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HR REGULATIONS TRAINING 2018 - How to Fill Hard-To-Fill Positions

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Website http://www.trainhr.com/control/w_product/~product_id=702030LIVE/?channel=ourglocal_may_2018_SEO | Edit Freely

Category employee experience management,online human resources guidelines,human resources recruitment and selection,skills and capabilities in resume,hiring pipeline

Deadline: May 23, 2018 | Date: May 23, 2018

Venue/Country: Online Event, U.S.A

Updated: 2018-03-13 20:51:03 (GMT+9)

Call For Papers - CFP

The TrainHR Course is approved by HRCI and SHRM Recertification Provider.

Overview: The simple truth is that selection doesn't make candidates any better. The quality of your applicant pool ultimately determines the success of your hire. Since selection is a pipeline that begins with recruitment, finding qualified applicants is the first, and potentially most critical, aspect of the hiring process.

Some positions are relatively easy to fill. Both external factors, e.g. unemployment, and internal conditions such as high pay, good reputation, etc. can attract an ample number of qualified applicants. This webinar, however, focuses on situations where, for whatever reason, the typical recruitment practices fail to yield the desired results.

The session will begin with understanding the underlying causes behinds the shallow, or, in some cases, bone-dry, applicant pool. The discussion will then focus on more effective recruitment strategies. Finally, this session will explore a variety of innovative approaches for acquiring the skills and capabilities required to perform required job tasks.

Why should you Attend: Trying to fill a position and not attracting a sufficient number of qualified candidates is akin to hosting a party and having nobody show up. This is particularly vexing since you have undoubtedly invested both time and expense - not to mention having critical tasks left undone or added to others plates.

This webinar will offer more effective, and cost efficient, recruiting strategies as well as help participants diagnose the underlying causes behind lack of recruiting success. In addition, the webinar will explore a wide variety of alternative strategies that can be implemented in order to acquire necessary talents and capabilities. Some of these will be short-term, stop-gap measures; others will take a longer perspective.

Areas Covered in the Session:

The hiring pipeline

Common reasons behind low candidate interest

The relationship of experience to excellence

The fallacy of the over-qualified candidate

Diagnosing the difficulty

Inside-the-box strategies

Increasing recruitment effectiveness

Predictors of success and failure

Technical competence - minimum qualifications

Outside-the-box approaches

Who Will Benefit:

HR Generalists

HR Managers

Line Managers involved in Recruitment

Business Students

Business Owners

Instructor:

Harold P Brull served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years. During his tenure he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps. Harry is a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years. He has served as an expert witness in employment law cases in both state and federal court, representing both private and public-sector clients.

Event link : http://www.trainhr.com/control/w_product/~product_id=702030LIVE/?channel=ourglocal_may_2018_SEO

Contact Details:

NetZealous LLC, DBA TrainHR

Phone: +1-800-385-1627

Email: support@trainhr.com


Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.