Recruiting Strategies to Hire the Best Candidate
- Format: Self-paced
- Course Duration: 1 hr 6 mins
- SHRM Professional Development Credits: 1.0
- HRCI General Recertification Credits: 1.0
- Certificate of Completion (after passing quiz)
Recruiting in today’s fast paced, global economy is not the same as it was even five years ago. With constant competition, identifying the right candidate is far more difficult than writing up an ad based on a job description and hiring someone that has most of those skills. And research has shown the high costs of filling a position as well as leaving it open. Developing a clear, deliberate strategy to hire the best candidate instead of “a candidate” has become increasingly important.
In this course, we’ll review best practices in acquiring talent without wasting resources. We’ll focus on what it means to hire for cultural fit and discuss the interview process. Building a strategy to maximize a return on recruiting investments is imperative. Educate and guide your management team by learning how to hire the best and save your organization a great deal of time and money.
SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
HRCI:
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Introduction
Module: Hire for Culture & Fit as a Strategic Plan
Duration: 1:12
The most successful organizations strategically plan to hire employees based on cultural fit in addition to skills. To be strategic about all of this, you must analyze the organization’s practiced culture. By practiced, I mean actually understand the values that are lived by in the organization.
Often when doing strategic planning, organizations develop mission, vision and values which sound great, and look wonderful on the website, but may not be the actual culture of the organization. A realistic evaluation of your organization is imperative to developing a true picture of your practiced culture.
From there you can set up a plan to hire all employees that will fit into that culture. If you hire employees based on what you want to have, but do not have, you may run the risk of hiring people with the values you are seeking to attain, but have not done so yet. That will only make your new hires, misplaced, and may not be successful if the organization does not catch up quickly.
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- Welcome & Agenda
- Course Objectives
- Overview: Skills vs. Cultural Fit
- Overview: Costs for Good & Bad Hires
- Introduction
- Stats: Costs for Open Positions
- Skills Based Hiring
- ROI: Hiring for Cultural Fit
- Drive Engagement: Cultural Fit Recruiting
- Introduction
- Behavorial Interviewing
- Contrary Evidence
- Trusting the "Gut"
- Are Cultural Fit & Diversity Mutually Exclusive?
- Introduction
- Setting a Recruiting Strategy
- Cultural Fit Equals Engaged Employees
- Stats of Engaged Employees vs. Not Engaged
- Recruiting Tips & Trends
- Introduction
- Skills vs. Cultural Fit
- Cultural Fit Drives Engagement
- Basic Tips & Trends in Recruiting
- Conclusion
Instructor: Lois Krause
Lois has held senior HR leadership positions with both domestic and global responsibility, with emphasis in workforce planning (including succession planning); organizational development; employee relations; regulatory compliance (including A rmative Action O cer); compensation and rewards; bene ts (including development of wellness programs); performance management; recruitment; and mergers &...