More Science than Art: Quantifying the Role of Culture in Candidate Engagement
The hiring market has shifted from its emphasis on the needs of your organization to greater focus on the candidate's perspective - AND, it has become more complex, for you, from both sides. Infinite numbers of candidates have more access and visibility into your company before they have even hit your career pages, thanks to social media and networks like Glassdoor and LinkedIn. Juxtapose the transparency that this limitless pool of talent now has - with the tight budgets, the reactive nature of the internal demands on recruiters and the speed at which the right talent must arrive ready to work. How can you keep the best candidates engaged in their job search - - in a way that also allows you to determine which candidates would be the right fit for your organization's culture and productivity? John Whitaker and Pamela Teagarden will offer new, meaningful insights to those of you who stand at the gate, now, keeping watch over both sides of the fence. Attendees will learn: The central role recruiters may now play as gatekeepers to the culture of your organization How to leverage the needs of your candidates in line with the needs of your organization Some new research that goes beyond traditional psychometric assessments
Recommended
More Related Content
More from RecruitingDaily.com LLC
More from RecruitingDaily.com LLC (20)
Recently uploaded
Recently uploaded (9)
More Science than Art: Quantifying the Role of Culture in Candidate Engagement
- 1. More Science than Art: Quantifying the Role of Culture in Candidate Engagement Sponsored by: © All rights reserved 2015
- 2. Today. © All rights reserved 2015 Where we are. Where we are going. How we can get there. - What does it mean to be a gatekeeper? - Aligning the candidates’ needs with those of your organization. - Going beyond traditional psychometrics to quantify culture.
- 3. © All rights reserved 2015 Where we are…. Gatekeeper ? You.You.
- 4. © All rights reserved 2015 Where we are…. You.You. Hi.Hi. Cultural Norms Candidates Organization Either/Or And
- 5. © All rights reserved 2015 Where we are…. You may never be able to balance this… You may never be able to balance this… You.You. Cultural Norms
- 6. © All rights reserved 2015 Where we are…. Is the candidate engaged? Is the candidate engaged? You.You. Cultural Norms Cultural Norms And you?And you?
- 7. © All rights reserved 2015 Where we are…. Cultural NormsYou.You. How can you leverage both sides independently? How can you leverage both sides independently?
- 8. © All rights reserved 2015 Where we are going…. You.You. Role Culture Role Culture Performance Culture Performance Culture To leverage: gain effectiveness through efficiency
- 9. © All rights reserved 2015 Where we are going…. You.You. Role Culture Role Culture Performance Culture Performance Culture Leveraging two culture definitions: Brand and Ideal $$ Leveraging two perspectives: Engagement and Productivity
- 10. © All rights reserved 2015 How we can get there…. Engaged Productivity You.You. How I choose to work How I choose to work How the work needs to be done How the work needs to be done Beyond traditional psychometrics: Modeling the business mindsets that underpin performance $$
- 11. © All rights reserved 2015 How we can get there…. Quick Cultural Norms $$ Engaged Productivity Precise Predictive
- 12. © All rights reserved 2015 How we can get there….
- 13. © All rights reserved 2015 How we can get there…. $$
- 14. Thank you! © All rights reserved 2015 John Whitaker, HR Hardball Visit his blog: HR Hardball Connect on LinkedIn Read him on: Fistful Of Talent Contact him: whit@hrhardball.com Pam Teagarden, MAPP, Authentum Learn more at: www.authentum.com Connect on LinkedIn Contact: pamela@authentum.com Your turn. Ask us anything. Contact us anytime…
Editor's Notes
- I was going to decorate this page with a splatter paint pic, but I wonder if the logo is going to be the focal point?
- I thought the 3 parts could be simple, for you to talk about how we want this webinar to be different.
- PUT CAR SA:ESMAN Add in authenticity And talk about what we want to be I know we have been in each of these positions. What is the word that would describe your role now…
- Arrows on either/or Then, fade away to ‘and’ Two one-way arrows on each side Candidates or The Organization? Serving two masters has long been our profession – the challenge for a recruiter is that we view this model as a single continuum. By focusing on the candidate, we take away from our service to the organization and vice versa. That’s not the new reality – now the expectation is that each “master” has its own continuum, meaning the focus on one does not penalize the other.
- And, balance is not the answer. When you even attempt to project and either/or mentality to your ‘masters’, The whole program falls apart.
- Trying to serve either one or the other will ALWAYS fall to the side of the organization, if there is an investment of time or money you need.
- So, let’s look at what is happening behind your gate. Can you be the keeper of your own sanity? With all the balls you have to juggle? How can you manage both sides independently? Better, how can you LEVERAGE the two sides? [send it over to me who did research on both sides….. And has some crazy new idea…. Or something.
- ICMS 77% of hiring managers say that screening is inadequate. One can be that there are too many candidates and one is that the tools could be giving them thins that are not enough…