"It is a brilliant piece of work. A must-read for those of us in global corporations, or companies of any size really, that seek to act NOW." --Julia Martensen, Head of HR Strategy and Innovation at DB Schenker.
"Victor Assad uncovers longstanding empirical research from I/O psychologists on how to best match job candidates to jobs and the best of today's digital technology. He sees a world (that is emerging today) in which AI ontologies (which are identifying information and relationships about today's global and diverse workforces) will make significant improvements for matching candidates to jobs while reducing recruiting cycle times, costs and selection biases. Victor points out that HR now has the digital tools it needs to dramatically transform recruiting and the role of the recruiter. HR can now build strategic talent pools, improve the employee experience, and digitally collect insightful analytics that will open up a new era of understanding on what truly drives employee performance and innovation." --Angela Hood, Founder and CEO of ThisWay Global.
"Must read book if you are a recruiter or talent acquisition head. It goes over best practices and hacks each step of recruiting." --Sandeep Purwar, Founder/CEO, Bevov
With unemployment rates globally at a 50-year low, finding the right person for the job is increasingly difficult, expensive and often unsuccessful. In fact, almost 30% of US job seekers have left a job within the first 90 days. In High-Tech High-Touch Recruiting, expert recruiter and trainer Barbara Bruno attributes these low retention rates to poor recruiting practices.
Retention begins with recruiting. More than explaining why and how recruiting efforts fail, High-Tech High-Touch Recruitingoutlines strategies for successfully blending the use of 'high-tech' tools with 'high-touch' relationship-building skills. For example, she recommends the use of AI-powered software applications to identify a large pool of qualified job candidates, but cautions against the sole use of text and email communication. Instead, she recommends that recruiters conduct a general interview in order to better ascertain whether a candidate is the best fit for the role. High-Tech High-Touch Recruiting provides recruiters with an end-to-end process for recruiting the highest caliber talent who, after they are hired, will become engaged employees. The book comes with online resources including sample offer letters, recruiting scripts, job requisitions, interview scorecard, a listing of characteristics of best hires and guidelines for a 9-step telephone interview process.
Автор: Ryan Elizabeth Название: Righteous Recruiting ISBN: 1641843853 ISBN-13(EAN): 9781641843850 Издательство: Неизвестно Рейтинг: Цена: 18350.00 T Наличие на складе: Есть у поставщика Поставка под заказ. Описание:
The field of talent acquisition is ripe for reinvention.
In Righteous Recruiting: Essays on Reinventing Talent Acquisition for People, Liz Ryan - CEO of Human Workplace, a former Fortune 500 HR Senior VP and the world's most widely read career and HR advisor - lays out a practical, attainable vision for that reinvention.
In essays on recruiting topics ranging from how to write a compelling job ad to how to deal with a client's unrealistic expectations or engage a passive candidate, Ryan lays out a people-centric talent acquisition mindset and practices that any organization can adopt.
Making even small changes in candidate communication, process and above all, recruiting philosophy as outlined in Righteous Recruiting will let employers create the only sustainable competitive advantage there is - the ability to attract and retain amazing people.
Автор: Kreitz Название: Recruiting, Training, and Retention of Science and Technology Librarians ISBN: 0789035553 ISBN-13(EAN): 9780789035554 Издательство: Taylor&Francis Рейтинг: Цена: 91860.00 T Наличие на складе: Есть у поставщика Поставка под заказ. Описание: Since the 1950s there has been a persistent shortage of sci-tech librarians, and as more librarians retire or change positions, the prospect looms that the profession will only depopulate further. Tackling this difficult challenge, Recruiting, Training, and Retention of Science and Technology Librarians gathers together into one source the perspectives of top library administrators and managers as well as front-line librarians who present the latest research and practical strategies to find, train, and keep those valuable specialized professionals. This book explores in depth timely issues and presents creative perspectives and innovative solutions to this persistent problem in subject-specialized libraries. As the baby-boom generation of science and technology librarians begins to retire, training and keeping sci-tech librarians will become even more crucial. Recruiting, Training, and Retention of Science and Technology Librarians discusses the "replacement gap" problem in libraries, including who should be recruited, how they should be trained, and how to retain them once hired. Several authors address the field's long-standing specialist vs. generalist debate, bringing new data and experience-driven perspectives to this challenging issue. Topics in Recruiting, Training, and Retention of Science and Technology Librarians include:
updating the cultural image of librarians to make the profession more appealing
a comprehensive literature review
how to cultivate candidates who are dedicated to service and love research and learning
practical approaches to improve the visibility and attractiveness of science librarianship
the skills and support needed to become a successful science librarian
an innovative program to recruit undergraduates
an in-depth survey of practicing science and technology librarians
the challenges of science librarianship in Africa
library and information science educators as recruiters for sci-tech librarians
creative strategies to recruit and retain librarians
adapting aspects of first-year student retention programs as a model for library retention programs
how professional competencies can be used for recruitment, training, and retention
and more
Recruiting, Training, and Retention of Science and Technology Librarians is a timely, important resource for college and university administrators, and public, special, academic, and government librarians.
Автор: Travis Michael J., Diforio Robert G. Название: Mastering the Art of Recruiting: How to Hire the Right Candidate for the Job ISBN: 1440831440 ISBN-13(EAN): 9781440831447 Издательство: Bloomsbury Рейтинг: Цена: 42570.00 T Наличие на складе: Есть у поставщика Поставка под заказ. Описание: A priceless resource for seasoned as well as first-time executives, this is the playbook that explains how to recruit better people and build stronger, more effective teams.
You can hear it in Danny's voice: despair, fear, frustration, disappointment. Danny represents just one of the millions of businesses living in "talent poverty." Danny owns a home health agency. But his role and the industry are almost irrelevant. Danny could be the CEO of a manufacturing company, the HR director at a construction company, or the hiring manager in a restaurant.
Danny lives in a constant state of never having enough employees to meet demand. Danny's not alone. He's the unwilling member of a growing legion of businesses beginning to live in a constant state of talent poverty. Danny, like millions of other HR professionals, recruiters, business owners, hiring managers, and senior executives, inspired best selling author Ira S Wolfe to write Recruiting in the Age of Googlization.
Recruiting in the Age of Googlization is really two books in one. First, he draws upon his TEDx Talk message: "Make Change Work for You." He depicts an era of exponential change and disruption called the Age of Googlization. Ready or not, we are crossing quickly into uncharted territory, a world of unknown unknowns. We're facing a tsunami of HR technology that blurs the line between reality and science fiction. This change can be paralyzing without a strategy and plan.
Wolfe then lays down a blueprint for creating an awesome candidate experience, the foundation of modern-day recruitment and talent acquisition. His brilliant description of how to apply technology and digital marketing while keeping the human in HR is a compelling but easy read, whether you're an experienced business leader or inexperienced accidental recruiter. From identifying ten signs of a broken recruitment strategy to worksheets for conducting a candidate experience audit, this is a must-read and the reason why the 1st edition was selected as one of the best HR and Recruiting books of all-time by BookAuthority.com.
Escaping talent poverty and creating the opportunity to enjoy talent prosperity is not easy, but absolutely essential if your business expects to grow in this 3rd decade of the 21st century. The good news is that with talent prosperity comes engagement, opportunity, and sustainable growth. The road to talent prosperity starts with Recruiting in the Age of Googlization.
You can also learn more about creating an awesome candidate experience in the Recruiting in the Age of Googlization Learning Hub.
The USA and Canada welcomes every year significant numbers of immigrant professionals who have high levels of formal education (Bachelors, Masters and Ph.D.) as well as extensive experience; yet a significant fraction of these immigrants are unemployed or underemployed. The purpose of this book is to help US and Canadian organizations make full use of the significant human capital that immigrants represent. This book will help organizations:
- Modify their recruitment and selection process to avoid rejecting culturally different candidates for reasons that are not related to their ability to do the job - Develop and promote culturally diverse employees to ensure that they retain and capitalize on the new ideas that these employees bring Highly- practical the book is divided into two parts: - - The first part focuses on the recruiting process. It takes readers through the recruiting process used by most organizations and examines why cultural differences can throw this process off . The discussion is framed by an introduction explaining what cultural differences are and a description of cross-cultural communication issues and suggested solutions. - The second part examines the retention and promotion of culturally different employees. The turnover of culturally different people is often higher than average and they are proportionately less represented in the higher echelons of large organizations. The work examines the root causes of these issues and proposes solutions that individuals and organizations can implement.
Автор: Buller Jeffrey L. Название: Hire the Right Faculty Member Every Time: Best Practices in Recruiting, Selecting, and Onboarding College Professors ISBN: 147583652X ISBN-13(EAN): 9781475836523 Издательство: Rowman & Littlefield Publishers Рейтинг: Цена: 35200.00 T Наличие на складе: Есть у поставщика Поставка под заказ. Описание: This book is for those who are chairing their first search, trying to avoid some of the mistakes they made during their last search, interested in picking up a few pointers that have helped other department chairs and deans, or hoping to get the next hire right simply because they are dedicated to the job.
It's official: there's a crisis in home health care. The crisis? There aren't enough caregivers
This is already a recognized industry problem, but it's likely only to get worse. This is a point in history, after all, when about 10,000 Baby Boomers turn 65 every day--and more of them are needing health care. What do we do?
Stephen Tweed is a foremost expert on the home health industry's caregiver recruiting and retention crisis. He shares his insight and solutions in Conquering the Crisis--so that anyone reading it may find themselves doing just that.
Develop and execute systematic, best-in-class hiring practices to seize--and hold--the competitive edge in your industry
Defending your business from the competition through regulations, differentiated technologies, brand recognition, and other methods is no longer a sustainable competitive advantage. In today's fast-paced, ever-changing business environment, you must take an offensive stance to keep your competitors at bay. And this groundbreaking guide provides the inspiration, the know-how, and the tools you need to achieve it.
guides you through the process of designing and implementing a data-driven hiring strategy that will secure your business for the foreseeable future. Revealing how today's top innovators--including Netflix and Google--dominate their industries, it shows how you can do the same by implementing systematic and repeatable processes that lead to better, more consistent hiring outcomes. You'll learn how to:
- Envision an evidence-based approach to hiring - Distinguish useful data from the data you don't need - Use the best technologies to achieve your recruitment goals - Build an effective talent-acquisition team - Improve on-the-job success predictions - Design well-defined and objective measures to improve hiring outcomes - Avoid the most common hiring pitfalls
Data and analytics have been reshaping countless industries as they turn from anecdotal to evidence-based practices. The recruiting and hiring processes, however, have been intuition-based. That changes today. Evidence-Based Recruiting introduces an entirely new approach--one that relies on irrefutable facts and data, enabling you and your organization to thrive in the new era of talent acquisition.
"It is a brilliant piece of work. A must-read for those of us in global corporations, or companies of any size really, that seek to act NOW." --Julia Martensen, Head of HR Strategy and Innovation at DB Schenker.
"Victor Assad uncovers longstanding empirical research from I/O psychologists on how to best match job candidates to jobs and the best of today's digital technology. He sees a world (that is emerging today) in which AI ontologies (which are identifying information and relationships about today's global and diverse workforces) will make significant improvements for matching candidates to jobs while reducing recruiting cycle times, costs and selection biases. Victor points out that HR now has the digital tools it needs to dramatically transform recruiting and the role of the recruiter. HR can now build strategic talent pools, improve the employee experience, and digitally collect insightful analytics that will open up a new era of understanding on what truly drives employee performance and innovation." --Angela Hood, Founder and CEO of ThisWay Global.
"Must read book if you are a recruiter or talent acquisition head. It goes over best practices and hacks each step of recruiting." --Sandeep Purwar, Founder/CEO, Bevov
Great recruiters think like sales and marketing people: their job is not merely to post a job and wait to see who applies, it is to go out into the market, start conversations, and hunt for the top prospects. And if you want great recruitment in your organization, it starts with having great recruiters.
To prepare your recruiters and hiring managers for this new mindset, Hiring Right presents a model for finding, engaging, closing, and retaining the top candidates and high performers in your market.
In Part One, Trends, you'll discover how recruitment has changed and what those changes mean for the future; how candidate attitudes and expectations have evolved; how technology has impacted both sides of the job hunt--the employer and the candidate--and how increasing pressure on recruiters and hiring managers alike is making the task of hiring the right person harder.
In Part Two, The Model, you'll explore a new way of thinking about and managing recruitment. Simon Parkin sets out an end-to-end process based on over 20 years managing talent acquisition for a number of blue-chip organizations and running the firm he founded, The Talent Company.
In Part Three, Execution, you'll get practical instructions and advice for implementing the model in your own organization.
What you learn by reading Hiring Right will make it easier to hire great talent. None of this is theory or blue-sky thinking. Throughout the book, you'll see examples--some inspirational, others cautionary--drawn from daily life at the companies Parkin has worked with. Hopefully, you will find yourself thinking "a-ha " at various points, nodding in recognition at others, and highlighting, underlining, and scribbling notes in the margin in every chapter.
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