Author: Jan Tegze
Publisher:
ISBN: 9788090806948
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
Creating a diverse and inclusive workplace may be the key to taking your company to the next level of success. Find out why and learn how to do it right. Full Stack Recruiter: Diversity Sourcing Strategies is your comprehensive guidebook to everything you need to know about sourcing and recruiting diverse talent. You'll learn about the proven strategies used by some of the most successful companies. You'll also learn: How to find, attract, hire, and retain the best applicants for your open positions. How to market your company as an inclusive employer. What tools to use to measure the results of your diversity initiatives. Full Stack Recruiter: Diversity Sourcing Strategies will also show you Common diversity challenges every company faces and how to overcome them How to tackle cognitive biases in the workplace The best diverse talent sourcing methods Use Full Stack Recruiter: Diversity Sourcing Strategies to take your talent acquisition team to the next level, leverage internal talent, and champion underrepresented groups. Get started today and learn winning strategies for hiring diverse talent.
Author: Darrell James
Publisher: CreateSpace
ISBN: 9781495237560
Category : Business & Economics
Languages : en
Pages : 94
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Book Description
INCLUSION RECRUITING provides the most powerful advice for recruiting a diverse workforce (diversity recruiting). This is not the same tired compliance based information about recruiting minorities. This book is much bigger than that. The information you will receive provides the foundation for recruiting, HR, and diversity practitioner to become more strategic and impact the bottom line by providing a holistic approach to hiring and interviewing the best talent – that happens to be diverse and inclusive. You'll discover valuable insights about diversity recruiting such as: • Why Diversity Recruiting is DEAD! • The Top 10 Greatest Myths of Diversity Recruiting • The Driving Forces that supports the Business Case for Inclusion Recruiting • The Four Stages of Inclusion Recruiting • The 14 Characteristics of a Great Inclusion Recruiter • How to Develop a Comprehensive Inclusion Recruiting Strategic Plan • How to Create an Employer Value Proposition for ALL Candidates • Why Thinking like Donald Trump will get your more Diverse Candidates • The #1 Boolean Search String to produce Diverse Candidates • The Top 8 Diversity Sourcing Techniques • How to the “Close” and hire more Diverse Candidates • How to Leverage Social Media for Branding, Sourcing, and Recruiting to build a Diverse Pipeline of Talent • A Comprehensive List of Professional Associations and Groups on LinkedIn (both diverse and non-diverse). The primary purpose of this book is to: • Shift the traditional thought process of how diversity recruiting is perceived and defined. • Ensure that the new thought process is more inclusive. • Identify the critical factors that increase the chances of successfully branding, sourcing, and recruiting diverse talent at all levels - from entry level to Executives. Who should read this book? • Talent Acquisition Professionals • HR Professionals • Diversity Professionals• Hiring Managers • Corporate Executives One of my favorite movies is the Matrix. Within the first 30 minutes of the movie there is a scene where Morpheus is asking Neo if he wants to know the truth? Does he want to know about The Matrix? As Morpheus begins to close the dialogue with Neo, he offers him the final opportunity to learn about the Matrix by giving him the choice of taking one of two pills – the blue one or the red one. If he takes the blue one, Neo will go back to his normal life as it was before he met Morpheus. If he takes the red pill, he will then find out the truth of the Matrix! As you may know, Neo took the red pill and found out the truth of the Matrix and that he was the ONE! Now! You may be wondering what in the heck do the Matrix, Neo, Morpheus, red and blue pills have to do with Diversity, Inclusion, and Recruiting? Well, this book is the red pill. It is the truth about Diversity Recruiting, which I now call Inclusion Recruiting. I will get to why I call it Inclusion Recruiting shortly. Over the past 20 years, I have had the opportunity to be involved with numerous projects that involved recruiting diverse talent for various Fortune 500 Companies. I have seen companies have success and failure in those efforts. Those experiences have been as an internal Corporate HR/Recruiting professional, or as an external consultant and advisor. It is a combination of those experiences that have led me to create a comprehensive guide to diversity recruiting in Corporate America. And of course, I will be putting a unique spin on how to ensure your success. The Death of Diversity RecruitingAs you may know, the concept of Diversity has gone through various changes over the last 40 or so years: 1960's – Affirmative Action 1970's – Assimilation and Compliance 1980's – Valuing Diversity 1990's – Managing Diversity Y2k – Creating Inclusion The causes of diversity recruiting death: • Diversity Fatigue • Lack of Understanding • Lack of Accountability • Downturn in the Economy
Author: Jonathan Kidder
Publisher:
ISBN:
Category :
Languages : en
Pages : 186
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Book Description
How to attract and hire diverse candidates using Boolean strings and tools online. Use this book as a guide to understand how to find diverse talent available online. The Book will highlight Boolean String examples and suggest different Talent Sourcing tools to use when you create a Diversity Talent Sourcing strategy. The goal of the book is to give you resources and tools to create a strategy when it comes to D&I recruiting goals within your company.
Author: Chaka Booker
Publisher: HarperCollins Leadership
ISBN: 1400216419
Category : Business & Economics
Languages : en
Pages : 224
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Book Description
Research shows you have a 50% chance of hiring the right employee . . . and a 50% chance of hiring the wrong one. It's a toss up, but it doesn't have to be. Mis-hires siphon your energy and erode team culture. Replacing them is stressful and can cost over $40,000 per re-hire. With the right tools, all of that can be avoided, and you can consistently make great hires. After years of scientific research and first-hand interview experience with thousands of candidates, Chaka Booker has created a system that helps employers consistently make great hires. Mastering the Hire provides 12 proven strategies that have been used to accurately identify the right talent 90% of the time. Whether hiring manager, business owner, CEO, search consultant, team manager, team member, novice or expert interviewer, Chaka's method is for anyone who wants to beat the hiring odds. In this book, you will learn: How to manage your intuition: when to trust it and when to put it aside. Question design principles: structuring questions so candidates are influenced to tell the truth. The power of pressure: when to apply or release pressure and how to control the hidden internal pressure that leads to poor decisions. To identify key competencies: the four competencies you must always interview for and techniques to accurately assess them. Tools for removing bias: tomorrow's talent doesn't fit yesterday's mold and is often overlooked. To reimagine the hiring process: resume reviews, phone interviews, and in-person interviews will get a much-needed revamp with innovative twists on each. The interview is the cornerstone of the hiring process, yet science has shown the odds aren't in your favor. Mastering the Hire provides strategies that will dramatically improve the one decision that determines everything you can accomplish--who you hire.
Author: Osman (Ozzie) Osman
Publisher: Holloway, Inc.
ISBN: 1952120489
Category : Business & Economics
Languages : en
Pages : 336
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Book Description
Learn how the best teams hire software engineers and fill technical roles. The Holloway Guide to Technical Recruiting and Hiring is the authoritative guide to growing software engineering teams effectively, written by and for hiring managers, recruiters, interviewers, and candidates. Hiring is rated as one of the biggest obstacles to growth by most CEOs. Hiring managers, recruiters, and interviewers all wrestle with how to source candidates, interview fairly and effectively, and ultimately motivate the right candidates to accept offers. Yet the process is costly, frustrating, and often stressful or unfair to candidates. Anyone who cares about building effective software teams will return to this book again and again. Inside, you'll find know-how from some of the most insightful and experienced leaders and practitioners—senior engineers, recruiters, entrepreneurs, and hiring managers—who’ve built teams from early-stage startups to thousand-person engineering organizations. The lead author of this guide, Ozzie Osman, previously led product engineering at Quora and teams at Google, and built (and sold) his own startup. Additional contributors include Aditya Agarwal, former CTO of Dropbox; Jennifer Kim, former head of diversity at Lever; veteran recruiters and startup founders Jose Guardado (founder of Build Talent and former Y Combinator) and Aline Lerner (CEO of Interviewing.io); and over a dozen others. Recruiting and hiring can be done well, in a way that has a positive impact on companies, employees, and every candidate. With the right foundations and practice, teams and candidates can approach a stressful and difficult process with knowledge and confidence. Ask your employer if you can expense this book—it's one of the highest-leverage investments they can make in your team.
Author: James Ellis
Publisher:
ISBN:
Category :
Languages : en
Pages : 328
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Book Description
If you want your business to grow, you need to be able to rely on your ability to hire talent reliably and consistently. No talent pipeline? No growth, and no business. But your recruiting team is drowning (I asked them). They need help. Now, if you ask recruiters, they will ask for headcount. Or more technology. But more bodies and more tools won't solve the issue (though it will eat up your budget). What you need a is a better strategy. And that strategy is called employer branding.Employer branding is about understanding, distilling and communicating what your company is all about in order to attract all the talent you need. That will differentiate your company as a place where people will want to work, rather than a place they land because they didn't know better.If you've heard about employer branding in business magazines, it might seem like something only "big companies" can do. Something that requires a dedicated team, expensive platforms, or a bunch of consultants. That isn't true. If you understand where your brand comes from, and how to apply it, any company (especially yours) can hire better with it.And this book will teach you how to do all of that, and then some.In this book, you'll learn what employer branding really is, how to make a compelling argument internally to leadership that creates commitment, how to work with other teams and be creative in finding solutions. As a special bonus, we are including a handbook on how to work with recruiting teams. This hands-on workbook is chock full of examples, checklists, step-by-step instructions and even emails you can copy and paste to make things happen immediately.
Author: Chaitra M. Hardison
Publisher: Rand Corporation
ISBN: 0833088408
Category : Business & Economics
Languages : en
Pages : 150
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Book Description
Reviews the Los Angeles Fire Department’s hiring practices as of June 2014 and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.
Author: Tim Sackett
Publisher: Society for Human Resource Management
ISBN: 9781586445225
Category : Employee selection
Languages : en
Pages : 0
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Book Description
Corporate talent acquisition has been failing for decades, but it doesn't have to. There are simple fixes, organizational designs, and technology that can turn around the succ ess of an organization's ability to recruit almost overnight.Piece by piece and step by step, with real-world examples and stories about how innovative organizations and top talent acquisition leaders are successfully recruiting today, The Talent Fix presents a proven, practical, and scalable recruiting model for talent acquisition leaders and practitioners and shows how organizations can build and sustain a great talent acquisition function.
Author: Lou Adler
Publisher: John Wiley & Sons
ISBN: 111980888X
Category : Business & Economics
Languages : en
Pages : 343
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Book Description
Discover the secrets of one of the world’s leading talent acquisition experts In the newly revised Fourth Edition of Hire With Your Head: Using Performance-Based Hiring to Build Great Teams, influential recruiting and hiring expert Lou Adler delivers a practical guide to consistently identifying and hiring the best people and scaling that process throughout your company. This book will help you address your hiring and recruitment issues, not just by making you more efficient, but also by reforming your entire process to align with how top talent actually look for new jobs, compare offers, and select opportunities. You'll discover: Discover what it takes to ensure more Win-Win Hiring outcomes by hiring for the anniversary date rather than the start date How to use a "High Tech, High Touch" approach to raise the talent bar Expand the talent pool to include more outstanding, high potential and diverse talent by defining work as a series of key performance objectives Perfect for hiring managers, recruiters, and HR and business leaders, Hire with Your Head is a must-read resource for anyone seeking to improve their ability to find, attract, and retain the top talent the world has to offer.
Author: Richard N. Landers
Publisher: Cambridge University Press
ISBN: 1108757502
Category : Psychology
Languages : en
Pages : 1435
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Book Description
Experts from across all industrial-organizational (IO) psychology describe how increasingly rapid technological change has affected the field. In each chapter, authors describe how this has altered the meaning of IO research within a particular subdomain and what steps must be taken to avoid IO research from becoming obsolete. This Handbook presents a forward-looking review of IO psychology's understanding of both workplace technology and how technology is used in IO research methods. Using interdisciplinary perspectives to further this understanding and serving as a focal text from which this research will grow, it tackles three main questions facing the field. First, how has technology affected IO psychological theory and practice to date? Second, given the current trends in both research and practice, could IO psychological theories be rendered obsolete? Third, what are the highest priorities for both research and practice to ensure IO psychology remains appropriately engaged with technology moving forward?
