Strategic Talent Recruiting

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Strategic Talent Recruiting
Last updated 11/2021
MP4 | Video: h264, 1280x720 | Audio: AAC, 44.1 KHz
Language: English | Size: 3.03 GB | Duration: 2h 19m

Recruitment process, Recruitment strategies, Top recruiting KPIs, Tips for remote recruiting, Recruitment mistakes etc

What you'll learn
Factors that influence recruitment
Tips for effective recruitment
Learn the recruitment process
Learn the five fresh recruitment techniques
Learn the recruitment strategies
Ways to reduce recruitment cost
Top recruiting key performance indicators ( KPIs)
Tips for remote recruiting
Seven common recruitment mistakes and how to avoid them
Top recruiting best practices
Requirements
No Requirement
Description
l always tell people to show me a company that is performing more than their competitors, and l will tell them this is a company that is doing something right with credible employees who are committed and dedicated to a specific course.basically recruitment is the process of finding, screening, hiring and eventually on boarding qualified job candidates. Finding the right candidate for the job is very difficult now because currently there are most candidates looking for job because of the current global pandemic.A very skilled recruitment effort will let a company stand out in this economy, and become more attractive to potential employees. We all agree in principle that employees are the lifeblood of any organization, so looking for, and attracting the best candidates is very important decision to any serious company. Recruitment is a cost to any company, so it must be done in a more professional ways. A poor recruitment effort can results in not getting the right candidate to fill the position, which will be a lost of revenue. Recruitment should be done timely to ensure that it fill the right position on time so the company will continue to move forward. Employee retention can be very tricky in this time but effective recruitment strategies can aid in minimizing the risk which will lead to getting the right person to fill the vacancy. Companies can attract competent and skilled candidates when the company have a good brand and also treat their employees very well.In other for recruitment to work properly, the company must conduct a very good job analysis so they can easily determine what is needed in the position, developing very good job description is also a good thing by analyzing the education, experience, skills and competence that is required by the organization. The recruiting landscape have change drastically with the advent of social media, there are a lot of competent people that are showing their own curriculum vitae for employers to see. l must also say that the social media have easily reach the incredible milestone, that companies easily get high response rate from job seekers.l entreat companies to treat their workers well so that employee turnover will be minimize.
Overview
Section 1: Introduction
Lecture 1 Introduction
Lecture 2 What is recruiting
Lecture 3 Factors that influence recruitment
Lecture 4 Tips for effective recruitment
Lecture 5 Types of recruitment
Section 2: The Recruitment Process
Lecture 6 Talent needs assessment
Lecture 7 Talent sourcing
Lecture 8 Candidate screening
Lecture 9 The offer letter
Lecture 10 On boarding and induction
Section 3: Five Fresh Recruitment Techniques
Lecture 11 Quicker processes: Keep it short and sweet
Lecture 12 Recruitment marketing: Engage passive candidates
Lecture 13 Increase visibility: Get seen across portals
Lecture 14 Engage job descriptions: Make them want to apply
Lecture 15 A well - maintained rejection pile: Reengage second choices
Section 4: Recruitment Strategies
Lecture 16 Organizational needs
Lecture 17 An organization technology infrastructure
Lecture 18 Mindset and skill set of stakeholders
Lecture 19 Skill set and capabilities of stakeholders
Section 5: Top Recruiting Key Performance Indicators ( KPIs)
Lecture 20 Time to hire
Lecture 21 Sourcing channel efficiency
Lecture 22 Number of qualified candidates
Lecture 23 Submit to interview ratio
Lecture 24 Interview to offer ratio
Lecture 25 Offer acceptance rate
Lecture 26 Cost per hire
Lecture 27 Quality of hire
Lecture 28 Hires to goal
Lecture 29 Candidates net promoter score ( NPS)
Lecture 30 Recruitment site analytics and social listening
Section 6: Ways To Reduce Recruitment Cost
Lecture 31 Get clear on your employee value proposition
Lecture 32 Optimize your career website
Lecture 33 Run targeted ad campaigns
Lecture 34 Offer a world class candidate experience
Lecture 35 Increase employee referrals
Lecture 36 Build a talent pipeline
Section 7: Tips For Remote Recruiting
Lecture 37 Write accurate and engaging job ads
Lecture 38 Have a structured hiring process
Lecture 39 Put a good short listing process in place
Lecture 40 Check your candidates equipment
Lecture 41 Utilize video interviewing
Lecture 42 Stay aligned with team work
Lecture 43 Consider using a work assignment
Lecture 44 Keep your candidates engage
Lecture 45 Ensure data privacy
Section 8: Top Recruiting Best Practices
Lecture 46 Focus on relationships
Lecture 47 Look beyond the resume
Lecture 48 Revamp employer brand
Lecture 49 Consider internal mobility
Lecture 50 Normalize remote hybrid and flex work
Lecture 51 Revamp and refine your employee benefits program
Lecture 52 Recognize the importance of data driven recruiting
Lecture 53 Use an application tracking system
Section 9: Seven Common Recruiting Mistakes ( And How To Avoid Them)
Lecture 54 Asking predictable questions that lead to canned answers and reveal nothing
Lecture 55 Equating education and experiences
Lecture 56 Not staying in touch with candidates to keep them aware through the process
Lecture 57 Relying on external candidates only
Lecture 58 Focusing on culture fit- or the beer test- instead of culture add
Lecture 59 Automatically passing on overqualified candidate
Lecture 60 Failing to follow-up when you do not get a response from sourced candidate
Section 10: Major Laws And Regulations That Affect The Selection Process
Lecture 61 Major laws and regulations that affect the selection process
Employers, HR practitioners, HR consultants, Recruiters, labor agencies, employment agencies, companies, employees, job seekers, Directors, business people, self employed, HR tutors, everybody etc

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