KD and I were at the HR Technology Conference this past week in Chicago – if you get the chance to go you have to – it is different than any other HR Conference you've ever been to in a very good way! While we were there we sat down with the gang from HireVue and hatched up another webinar idea – one that has nothing to do with their product (which is why we like them – they just tell us to come up with great content and they'll sponsor!) – but one that is badly needed by so many HR/Talent Pros! Here's the concept – let me know if it sounds interesting:
You interview process can do a lot of stuff for you – select great talent, weed out bad talent, etc. – but one thing most companies don't use it for is setting themselves up as an “Employer of Choice” – KD and I came up with some great ideas and ways you can use your interview process to position your company as an Employer of Choice – things like:
– The 3 things you have to have present in your initial outreach to a candidate to prevent their B.S. meter from going off!
-5 Key features of a live interview process that will sell your company culture without having to put it on a t-shirt.
-The Top 7 Interview questions for uncovering great information, but at the same time subconsciously selling your company to the candidate.
Plus a ton more – including an audit that I know most HR pros love – I hate them – but this one will show you if you've got all the pieces you need to make this type of process fly in your company. buy cheap viagra
>Dawn Burke, VP of People at Daxko, and I will be teaming up to host this round – I can't wait, because Dawn is awesome!
So – what about those 3 Ways Your Interview Process is Scaring Away Great Talent we promised in the headline? Here you go – we don't like to disappoint…
1. Your using Panel Interviews (Panel Interviews suck – their impersonal and fraught with Group Think)
2. You and Your Hiring Managers are sharing different messages, which make it look like you don't have your shiz together. (Get on the same page, even if you just have to be on the hiring manager's page!)
3. You're sharing a brand/culture that isn't consistent with what your employees are sharing socially. Authenticity is paramount in the interview process – even if you don't have the best story to sell – sell them on how they can be part of the solution! Pro sports teams that are losers do this all the time to get great talent (plus they overpay – that's a whole other webinar!).
Want the rest?
Register for Before the Rose Ceremony: How to Become an Employer of Choice Through Your Interview Process – The Top 7 Interview Questions will be worth the cost – which is Free!
**This program,ORG-PROGRAM-124798, has been approved for 1.00 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.
If you Google “Tim Sackett” you’ll find our Tim, and a truck driver chaplain. Our Tim is NOT the truck driver chaplain, although how awesome would that be if he was!? He is a prolific writer in the HR and TA space who just happens to also run an Engineering and IT contract staffing agency (HRU Technical Resources) out of Michigan. He also writes every day at his own blog, the Tim Sackett Project. Weirdly, he’s known as an expert in workplace hugging, which was kind of cool years ago, but now seems painfully creepy, but we still love him and he’s fairly harmless. Tim is also on the board of the Association of Talent Acquisition Professionals (ATAP), lifetime Michigan State Spartan fan, husband to a Hall of Fame wife, 3 sons, and his best friend Scout. He also wrote a book with SHRM called The Talent Fix, you can find it on Amazon.