A bunch of point solutions, like interviewing, is not an effective process unless fully integrated and designed to achieve a strategic goal: hiring top candidates who aren't looking for a new job! Change your strategies using the tools given in this online course.
- If you're not hiring as many good people as you'd like to,…your company probably has the wrong…talent strategy in place.…Too many companies design their hiring processes…on the false assumption that there's a surplus…of top talent available, when in fact there is a scarcity.…In a scarcity situation, you have to attract people in.…So if your company still posts jobs that emphasize…must-have skills, experiences and personality traits,…you're assuming there is a surplus of talent.…If your company doesn't measure a hiring manager's ability…to attract, hire and retain top people,…and if the measure of hiring success is how fast…and how cheaply it can be done,…you're assuming there's a surplus of talent.…
In a talent scarcity situation,…you need to target the entire talent market.…This requires a raising-the-talent-bar strategy,…raising the quality of the people you are now hiring.…Not the follow-the-leader strategy,…which is hiring people just like you've always hired.…This is done by far too many companies.…This shift starts by eliminating skills and experience-laden…
- Describe the “raising the talent bar” strategy for hiring the right people.
- Identify who is in the talent market.
- Summarize ways to eliminate barriers to entry.
- Explain how to create a candidate experience.
- Recall how to conduct the work history review.
- Identify the thinking and planning skills needed to find the right candidate.
- Explain how to accurately assess a candidate.