The world is changing so business processes. It is the time for HR to go agile that that prioritizes the speed of responsiveness and adaptiveness within the HR function facilitating the flexibility in matching workforce fluctuations to demand. Human Resources is no longer limited to just implementing controls and standards to drive execution, but rather to facilitate programs and strategies that improve organizational agility, innovation, collaboration, and enhance decision-making.
This agility commands HR to become digital. The HR digital revolution is here and moving at rapid speed, and organizations are looking for new, effective, productive ways to meet the evolving demands of doing business- 24/7 global access, speed and accuracy. There’s a myth that “digital transformation is more tech focused; people skills of Talent Acquisition managers are superseded by coding. In reality, it’s the people that make it happen.” The point of digital transformation is to optimize workforce utilization—the goal is to have people spend more time on the tasks that bring value to both the company and themselves, and less time on the non-value-added tasks.
While the economy has changed phenomenally, some companies are still stuck using outdated recruiting methods and are struggling to attract and retain quality talent. An effective way for such companies to reinvigorate their recruiting efforts would be to utilize digital recruiting tactics. That means there are huge demand for skills but there are dearth of talents having such skills. This where you have the opportunity to stand out! Create your niche in the industry by taking your talent acquisition skill to the next level. This course is going to help the Start-ups, newbie entrepreneurs and talent acquisition consultants to plan their hiring process to create a rich talent pipeline at very low cost.
What are the things you’ll get to learn in this course:
Digital Recruitment: process of leveraging technology to the source, attract, assess and hire candidates for vacant positions, optimsation of social media like LinkedIn, Facebook, online branding, enhancing prospective candidate experience, ingredients to make an appealing career website, creating a solid web presence: under the radar to on the radar.
Job advertisement: creating luring job adverts, what and how to post, job analysis tools for data mining and gathering in-depth position related information, analysis of tools depending upon the profile, job vacancy marketing strategies, copy writing, media selection, lead generation. Become pro in writing job description through competency profiling and identifying job specification.
Recruiting method and metrics: internal and external modes, outsourcing Talent Acquisition consultants, data generating KPIs or metrics to assess operational efficiency and optimize cost; measuring time to fill, recruiting cost, budgeting, measuring sourcing channel effectiveness, quality of hire, recruitment yield ratios, measuring candidate engagement, employee productivity, job advertisement metrics and digital tracking.
Competency Mapping: master the art of preparing competency dictionary for each profile, conducting skill gap analysis, competency profiling, assigning behavioral indicators, proficiency levels and entire competency framework.
Workforce Planning: conducting adaptive planning for the talents, model hiring, transfers and retention plans by calibrating the present as well as future talent availability vs requirement. Gain insights of workforce dashboards, multidimensional models, how analytics create scenarios and standardize workforce plans.
Complementary:
Business cases
Practical demonstrations
Updated materials on corporate practices
Self-study documents and templates
Resources and brain storming food for thought
