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Innovation in talent acquisition—One of the best-loved courses on recruitment management |
| Background ： |
Talent acquisition and attraction and the establishment of employer branding are becoming urgent issues enterprises are facing now. Almost all the enterprises are complaining about the difficulty in recruiting qualified workforce, while traditional channels of talent acquisition is no longer effective as they used to be. The well-honed interview skills of candidates add to the difficulty of talent selection. In an era social networking sites, search engines, and MicroBlog are also revolutionizing the way we recruit, do you want to keep up with the rising tide? Apply for this training course now! You will learn many new ideas of talent acquisition, selection, and orientation. |
| Objective ： |
Through case study, the course will examine recruitment planning, copywriting and design of recruitment ads, applicant’s experience, software systems, and competitive intelligence of talent acquisition. The various perspectives of integrated marketing and IT technology will help enterprises improve their recruitment management. |
| Feedbacks from participants:： |
An expert in this field! --HR Director of McDonald’s
Lively cases and brilliant conclusion, well done! --Strategic Recruitment Manager, Eternal Asia
An abundant supply of tips of recruitment and interview suits the recruitment scenario, pretty practical!—Recruitment Manager of Emerson
Clear narrative with many cases, the solutions and skills are very helpful!—HR manager of NeoTrident Technology
Viewpoints borrowed from other fields are inspirational! --HR Manager of McGraw Hills
Well-incorporated resources, practical materials, comprehensive but not pedant!—Recruitment Manager of Kuniyoshi Industry and Trade
Incisive analysis, exhaustive channel research and extensive knowledge! -- HR Director of Amway
A lot of hand-on experience and practical. -- Senior Recruitment Manager of Osram China Lighting Co., Ltd.
Clear-cut, adequate cases, and easy to understand. -- Organization Development Director, Chongqing Yanfeng Johnson Controls Seating Co., Ltd.
Knowledgeable, humorous and astute. –HR manager of TCL. |
证书样本 |
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| Time ： |
Sept.2th-3th, Shanghai |
| Participants ： |
HR managers, talent acquisition managers and department managers |
| Cost ： |
RMB3,000 per person (including lunch, conference kit, handout, paper and pencil, certificate, tea break） |
| Speaker ： |
Anson Tang General Manager of HRoot Editor-in-Chief of Human Capital Management
 Mr. Tang has 10-plus years’ experience in HR management, and assumes the title of Director for China of the International Training and Development Association. A company he created in 2002, HRoot has emerged as the largest HR media company in China. He is also a prolific author on IT and HR management. He took his MBA degree from the Central China University of Science and Technology, degree in Organizational and HR Management from Hong Kong University, and degree in Innovation Management from the National University of Australia. |
| Syllabus ： |
| Talent acquisition, selection and onboarding management |
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| I. |
Why do talent acquisitions fail?
1、Graphic study of internal/external flow
2、Failure analysis: Recruitment channels management, experience management, employer branding, onboarding, personnel selection, employment background screening, talent pool and succession management, employee turnover rate.
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| II. |
Case discussion: The price of recruitment failure: RMB20 billion |
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| III. |
Renovation in talent acquisition channels
1、Talent acquisition on Social Networking Sites (Such as LinkedIn, Xing, Facebook)
Methods and tips of recruiting on social networking sites
Employment background screening with reference to Six Degrees of Separation
Talent search by academic degree, industry, position and experience
Set-up of talent database by using Connections and InMail
Improving the performance and lowering the cost of ad by precision marketing, assessment of the performance of ad
How to do effective talent acquisition for free by using MicroBlog
2、Talent acquisition by using search engines (Google, Baidu, Bing)
3、Talent acquisition on technology- and industry-specific websites
4、Pre-analysis with free tools such as Alexa, Google AD Planner
5、Evaluation of the effect of online recruitment ad with Google Analysis
6、Talent pool, succession management and talent acquisition
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| IV. |
Contributing factors and the set-up of employer branding
1、Employer branding model
2、Internal assessment and measure of employer branding
3、Establishment of talent management maturity and quantitative measure of employer branding
4、Analysis of the effectiveness of talent management measures by benchmark survey of HR management and executives on employer branding
5、Improvement of talent management and optimization of employer branding with the result of the two internal employer surveys
6、Mitigating brain drain and alleviating the pressure on recruitment
7、Relationship between employee satisfaction and brain drain/ recruitment (and quick analysis on employee satisfaction with LimeSurvey). |
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Tea Break |
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| V. |
Set-up and communication of external employer branding
a. Case study: Talent acquisition of Google
1、How to communicate employer branding on SNS
2、How to design and plan on recruitment ads
3、How to choose correct recruitment channels
4、How to attract candidates with corporate culture
5、How to enhance employer branding and attract candidates through integrated marketing;
b. Case study: Talent acquisition of IBM
1、How to create a mighty pitch of talent acquisition
2、How to package the employer branding
3、How to attract candidates through the recruitment channel of the company website and establish a talent pool |
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| VI. |
How can you attract candidates by enhancing experience
1、How to create a proper recruitment experience ambience
2、Improvement of recruitment process and detail management
3、Enhancing candidate experience by software |
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Lunch |
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| VII. |
Winning the war for talent: how to innovate in campus recruitment
1、Campus recruitment starts from enrolment
2、How can you stand out from talent seekers
3、Searching “headhunters” on the campus
4、Tips of launching your employer branding on the campus |
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| VIII. |
Recruitment provider management: How can you choose the headhunters, providers of RPO, RMS, or TMS
1、Classification and assessment of headhunters
2、How do you check out the service level agreement (SLA)
3、The function requirements on recruitment system: from point solution to unified solution
4、How do you verify whether the functions of the recruitment management system can meet the needs of your enterprise
5、How do you assess the compatibility of the recruitment management system and the HRMS
6、How do you assess the security of the recruitment management system |
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Tea break |
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| IX. |
Successful Onboarding: Speed up recruits’ integration into the team and their job competence
1、Onboarding management: A good beginning is half the success
2、Indicator of on-boarding management: Loss rate of new recruits within the first week of onboarding
3、Contents and checklist of onboarding management
4、Tips of onboarding management |
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| X. |
How do you provide recruitment process report on candidates to the line department
1、Key data of the recruitment process analysis report
2、Data and classified info on successful candidates
3、Suggestions for title, salary and compensation |
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| XI. |
Recruitment project analysis and report writing
1、Analysis on recruitment budget and cost
2、Analysis on vacancy and staff flow
3、Analysis on the effectiveness and ROI of recruitment channel
4、Analysis on the effectiveness of recruitment |
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| XII. |
Strategic recruitment and competitive strategy and decision making support of an enterprise
1、Intelligence analysis on the recruitment of competitors (analysis on the expansion of business areas, growth speed, talent flow, and scope of business expansion)
2、Personnel supply and demand in the industry and its impact on salaries and benefits
3、Identification of recruitment-related strategic competitive intelligence and decision making support
4、Strategic deception by means of recruitment
5、Recruitment as a strategic competitive means: How to retard competitors’ business through recruitment |
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| 人才的甄选：简历筛选、面试、测评、评鉴与背景调查 |
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| 一、 |
人才供给与甄选流程
| 1、职缺管理 |
2、招聘渠道 |
3、简历管理 |
● 内部供给
内部继任
内部招聘
人员与事务重组
加班
● 外部供给
内部推荐
外部招聘
● 外包
业务流程序外包
员工派遣租赁 |
● 招聘网站
● 平面杂志
● 电视
● 招聘会
● 校园招聘
● 猎头
● 专业网站招聘
● 搜索引擎招聘
● 社交网络招聘
● 招聘渠道评估 |
● 初步筛选方法
● 简历疑点分析
● 简历问题分析
● 简历匹配算法
如何量化简历指标
如何制定岗位简历雷达图
如何计算简历-岗位匹配度 |
| 4、候选人管理 |
5、新人管理 |
6、员工管理 |
● 行为面试与STAR面试
● 笔试筛选
● 测评筛选
个性测试
技能测试
智商测试
● 评鉴中心
文件筐测验
无领导小组讨论
角色扮演
管理游戏
案例分析
演讲
● 背景调查
学历学位学籍核实
工作履历核实
过往工作表现鉴定
金融违法/个人信用非法组织记录查询
交通事故记录
专业资格验证
商业冲突及法人信息
● 候选人-岗位匹配度
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入职管理目标：
● 减低流失率
● 帮助新员工快速融入团队
● 帮助新员工快速掌握必备技能
● 提高新员工绩效
● 降低损耗与成本
● 提高满意度与敬业度
入职管理内容：
● 获取新员工信息
● 法律手续
● 融入团队
● 岗位技能与团队协作培训
● 工具资料准备
● 定期回顾与改善 |
● 离职管理
● 继任管理
● 人才储备库建设
● 高潜力员工的培养与人才供给线
● 职业发展计划
● 员工满意度与敬业度管理 |
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|
| 二、 |
公司内部简易人才库的建立 |
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| 三、 |
简历与申请表筛选
1、简历的筛选
2、申请表的填写，及与简历比对的技巧
3、申请表的法律问题与注意事项 |
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| 四、 |
选才过程中的职责分配
1、人力资源部门在选才环节的职责
2、用人部门在选才环节的职责
3、HR与用人部门协作事项 |
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| 五、 |
结构化面试技巧
1、面试前的准备工作
2、面试开始、中间、结束的技巧
3、面试提问技巧与行为面试
4、如何通过微表情和微动作识别谎言、洞察心理状态
5、面试过程中会有哪些微表情？
6、面试过程中会有哪些微动作？
7、面试中的疑点、难点应对技巧
8、面试中的应聘者体验 |
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| 六、 |
面试后的后续工作
1、面试过的评估技巧
2、评估打分误区
3、面试后的筛选 |
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| 七、 |
人才测评的基本方法
1、哪些测评方法最有效
2、测评的基本方法与流程
3、测评的信度与效度
4、不同岗位的测评方法选择 |
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| 八、 |
评鉴中心
1、人才测评与评鉴中心的区别
2、高效评估：无领导小组讨论
3、纸上谈兵：公文筐测验
4、终极之选：情境模拟 |
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| 九、 |
如何做背景调查
1、学历、学位、学籍验证
2、身份验证
3、信用验证
4、工作经历验证Reference Check |
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PRE-FORUM TRAINING
