How to make innovation to recruiting management¡ª¡ªthe most practical training course
Description and Objective
Companies that focus on developing labor supply chains will gain a significant competitive edge in the face of a more acute war for talent ( Allan Schweyer and Dan Hilbert).
Though so many companies realize the importance of talent management, they are still frustrated in shortage of talent, retention, etc. It seems very difficult in aligning talent management and company strategy in practice.
The Recruitment Innovation Workshop will focus on ¡°what¡¯s new¡± in recruitment. During 2 days course, participants will get a whole picture of recruitment change and learn some best practices through case study and discussion. This program is designed to motivate and enhance recruitment skills of HR managers and executives, including recruitment planning, advertising design, job experience improvement, competitive intelligence obtaining, in a complicated talent management context.
Types of Delivery: Addressing and Case Study
Schedule
Day1 Talent Recruitment, Selection and On-boarding
¢ñ Why recruitment failed?
Graphical analysis for talent out and in
Factors of recruitment failure
¢ò Case Study: The cost of recruitment failure: RMB 20 billion
¢ó Recruitment channels innovation
Recruit through SNS/Searching engine/professional and industry platform
Free tools using for Pre-analysis of recruitment channels
Access recruitment advertising via Google Analytics, free!
Talent pool and succession planning
¢ô Employer brand and branding
Employer brand model
Internal employer brand evaluation and measurement
Checking talent management maturity via survey of employment experience
Employer brand benchmarking: survey of HR managers and executives
Talent management improvement through two internal surveys
¢õ External employer brand and branding-Case Study: Google, IBM
How to build external employer brand and branding
Recruitment planning and advertising
Do these recruitment channels work?
Corporate culture and talent attractiveness
Online corporate recruitment portal matters
¢ö Job experience improvement and talent attractiveness
¢÷ Talent war: Campus Recruitment innovation
Campus Recruitment starts at enrollment
Talent adsorption via novel activities
Finding head hunter in campuses
Notes of building employer brand in campuses
¢ø How to choose the provider of RPO, RMS and TMS?
Three types of head hunters and their difference
How to determine SLA (Service Level Agreement)
Recruitment system function: changing from Point Solution to Unified Solution
Does recruitment system function meet corporate real needs?
How to ensure the compatibility of recruitment system and HRMS (human resource management system)
Access the security of recruitment system
¢ù Successful On-boarding: team player and competency acceleration for new hires
On-boarding: a good beginning is half the battle
On-boarding evaluation indicator: turnover rate one week after the entry
On-boarding procedure and checklist
Notes of on-boarding procedure
¢ú How to provide line business department with report of the recruitment process of candidates?
Key data of recruitment procedure analysis report
Input related data and information of new hires
Suggestions for title, salary and compensation
¢û Recruitment project analysis and report writing
Recruitment budget and cost analysis
Opening position and talent turnover analysis
Efficiency and ROI of recruitment channel
Recruitment efficiency analysis
¢ü How to align recruitment with corporate strategy and decision making
Competitive recruitment intelligence analysis
Detect talent demand trend and the influence on salary and compensation
Collect strategic competitive intelligence and decision making information through recruitment
How to strategically fool competitive via recruitment
Recruitment as means of strategic competition to stagnate competitive business
Day2 Talent Selection-Resume Screening, Interview, Testing, Assessment £¦ Background Check
¢ñ Talent supply chain £¦ selection process
¢ò Establishment of simple talent pool internal
¢ó Resume £¦ application form screening
Resume screening
Skills for application form¡¯s filling out £¦ comparing with resume
Application form¡¯s legal issues £¦ notes
¢ô Responsibility allocation in talent selection
HR department¡¯s responsibility in talent selection
Business department¡¯s responsibility in talent selection
Cooperation between HR £¦ business department
¢õ Structured Interview skills
Preparation before the interview
Interview skills
Interview questioning skills£¦ Behavioral Based Interview
How to recognize lies£¦ psychological state through micro-expressions £¦ micro-motions
Micro-expressions £¦ micro-motions in interview
Skills for dealing with the doubtful points £¦ difficulties in interview
Candidate experience in interview
¢ö Follow-up after interview
Skills for interview process¡¯s assessment
Misunderstanding of assessment
Screening after interview
¢÷ Basic methods of talent assessment
Which method of assessment is most effective£¿
Basic methods £¦ process of assessment
Reliability and validity of assessment
Different choices of assessment methods in different positions
¢ø Assessment Center
The difference between talent selection and assessment center
Efficient evaluation- Leaderless Group Discussion
In-Basket Test
The ultimate choice -Simulations
¢ù How to do Background Check£¿
Education background, degree, student status verification
ID authentication
Credit verification
Reference Check
Trainer:
Anson Tang, General Manager of HRoot, Chief Editor of Human Capital Management magazineAnson Tang is General Manager of HRoot and chief editor of Human Capital Management magazine. With approximately 10 years¡¯working experience in Human Resource Management field, he is a director of ITDA (International Training £¦ Development Association) China, also the founder of Overclass, a leading HR professional association in China. Anson Tang has presented many books ranging from computer to HRM, such as HR First (2006). Recently he finished another new book concerning Strategy-Focused Organization. Anson Tang graduated from Huazhong University of Science and Technology. He got B.S. degree in Computer Science and M.S. degree in Management, graduated diploma of Organization and Human Resource Management in University of Hong Kong as well.
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