Superior Workforce Recruiting Certification

Transcription

1 Superior Workforce Recruiting Certification Plus 21 HRCI-Approved Certification Hours Day 1 Talent Branding and Strategic Acquisition Why does talent branding matter? 77% of Talent Acquisition leaders say that talent brand has a significant impact on their ability to hire great talent A strong talent brand reduces cost per hire by an average of 50% A strong talent brand lowers turnover rates by 28% SCHEDULE CERTIFICATION CATEGORIES CERTIFICATION RESULTS 8:30 am 9:30 am The Evolution of HR How the role of HR has changed and why nurturing relationship with leaders is so important Factors for predicting engagement Changes in the way we work in 2016 Hallmarks of future-focused talent management The top future challenges HR will be facing 9:30 am 10:00 am Introduction to Talent Branding Define talent branding and what it means to growing businesses Learn new brain-based strategies smart companies are using 1

2 10:15 am 11:00 pm Leverage Talent Acquisition Analytics to build strong talent brands MORNING BREAK: 10:00 am 10:15 am The difference between product branding and talent branding How leaders think vs. how HR professionals think, and how to bridge that gap Using David Rock s SCARF model to control the conversation Making a talent management strategy pitch Use data to communicate with leadership and hiring managers, including the cost of an open position, the cost of hiring new personnel, and the cost of turnover 11:00 pm 12:00 pm Building Your Talent Brand Defining work motivators and why they re the top predictors of engagement and success Examining the 4 biological drivers in relation to the workplace, and how leaders both reinforce and threaten those drivers New statistics: what makes employees unhappy today Approaching your talent brand as a communication catalyst Craft a company narrative that is cohesive and engages both job seekers and employees LUNCH: 12:00 pm 12:45 pm 12:45 pm 2:15 pm Constructing Job Descriptions Dissecting the crucial components of a good job description, and how to use it as an infrastructure for an employee s growth Develop creative copy for job description intros that will attract top talent Clearly state vision and mission statements as well as the company s people narrative Include core values, widely-practiced behaviors, and culture code so that candidates will know if they would make a good fit Discuss how success is measured in quantifiable terms, using an outcome logic model Learn how to transform job descriptions into ad campaigns to 2

3 attract both passive and active job seekers APA Solutions will provide templates for fully optimized job descriptions that also act as advertising tools for job postings AFTERNOON BREAK: 2:15 pm 2:30 pm 2:30 pm 4:30 pm Understanding Workforce Administer TTI Motivators assessment to participants and Motivators receive brain-based coaching to gain a deeper understanding of their personal motivators and how they relate to their work environments An in-house Professional Behavioral Analyst will unpack each participant s individual results and educate them on TTI terminology so they can better understand their profiles 4:30 pm 5:00 pm Review Review Day 1 topics and cover homework assignments Day 1 TOTAL: 7 hours, 15 minutes 3

4 Day 2 Aligning Your Human Capital Strategy with Business Outcomes SCHEDULE CERTIFICATION CATEGORIES CERTIFICATION RESULTS 8:30 am 9:00 am Q&A Session Ask questions relating to topics covered on both Day 1 and Webinar: Identification Techniques 9:00 am 10:00 am Homework Overview Critique completed job descriptions Go over other homework exercises assigned from Day 1, including new job descriptions MORNING BREAK: 10:00 am 10:15 am 10:15 am 11:15 am Understanding Your Natural Behaviors Learn TTI terminology and chart reading Discover the four dimensions of behavior and unpack their individual profiles 11:15 am 12:15 pm Communicating with Different Behavioral Styles 1:00 pm 2:00 pm Engagement: Why It Matters and How to Reap the Benefits 2:00 pm 2:45 pm Balance Managerial Control with Employee Accountability LUNCH: 12:15 pm 1:00 pm Acquire best practices on building relationships with colleagues and learn how to navigate team dynamics by adapting their own communication styles to fit the needs of their environment Engage in role-playing exercises to practice communication tools they learned Access to updated statistics on employee engagement in the workplace and the key drivers of employee engagement Recognize behavior that results from disengagement and learn techniques for categorizing disengaged leaders vs. engaged leaders Understand what an effective leader looks like and how to build an office environment that fosters engagement Learn actionable strategies for implementing change within their ranks, including motivating change, building processes to support change, making change last, and fostering bigpicture decision-making Introduction to APA s popular employee accountability tool, The Outcome Logic Model 4

5 AFTERNOON BREAK: 2:45 pm 3:00 pm 3:00 pm 4:00 pm Diversity in the Workplace Learn how different cultures interact with your company s unique work environment Understand generational gaps and innovative strategies to attract talent from entry to executive level Discover how to attract diverse talent by promoting a culture of inclusivity, building & mobilizing talent communities, inspiring your emerging talent, and implementing customized people strategies 4:00 pm 5:00 pm Recap: Brain-Based Recruiting Methodologies and Talent Branding Overview of the brain and David Rock s SCARF model Real-time data that demonstrates how a good talent brand affects an organization s bottom line Review Day 2 topics and cover homework assignments Introduction to virtual training modules Day 2 TOTAL: 7 hours, 15 minutes 5

6 Mandatory Virtual Training & Workshops 3-Hour Workshop Interview Techniques Learn best practices for conducting all types of interviews, including behavioral-based techniques and representing your company in a positive, consistent manner. Building a Positive Digital Presence Company Website Learn best practices for enhancing your website to attract top talent, including constructing a cohesive narrative, implementing Call-To-Actions for job seekers, and painting a picture of your work culture through media Social Media (Facebook, Twitter, LinkedIn, YouTube, and Glassdoor) Provide best practice and procedures to share with your company s marketing team on profile optimization and constructing talent-friendly posts/tweets/videos to increase brand awareness Provide templates and access to complimentary webinars on LinkedIn Training for employees to act as brand ambassadors As a distributor of Glassdoor, we ll show your recruiting team how to develop or enhance your existing company profile and engage staff members to contribute reviews Onboarding Strategies Assessing, training, and developing an onboarding plan that fosters empowerment, accountability, and immediate results, including best practices, examples, and case studies Webinar: Identification Techniques 2.5 hours Learn best practices for the following topics: Strategic sourcing methodologies: Discover today s talent pool and where to find them; understand which roles are best filled by each of these mechanisms: print, online job boards, company careers page, and social media Attracting passive job seekers: Analyze demographics of best-fit employees and consider alternative recruiting methods Nontraditional recruiting: Treat recruiting as a sales and marketing project; eliminate job fairs and replace them with twentyfirst-century recruiting methods Database and pipeline development through brand ambassadors and referral programs 6

7 Superior Workforce Recruiting Certification Summery SWR Certification TOTAL: 20 hours SWR Certification Requirements Complete all homework assignments Complete two-day certification training and virtual workshops Pass the certification exam with a 75% or higher score Full Value: $3995 Introductory Offer: 50% OFF $1995 The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute s criteria to be pre-approved for recertification credit. 7