Hiring Software Interview Software Webinar 
HR Stacks Blog
AUGUST 13, 2024
With Generative AI, Skills Technology and Data Analytics, the human resource ecosystem has changed remarkably in the last few years. HR leaders today refer to both the software and hardware tools used to automate human resource functions as Human Resource technology.
HRExecutive
AUGUST 13, 2024
Date & Time: Wednesday, September 18, 2024 at 2:00 pm ET Speaker: Madeline Laurano , Founder and Chief Analyst, Aptitude Research Description: Join us for an exclusive webinar as we pave the way to the highly anticipated HR Tech Conference later this month. The post Talent Acquisition Technology Trends appeared first on HR Executive.
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Hppy
FEBRUARY 6, 2023
Below are six recruiting strategies to help you find and hire ideal candidates for your open positions: Image by Gerd Altmann from Pixabay 1. Utilize Online Job Platforms Online job platforms are an excellent way to search for potential talent from around the world. It requires time, dedication, and a comprehensive approach.
HR Stacks Blog
APRIL 10, 2024
If you are looking for the best digital marketing tools for your HR team , we have listed some of the top tools that will make your processes smooth and easier. These days, Human Resources (HR) departments are actively leveraging digital marketing tools to attract, engage, and retain top talent. LinkedIn Talent Solutions 02.
Speaker: Dean Delpeache, Diversity, Inclusion, Belonging and Equity Strategist
This session discusses how you can leverage Lever’s Talent Relationship Management system to drive diversity in your pipeline, create an equitable hiring process, and empower your teams for success.
HRExecutive
SEPTEMBER 15, 2023
I recently joined a webinar by RedThread Research called The Learning Tech Landscape: Navigating the Noise for Smarter Decisions , which was designed to help HR leaders make buying decisions in a growing field crowded with more than 420 vendors. The HR Technology Conference agenda kicks off Oct.
The Tim Sackett Project
APRIL 29, 2020
Not many of us are actually doing a ton of hiring right now. Hourly hiring has always been a very “hands-on” endeavor and we must change that! My good friend and Recruiting Expert, Madeline Laurano has done a major research project looking specifically at hourly hiring. How do I know? Your Hosts with the Most!
Speaker: Ellie Dailey — Global Recruiting Expert & Team Lead for BetterUp Europe GTM Recruiting via Russell Tobin, and Jeremy Tolan — Partnerships Manager at Spark Hire
With work being mainly remote, your potential employees can be across the globe and can’t always get to an in-person interview. But despite the many perks of video interviewing, we have yet to fully implement this into the modern workspace. How it will benefit the hiring system.
Speaker: Matt Craven, Talent Acquisition Project Manager, Schneider Electric
Hiring the right people and creating a strong and productive workforce is critical to the success of any organization. Likewise, bad hiring decisions will stifle an organization’s ability to expand and impact their bottom line financially. times that employee’s salary in order to replace the “bad hire”. Is interviewing enough?
Speaker: Tanya Bourque, Founder, OpExpert
This webinar will cover how to eliminate costs while maintaining a great candidate experience. OpExpert Founder Tanya Bourque will explore how the right tools and technology can enable your talent acquisition process. How to calculate cost per hire. Behavioral interviewing techniques to attract top talent.
Speaker: Melissa Dobbins, Founder & CEO, Career.Place
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. The RIGHT assessments used in the RIGHT way provide objective evaluation of criteria that are far more accurate than interviews alone. March 26, 2020 11 AM PDT, 2 PM EDT, 6 PM GMT
Speaker: Caroline Vernon, Director of Sales, CareerArc
However, when the topic of candidate experience is raised today, the focus usually falls on improving the experience for the few individuals who advance farthest in the interview stage. We suspected that the real employer brand risk, and opportunity, lay in the often overlooked, but vocal, majority -- the candidates you didn’t hire.
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