Recruiting Strategies to Hire the Best Candidate
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.
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.
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.
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Title: Welcome & Agenda
Module: Setting The Foundation
Hello, I’m Lois Krause and welcome. I’ve been providing guidance and advice on recruiting strategies for many years as well as changing these strategies to keep up with current “Best Practices” and the changing workforce. As a Human Resources Consultant, with strong abilities in HR Compliance as well as recruiting and most other areas of general HR work, I believe I can give you HR Pros out there, some helpful hints to navigate through the sea of candidates.
In the overall course, we will be covering a pretty aggressive agenda. I would like to lay that out for you here and let you know how the content will be segmented.
First, I’ll start with setting the foundation and discuss “Why” you need to hire the “Best Candidate” instead of just “A Candidate”. I will show the differences between the best candidate and just “A” candidate. I will also show the Return on Investment (or ROI) that your organization will receive for doing it correctly, and discuss a few numbers that may scare you if you hire the wrong candidate!
In the following section, I’ll introduce some strategic numbers that will help you of the HR Professionals make a case to the senior leaders of your organization, of why recruiting correctly is strategic in nature and should be viewed as such. I will also show the difference between hiring for skills alone and hiring for skills and cultural fit, and then focus on which is better, and why.
Then, I’ll focus on the interviewing process. Is it an art or a science? I provide several examples to help illustrate how best to conduct a behavioral interview and the importance of trusting your gut.
I’ll explain why you need to look at “Cultural fit” hiring as a strategy. There is a lot to look at in your organization before you can be successful at hiring for cultural fit.
Then we will wrap up all the different segments to give you some ideas for specific plan of action to move forward. But before concluding, I’ll discuss how some recruiting trends have changed and the actual ways to do the recruiting, correctly, in a detailed “roadmap” for you.“Buckle up” here we go!
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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 &...