Strategic Talent Recruiting

Strategic Talent Recruiting, available at $34.99, has an average rating of 4.15, with 61 lectures, based on 17 reviews, and has 53 subscribers.

You will learn about 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 This course is ideal for individuals who are Employers, HR practitioners, HR consultants, Recruiters, labor agencies, employment agencies, companies, employees, job seekers, Directors, business people, self employed, HR tutors, everybody etc It is particularly useful for Employers, HR practitioners, HR consultants, Recruiters, labor agencies, employment agencies, companies, employees, job seekers, Directors, business people, self employed, HR tutors, everybody etc.

Enroll now: Strategic Talent Recruiting

Summary

Title: Strategic Talent Recruiting

Price: $34.99

Average Rating: 4.15

Number of Lectures: 61

Number of Published Lectures: 61

Number of Curriculum Items: 61

Number of Published Curriculum Objects: 61

Original Price: $94.99

Quality Status: approved

Status: Live

What You Will 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

Who Should Attend

Employers, HR practitioners, HR consultants, Recruiters, labor agencies, employment agencies, companies, employees, job seekers, Directors, business people, self employed, HR tutors, everybody etc

Target Audiences

Employers, HR practitioners, HR consultants, Recruiters, labor agencies, employment agencies, companies, employees, job seekers, Directors, business people, self employed, HR tutors, everybody etc

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.

Course Curriculum

Chapter 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

Chapter 2: The Recruitment Process

Lecture 1: Talent needs assessment

Lecture 2: Talent sourcing

Lecture 3: Candidate screening

Lecture 4: The offer letter

Lecture 5: On boarding and induction

Chapter 3: Five Fresh Recruitment Techniques

Lecture 1: Quicker processes: Keep it short and sweet

Lecture 2: Recruitment marketing: Engage passive candidates

Lecture 3: Increase visibility: Get seen across portals

Lecture 4: Engage job descriptions: Make them want to apply

Lecture 5: A well – maintained rejection pile: Reengage second choices

Chapter 4: Recruitment Strategies

Lecture 1: Organizational needs

Lecture 2: An organization technology infrastructure

Lecture 3: Mindset and skill set of stakeholders

Lecture 4: Skill set and capabilities of stakeholders

Chapter 5: Top Recruiting Key Performance Indicators ( KPIs)

Lecture 1: Time to hire

Lecture 2: Sourcing channel efficiency

Lecture 3: Number of qualified candidates

Lecture 4: Submit to interview ratio

Lecture 5: Interview to offer ratio

Lecture 6: Offer acceptance rate

Lecture 7: Cost per hire

Lecture 8: Quality of hire

Lecture 9: Hires to goal

Lecture 10: Candidates net promoter score ( NPS)

Lecture 11: Recruitment site analytics and social listening

Chapter 6: Ways To Reduce Recruitment Cost

Lecture 1: Get clear on your employee value proposition

Lecture 2: Optimize your career website

Lecture 3: Run targeted ad campaigns

Lecture 4: Offer a world class candidate experience

Lecture 5: Increase employee referrals

Lecture 6: Build a talent pipeline

Chapter 7: Tips For Remote Recruiting

Lecture 1: Write accurate and engaging job ads

Lecture 2: Have a structured hiring process

Lecture 3: Put a good short listing process in place

Lecture 4: Check your candidates equipment

Lecture 5: Utilize video interviewing

Lecture 6: Stay aligned with team work

Lecture 7: Consider using a work assignment

Lecture 8: Keep your candidates engage

Lecture 9: Ensure data privacy

Chapter 8: Top Recruiting Best Practices

Lecture 1: Focus on relationships

Lecture 2: Look beyond the resume

Lecture 3: Revamp employer brand

Lecture 4: Consider internal mobility

Lecture 5: Normalize remote hybrid and flex work

Lecture 6: Revamp and refine your employee benefits program

Lecture 7: Recognize the importance of data driven recruiting

Lecture 8: Use an application tracking system

Chapter 9: Seven Common Recruiting Mistakes ( And How To Avoid Them)

Lecture 1: Asking predictable questions that lead to canned answers and reveal nothing

Lecture 2: Equating education and experiences

Lecture 3: Not staying in touch with candidates to keep them aware through the process

Lecture 4: Relying on external candidates only

Lecture 5: Focusing on culture fit- or the beer test- instead of culture add

Lecture 6: Automatically passing on overqualified candidate

Lecture 7: Failing to follow-up when you do not get a response from sourced candidate

Chapter 10: Major Laws And Regulations That Affect The Selection Process

Lecture 1: Major laws and regulations that affect the selection process

Instructors

Eric Yeboah
MBA/ PGDip

Rating Distribution

1 stars: 1 votes
2 stars: 1 votes
3 stars: 1 votes
4 stars: 0 votes
5 stars: 14 votes

Frequently Asked Questions

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