The success of any organization—whether a small manufacturer or a Fortune 500 company—is closely tied to the quality of its employees, which in turn, is closely tied to its talent acquisition process.
This course is 24 hours consists of 8 sessions * 3 hours each
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Upon successful completion of the course you will receive a certificate of achievement and transcript with 24 hours and is valid for [21.5] PDCs from SHRM (Society for Human Resource Management)as “Knowledge" is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM
For more information about certification or recertification, please visit www.shrmcertificate.org
• Importance of Staffing and Workforce Planning
• How to Recruit Diverse Workforce
• Defining Recruitment Sources
• Selection Process and Competencies Definition
• The Interviewing Process
• Main Types of Selection Interviews
• Types of Tests, Interviews and Questions
• Job Offering and Socialization
• Employment Branding Approaches
• Employer Value Proposition Techniques
• Job Offer Contingencies
• Talent Acquisition Metrics
The way an employer recruits affects the individuals it hires, the training they need, their initial performance and their retention rate. The topic of employee recruitment has attracted considerable attention.
Acquiring the right talent can be a challenging task. Employers must decide the type of people they want to attract, what recruitment message to convey and how to reach targeted individuals. If done poorly, an organization’s recruitment efforts can produce job applicants who lack diversity, are unqualified or may be likely to quit if hired. A poorly designed recruitment process can also miss highly qualified job candidates because they were unaware of a job opening.
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