious of brands. These marketing teams implement strategies to foster trust and loyalty among their target audience.
Just like marketers, recruiters must have the ability to not only attract but engage candidates as well, and they are tasked with fostering that same trust and loyalty among the candidates they hire as well as the ones they don’t. It’s not enough to just leverage the latest tools and implement trend-setting processes in the recruiting department. Recruiters must also live the employer brand every day.
Living the brand encompasses demonstrating the EV
Attracting talented job candidates is one of the biggest
challenges facing HR in the next 10 years.1 Understandably,
organizations want top talent and they are highly focused on
recruiting strategies that enable them to hire the very best.
One increasingly popular strategy is mobile recruitment. As
mobile devices become ever more ubiquitous, potential
candidates are starting to look more favorably at organizations
offering a mobile recruitment option.2 But are all candidates
created equal when it comes to mobile recruitment? We decided
to take a look at the coveted members of the workforce and
explore their use of and attitudes towards mobile recruitment.
Using the high-potential employees subset of our global
WorkTrends™ survey data, we were able to compare top talent,
who significantly outperform their peers and demonstrate a
stronger capacity to succeed,3,4 with other employees. The
results provide new insight into mobile recruiting and guidance
for organizations looking to attract
To succeed today, organizations need to take advantage of
information technology in every area of their business. Talent
acquisition is no exception. Robust, reliable technology can
help recruiters more effectively engage with candidates.
According to Aberdeen Group, the user experience is key.
It is more important than ever to have friendly and interactive
platforms. In terms of talent acquisition, companies that
prioritize the candidate experience are more than twice as
likely to improve their cost per hire on a year–by-year basis.1
In addition, social capabilities can enable recruiting
professionals to use the Internet for job applications, social
referrals and video interviewing. Mobile integration also
enables users to connect with information where and when
they need it.
With better tools and insight into people and data,
organizations can much more quickly identify talent,
match capabilities to market needs, retain the best talent
and improve recruiting outcomes.
Simply put, rec
The 2016 ACFE Report to the Nations on Occupational Fraud and Abuse analyzed 2,410 occupational fraud cases that caused a total loss of more than $6.3 billion.8 Victim organizations that lacked anti-fraud controls suffered double the amount of median losses.
SAS’ unique, hybrid approach to insider threat deterrence – which combines traditional detection methods and investigative methodologies with behavioral analysis – enables complete, continuous monitoring. As a result, government agencies and companies can take pre-emptive action before damaging incidents occur. Equally important, SAS solutions are powerful yet simple to use, reducing the need to hire a cadre of high-end data modelers and analytics specialists. Automation of data integration and analytics processing makes it easy to deploy into daily operations.
In this recorded webinar, you will learn how implementing the iCIMS Recruiting Software will help increase your recruitment and reporting efficiencies while increasing candidate engagement with branded career portals.
In this recorded webinar presented by iCIMS you will learn how implementing recruitment technology will help improve the candidates experience while giving recruiters all the tools they need to hire top talent.
The War for Talent is going to have winners and losers, and we all want to hire a winning team.
In such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is key, few really analyze the candidate experience as the most important element of your brand.
This eBook will dive into everything HR managers and recruiters must know about optimizing the candidate experience. You will also receive a product demo.
This installment is on hiring and onboarding challenges, focusing on how talent intelligence helps business leaders to find better candidates faster; make better build, buy, or rent decisions; decrease new hire time-to-proficiency; and decrease the number of new hires who quickly leave.
This paper highlights the practices and process required to develop leaders internally by building their capabilities, as well as the best practices required to acquire leadership talent from external hires.
Published By: Skillsoft
Published Date: Nov 21, 2013
Learning is critical to enabling business strategy, from onboarding new hires to developing future leaders, to educating channel partners and customers. This study, based on responses collected from 185 organizations between July and September 2013, looks at how organizations connect learning to business priorities, create development programs that impact every stage of the employee lifecycle and utilize technology to support learning initiatives. It also examines the business impact of building learning capability and running effective learning programs. Research conducted by Aberdeen Group and brought to you thanks to Skillsoft.
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