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Weeding Out the Bad Candidates: Best Practices for Sourcing, Resume Review and Pre-Screening

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Website http://bit.ly/2paREYQ | Edit Freely

Category Effective Recuirtment Process

Deadline: April 18, 2018 | Date: April 18, 2018

Venue/Country: Training Doyens 26468 E Walker Dr,Aurora, Colora, U.S.A

Updated: 2018-03-14 15:28:03 (GMT+9)

Call For Papers - CFP

OVERVIEW

Save time and money with these effective prescreening tips and tricks from an active recruiter.

Many human resource professionals are under intense pressure to perform their jobs without adequate training, especially in the sales arena called recruiting or talent acquisition. This topic will supply human resource professionals with the training required to create a solid foundation for their talent acquisition process. Using this process of sourcing and pre-screening, the company will be able to recruit and select top candidates.

WHY SHOULD YOU ATTEND

The selection of better and more engaged employees leads to greater profitability, fewer human resource challenges, and greater retention.This information is critical for employers and leaders who recognize the need to attract, identify and deliver better qualified candidates to grow their profitability and business.

AREAS COVERED

Recruiting mirrors the sales process

Job description importance

Candidate Sourcing

Candidate Screening

Hiring Manager Engagement

Types of Interview Questions

Prime Interviewer Behaviors

Information Validation with Reference Checks

LEARNING OBJECTIVES

What is the most effective recruiting process to attract the best candidates?

Why is a solid job description important?

If the job description is so important, what element can we add that will attract the best qualified candidates?

What is the best source of qualified candidates?

What are some creative sources of candidates?

Please define passive candidate.

What is the most important action that Corporate Marketing can do to improve recruitment?

I’ve read that you spend as little as 2 seconds on a resume to determine interest in a candidate. Surely that is not your only pass?

Is it best to use one interview screen for all candidates, so we can be “fair”?

Do you recommend other forms of interview questions in addition to the behavioral questions?

What is the most important Interviewer behavior?

Should every hiring manager spend their time to learn to be more effective interviewers?

Really, how important are reference checks?

WHO WILL BENEFIT

HR: Recruiters, Generalists, Directors, HR Business Partners

Executives: CEO, CFO, CHRO

Business Owners: Small and Medium Sized Businesses

Hiring Managers

For more detail please click on this below link:

http://bit.ly/2paREYQ

Email: support@trainingdoyens.com

Toll Free: +1-888-300-8494

Tel: +1-720-996-1616

Fax: +1-888-909-1882


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.