Having the highest performing employees is critical for the success of an organization, but too often the best candidates can be hidden among stacks of scripted resumes. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. Organizations use competencies as the standards for assessing candidates throughout the screening and selection process.
Did you know that... the average time spent by recruiters looking at a resume is just 5 to 7 seconds, with 76% of resumes discarded for having an unprofessional email address. For every 1,470 resumes received, an employer will hire just one person. (MORE) Julius Caesar invented the employee referral system. In 55 BCE Julius Caesar offered 300 Sestertii to any soldier for recruiting another into the Roman army.
Learning Objectives:
Become an expert on your employment process
Learn how to create an effective recruitment strategy
Employ the most valuable recruitment methods for your company
Learn to select the right employee using an objective, yet effective process
Stay competitive in your field by learning to assess your strategies, and benchmark against competitors
Attain a high retention rate by utilizing proper recruitment and selection strategies as well as a good training program
Develop an action plan for today, tomorrow and the months to follow
PowerPoint Presentation Content Slides Include:
Learning objectives for this presentation
Definition/s of recruitment and selection
3 points of Etymology – recruitment
3 points of Etymology – selection
13 points of Do you need to hire?
13 points of Applicants assess too
12 points of What attracts applicants?
Recruitment strategy and staff balance graphic (graphic)
24 points of Methods of recruiting
5 points of Sending the message
4 points of Types of messages
6 points of Job descriptions
8 points of Methods of recruiting
27 points of Creating a recruitment strategy
10 tips for how to review resumes
5 slides of Evaluating interviews
3 points of Beware
26 points of References
Hiring funnel graphic (chart)
5 points of Making the final decision
Recruitment process diagram
17 points of Assessing recruitment and selection strategies
15 slides of Training and retention
12 points of Replacement and succession
6 points of Increasing retention
8 tips of Implementing training programs
6 slides of Legal issues
3 points of Legal Issues (3 points)
16 points of Actions steps (16 points)
Glossary: 10 pages with 93 related terms (sample terms include)
The perfect companion to your presentation.
Each ReadySetPresent glossary defines the relevant terms for each of our PowerPoint topics. This clear, concise and comprehensive resource offers you and your participants a common language.
It's always nice to have your participants and you "on the same page" with the ability and confidence to understand and speak the lingo.
Whether used before, during or after any session,
this reference will add so much more value to your presentation and additional credibility.
Each glossary goes above and beyond the content of the presentation
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With these glossaries, you’ll never get stumped by a buzzword again.
Preview Page
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Keywords: recruitment and selection powerpoint, recruitment and selection ppt, power point content, staffing, hiring the right employee, selecting the right employee, recruitment methods, selection process, hiring strategy, successful employment strategy, recruitment process
About This Product
Interviewing170 slideswith Participant Handout
Every company and person has different interviewing techniques. A good interview involves good communication from all parties, and answering and asking good questions. The job interview is one of the significant factors in hiring because so many employers count on the job interview to help determine their best, most qualified candidates.
Did you know that... while the average length of an interview is 40 minutes, 33% of 2000 surveyed bosses indicated they know within the first 90 seconds if they will hire that candidate. How? (MORE) Disqualification ‘tells’ include: being too fashionable/trendy (70%), failure to make eye contact (67%), not being knowledgeable about the company (47%), lack of confidence/smile (38%), bad posture (33%), weak handshake (26%) and crossing arms over chest during interview (21%).
Pre-interview Objectives (Job Descriptions):
Design job descriptions that identify the qualifications a person needs to do a particular job.
Utilize the job description as a basis for a structured interview guide.
Use pre-interview planning formats on which to do your recruitment “homework.”
Interview Objectives (Interview Format, Screening and Listening):
Screen candidates through effective evaluation of their resumés or job applications.
Identify the tools that are useful in conducting an interview effectively.
Interview effectively by listening more and talking less, and by asking useful, legally appropriate questions.
Post-interview Objectives (Final Decisions):
Make sound hiring decisions based on specific job criteria.
PowerPoint Presentation Content Slides Include:
Learning objectives for this presentation
Definition/s of interview and interviewing
Etymology of interview and interviewing
The Interviewing Process
Interfering Factors
6 pre-interview, interview, and post-interview objectives
A 4 point process for interviewing
4 points on the importance of effective interviewing
5 points on preparation and 4 tools for interviews
5 points on the importance of job descriptions
3 points on the purpose of job descriptions
4 steps for creating job descriptions
19 points for the various types of Interviews
5 points on preparation and 3 points on probing the resume
4 points on types of interviews and 4 points on interview ideas
6 points on the opening and 8 points on interviewing for what
6 points on why interviewers take charge
3 points to embrace and 6 types of questions
5 points on the sequence of questions and 3 points on permissible questions
11 points on prohibited questions
11 points on behavioral questions
6 points on background questions
6 points on job knowledge questions
5 points on behaviors and 4 points on goal of a job
7 points on observable factors and 16 points on unobservable factors
5 points on not priming the pump and 5 offensive words
3 points on setting the stage and 10 points on ground rules
8 key points, 4 points on a 3-part task statement and 3 practice tips
17 points on the team, 7 points on the power interview and 22 steps to success
16 points action steps and much more.
Motivation Glossary: 8 pages with 78 related terms (sample terms include)
Acceptance Letter, Background Check, Behavioral Interviews, Career Objective, Case Interviews, Compensation Package, Contract Hire, Curriculum Vitae (CV), Declining Letter, Elevator Speech, Follow-Up, Green Circling, Group Interviews, Hidden Job Market, Job Matching, Panel Interview, Red Circling, Salary Negotiation, Screening Interview, Stress Interview, Technical Interview, Under qualified
The perfect companion to your presentation.
Each ReadySetPresent glossary defines the relevant terms for each of our PowerPoint topics. This clear, concise and comprehensive resource offers you and your participants a common language.
It's always nice to have your participants and you "on the same page" with the ability and confidence to understand and speak the lingo.
Whether used before, during or after any session,
this reference will add so much more value to your presentation and additional credibility.
Each glossary goes above and beyond the content of the presentation
.
With these glossaries, you’ll never get stumped by a buzzword again.
Preview Page
Some slides get distorted during conversion from PowerPoint to video. The quality of the video does not represent the actual PowerPoint file that you will receive upon purchase.
Participant Handout Included: These participant handouts are identical to the PowerPoint
Presentation Content except that the content has been eliminated. Never simply show your
presentation. Allow participants to take notes while listening to you, fostering greater interest
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