Overview of the responsibilities associated with managing a selection process. Outlines major Federal and State laws in the United States related to employment law. It is for everyone involved in the interview process to ensure awareness and minimize risk to employer for liability.

Guidelines and suggestions on how to develop and maintain the hiring manager relationship.

Reviews the importance of building positive candidate relationships and why it is important for all candidates to feel engaged and valued. Includes how to leverage wages and benefits when making the offer.

Benefits of recruiting internal employees and inaccurate assumptions about internal candidates. Why internal candidates should go through the same process as the external candidates.

The funnel represents the 7 steps in a typical selection process. Each step is part of the journey to identify and select the most qualified candidate.

Focuses on gathering essential information to support the recruitment process. This step focuses on gaining knowledge and understanding of the company, department, and job.

• Organizational Understanding

• Department Intake

• Job Intake

Focus on how to effectively develop a pool of qualified applicants. This step begins by outlining a Recruiting Plan that can be put into action; then discusses what to consider when posting positions (both internally and externally) and reviews the” what and why” of sourcing as a part of the Talent Acquisition process.

• Recruiting Plan

• Posting Jobs

• Sourcing

Focuses on how to assess applicant information and what to look for when reviewing applications, resumes and cover letters.

• Application

• Resumes

• Cover Letters

Reviewing Resumes

Focuses on the Talent Acquisition Engagement Screening Interview. Content in this step outlines why and how to ensure this event serves as both a screening interview and a way to develop candidate engagement.

• Talent Acquisition Talent Screening Interview

Focuses on legal requirements and best practices related to using and administering assessments, selecting an assessment vendor, and utilizing Compensatory Scoring in the selection process.

• Criteria for vendor selection

• Predictive Validity

• Building a Compensatory Scoring System

• Integrating Assessments

• Administering Assessments

Focuses on types of interview questions, the Talent Acquisition Structured Interview, referral process for sending candidates to the hiring manager, the Hiring Manager Structured Interview, the Stakeholder Structured Interview, Meet and Greets and Job Shadows.

• Interview questions

• Referral to Hiring Manager

• Hiring Manager Interview

• Stakeholder Interview

• Meet and Greet

• Job Shadow

Focuses on evaluating the interview(s) and the process for making an offer.

• Evaluating the interview(s)

• Selection

• Offering the job

Helping new and experienced Talent Acquisition teams, and the leaders they serve in their organization. Finding difficult, visible and hard to fill positions.

Using a process that has been developed which strategically aligns dedicated sourcing time with the right tools. HR Professionals will learn how to keep apprised of industry trends and utilizing labor market information to successfully cut down time to fill and finding the best candidates.

“Sourcing and Recruiting are 2 different things.” Both create and foster a positive customer experience for applicants and serve as an ambassador for the company; but sourcing is finding those passive candidates that aren’t applying or don’t know about you yet; engaging them and presenting them for next steps. Typical HR teams don’t have the time or the knowledge to do both.