Selecting the right talent for your organization requires thorough evaluations and accurate measurements. Today’s companies use a variety of assessment methods to determine a candidate’s skill level, competencies, and behaviors in a variety of work scenarios. Discover the types of assessments being used for candidate evaluation and how to create your own assessment strategy to select the right talent.
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Attracting and retaining the right talent can be tough. It takes a lot of resources to do it right, but when done right, it has a huge impact on the success of an organization. One element of the hiring process that can prove a real strategic asset is automated, online reference checking. As part of a webinar panel hosted by Human Capital Institute held earlier this year, two healthcare talent leaders discussed how reference checking technology is changing their hiring process. William Poynter, Director of Talent Acquisition for Health South, and Shawnee Irmen, VP of Talent Acquisition for Golden Living, focused in on some of the biggest benefits of hiring-related technology.
In an HCI webinar earlier this year, Talent Analytics: Turning Reference Checking into a Strategic Asset, Ryan Cook, Global VP of Talent Acquisition for CH2M was one of three hiring leaders who shared insights, challenges, and high priority initiatives. Discussion focused not only on specific ways technology is enhancing the hiring process, but also on the strategic focus that is defining the talent-driven future of their organizations.
The primary focus of talent acquisition is, necessarily, on high quality hiring with speed and efficiency. The eyes are on the prize: the talented, shiny new hire. But what about the thousands of candidates that enter the hiring process only to never get hired? What are they thinking and feeling as they exit the process without the desired outcome? And why should you be concerned about it?
Explore the challenges of diversity recruiting, trends in the HR tech world, and strategies for facilitating better organizational communication.
I/O psychologists use behavioral science to help organizations improve every aspect of the hiring process. Join this webcast to discover how behavioral science can help you see through unproving marketing claims for solving talent issues, identify real science that delivers results and help your recruitment team make decisions like behavioral science experts.
A structured interview process offers innumerable benefits, ranging from an increase in predictive accuracy to decrease of interviewer bias. Join Jan Fiegel, a recent presenter at the Recruiting Optimization Roadshow in NYC and Head of Recruiting at Oscar Health, as he discusses how he has transformed the interview process at Oscar Health to systematically drive success.
On average, 39% of recent hires would not be rehired, which means a lot of hiring mistakes are being made. Hyper-competition for top talent in a candidate driven market requires a new approach. Join this webcast and learn how to leverage workforce analytics data, understand the power of candidate experience and engagement and see best-in-class examples from industry experts.
Today, 80% of Fortune 500 companies use behavior assessments in their “hire to retire” lifecycle. 94% of best-in-class organizations leverage behavioral assessments. And 75% of those organizations directly attribute revenue changes and profitability to these assessments. This isn’t just a coincidence. Using behavioral assessments for hiring, team-building and management has been shown to not only improve a company’s hiring success rate, but also its bottom line. Here are examples of 3 different companies that used behavior assessments to impact their businesses.
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