WEBINAR: Engaging, not stalking - or how to make eye contact without looking like a maniac

It is pretty easy to toss around phrases like 'HR is the new Marketing' and 'Recruiting is really just sales'. Those chestnuts have been the topic and title of many a blog post, conference presentation, and yes, webinar. But it is a lot harder to think, act, and execute like a marketer that has to find, attract, nurture, and close prospects than it seems on the surface. But fear not my friends, help is on the way to help you amp up your talent attraction efforts and get you executing like the best Madison Avenue big shots.

The gang at Fistful of Talent are back, this time with my friends, (and 'Awesome New Technolgies for HR' selection), from Jobvite for the latest FOT Webinar titled '5 Easy Ways For Recruiters to Engage Talent Pools – Without Looking Like Complete Stalkers' to be presented on October 3, 2013 at 1:00PM EDT.

Sign up for the FREE webinar and the gang at FOT will hit you up with the following:

• A simple definition of what a talent pool is, how you organize it in your ATS, and how to manage the concept of “opt-in” to the people you include in that talent pool.  The definition of who gets included and “opt-in” is important, because you’re gong to broadcast a bit over time– which will feel different (in a good way) to candidates included in the talent pool.
• A checklist of information you already have access to in your company that those passive talent pool candidates would love to hear about.  It’s a checklist!  All you have to do is go find the info we list and you’re golden.
• Data on best practices in thinking like a marketer (do you use email, LinkedIn, snail mail, text, etc.) to engage your talent pool – without looking like a stalker.
• Grand Finale, we’ll deliver the top 5 ways to engage talent pools – and for each engagement method, we’ll list what the communication looks like, where to find the information and why doing it the way we recommend is the best practice

And as a Special Bonus the crew will give you a monthly calendar of what to do and when to do it related to our list of 5 ways for you to engage your talent pool. It couldn’t be simpler than that.

It’s time to make the talent pools you’ve built in your ATS actually like you and your company.  Join FOT and Jobvite on October 3, 2013 at 1pm EST, “5 Easy Ways For Recruiters to Engage Talent Pools – Without Looking Like Complete Stalkers” and they will show you how.

REGISTER HERE:

WEBINAR: Why you shouldn't pick your talent like you did your sorority sisters

I think the biggest scam going in the HR/Recruiting/Talent game right now is this idea of 'Hiring for Cultural Fit'.

I've written about it a few times on the blog (most recently here), but the main point I keep coming back to is that 'Hiring for cultural fit' is simply code (and a convenient excuse) for 'Hiring more people that look/act/think/come from/share the same college just like us.'

I think it takes the focus off of what is usually more important criteria that needs to be considered in the hiring process, AND, it puts HR/Talent pros in a position where they are set up to fail.

For the geeks out there  - I'd say it is the Admiral Ackbar take on hiring - 'It's a trap!'

But fear not, O true believers, there is another way out of this trap. And my friends over at Fistful of Talent are ready and able to step in to help you learn how to focus on what really matters when making selection decisions in the hiring process.

Why is this important?

Because people have an innate and subconscious tendency to hire the most attractive, smooth-talking candidate when making a selection decision. But having the most attractive pledge class on the block may not always prove to be the best hiring strategy for driving your house’s bottom line.

That's why FOT'ers Tim Sackett and Kathy Rapp are going Greek this summer with the FOT webinar FOT’s 2013 Rush: Why You Shouldn’t Pick Your Talent Like You Did Your Sorority Sisters, brought to you by the team at Chequed.com.

Join Join your hosts Tim and Kathy on July 17 at 1pm EST and they’ll hit you with the following:

1. A deeper look at the old way of hiring paralleled to sorority rush. Skit Day and behavioral interviewing, matching interview polos and Lily Pulitzer-laden ladies, Pref Day and the final offer… sorority rush has bad HR written all over it. But adding more steps does not always lead to the best hire; that’s why FOT is giving you an actionable plan to align your hiring process with your desired candidate profile.

2. FOT’s complete guide to dumb things your hiring managers do when making hiring decisions — and how to change them. In order to break the mold you have to know what the problem is, right?  We’ll cover items like hiring based on alma mater, handshake, favorite flavor of fro-yo, etc. in true FOT fashion. You guessed it — we’re calling out common biases and aligning them with your favorite Greek characters from pop-culture for easy reference when making your next hire.

3. We’ll explore the cliché “Hiring With Your Gut” and breakdown when that good old standard makes sense, when it’s lazy and when it may get someone fired (for a variety of reasons). While the paddle is optional in this section, not having a defined hiring process tied to an underlying job profile is not. Don’t worry, we’ve got you covered in this section.

4. Five rush strategies to end the Stepford Wife plague in your house today. Ready to mix up your pledge class? We’ll show you how to go from the House Bunny to a balanced group of team members in 5 simple steps.

5. We’ll wrap this webinar by bringing in an industry expert from Chequed.com for a little game of “It’s the freakin’ science, dude.” Hiring isn’t an art—it’s a science. We’ll give you the cliff’s notes on why so you can ace your next hiring exam.

Forget what you learned in college, and put FOT’s rush system to work at your company for a more balanced team today. Who knows, we may even get crazy with an FOT rendition of Shout to close this thing out right…

Register today:

WEBINAR: Hire for smart (unless you think the world will stop changing)

I'm sure you've seen or heard statements like '61% of the jobs in the USA by 2017 don't even exist today' or 'Kids are learning things during freshman year in college that are already obsolete by the time when they graduate.' Ok, I made up the '61%' stat - but the gist of the assertion is probably accurate. No matter what you or most of the people in your organization are doing today, there is a pretty good chance you and they will be doing something different, even significantly different, tomorrow.

What matter more to long-term, sustainable, and adaptable organizational success probably isn't finding and holding on to people that (just) know how to do their current job, but to find, develop, engage, and retain the kind of people that will be able to thrive in tomorrow's uncertain future as well. Way back when, before we knew anything about competencies and personality types and employee engagement mumbo-jumbo - most smart managers knew that finding the smartest people was the only to be able to navigate uncertain times. With this in mind, my friends at Fistful of Talent are back to help you make the leap to hiring smart vs. hiring a resume.

Here are the deets: 

Join hiring smart (people) experts Kris Dunn and Kelly Dingee for Brains Before Bros: Why Hiring Smart People over Experienced People is a Winning Talent Strategy, sponsored by our friends at SumTotal, on Tuesday June 12 at 1pm EST and they’ll hit you with the following:

 

A rundown of the factors driving talent scarcity in today’s workforce and why it’s better to hire smart people and train for success.

1. FOT’s definition of “smart” and common false positives you need to consider when defining what smart looks like for your organization.
2. Three signs that your top talent may be looking to jump ship and how to reel them back in by providing the incentives they really want. (Hint: It’s not always monetary).
3. Five ways to keep training and development programs aligned with evolving expectations from top applicants and your existing talent – without breaking your budget.
4. We’ll close this webinar by bringing in Steve Parker from SumTotal to help you ensure your leadership team is creating the right environment to get the most out of your existing talent.

Your traditional approach to talent isn’t working –- start putting brains before bros and maximize your talent strategy today.

Register for the FREE webinar HERE.

As always the webinar comes with the standard Fistful of Talent promise: 100% of the time it's guaranteed to work 60% of the time.

WEBINAR: You Rejected Me, But I Still Love You

The fine, fine people over at Fistful of Talent are back with the next installment in the popular webinar series that we like to jokingly refer to over at Fistful HQ in Cheyenne as the FOT Webinar!

Here are the details you need to know:

Title: Before the Rose Ceremony: How to Become an Employer of Choice Through Your Interview Process

Date and Time: Thursday, October 25, 2012 - 1:00PM ET

How to register? - Easy, just click here

Price: Free! (now that's a deal)

Need more convincing before you commit exactly $0 and 1 hour of your time to your pals at Fistful?

Ok, here goes:

Ever wonder why some of those women on The Bachelor don’t smash a window on their way out the door when they get voted off?  Let’s explore that in recruiting terms.

Join Fistful of Talent for our October webinar, (sponsored by the good folks at HireVue) – “Before the Rose Ceremony: How to Become an Employer of Choice Through Your Interview Process”, where we’ll explore the following and compare it to the meat show on the Bachelor/Bachelorette:

What pre-interview, pre-phone screen features subconsciously tell a candidate that you’re different from your competitors and help you plant the initial “why you want to work here” seed.

The 3 things that need to be present in your initial outreach to a candidate to prevent their BS meter from exploding (aka momentum killers).

The 5 Key Features of the live interview process at your company that sell your culture as a Great Place to Work – regardless if you hire the candidate or not.

FOT’s Top 7 Interview Questions for uncovering great info and selling the candidate on your company as an employer of choice – they won’t even realize you’re doing it (and you’ll get great info as a result).

SEND IN YOUR LESS ATTRACTIVE FRIENDS TO GIVE APPROVAL! (That’s FOT in this case.)  We’ll end with a simple audit process that you can use to determine if your interview process is contributing as much as it should toward your company being viewed as a destination of choice for candidates.

Join FOT for “You Rejected Me But I Still Love You” and install a couple of the interview process features we discuss, and candidates will start to view you less as the Motel 6 and more like the Ritz.  

So that's the pitch - what do you think, do I get a rose at the end of the ceremony, or am I riding back to the bachelor house in the limo of shame?

All kidding aside, the FOT Webinars are the best in the industry for a reason - they mix actionable information, smart people, and just the right mix of fun and entertainment that make your investment, (remember it's FREE), pay off.

And as a bonus, we get to make fun of Sackett on the backchannel!

So one last time here is the 411:

Here are the details you need to know:

Title: Before the Rose Ceremony: How to Become an Employer of Choice Through Your Interview Process

Date and Time: Thursday, October 25, 2012 - 1:00PM ET

How to register? - Easy, just click here