Managing Recruitment Effectively
HR consultant Peter Wallbridge explains how to prepare for and manage recruitment, beginning with crafting the position description, creating a value proposition, and targeting the advertising. He explains how to use criteria to screen applicants, when phone interviews are valuable, and how to final...
| Other Authors: | Infobase,, Seven Dimensions Films of Australia. |
|---|---|
| Format: | Video |
| Language: | English |
| Published: |
[Place of publication not identified] :
Seven Dimensions Films of Australia,
[2015]
Distributed by Infobase, |
| Physical Description: |
1 online resource (1 video file (18 min., 20 sec.)) : sound, color. |
| Subjects: |
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| 500 | |a Originally released by Seven Dimensions Films of Australia, 2015. | ||
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| 505 | 0 | 0 | |a Craft the Position Description |g (0:46) -- |t Refine the Business Story |g (0:57) -- |t Target the Advertising |g (1:55) -- |t Criteria to Screen Applicants |g (1:32) -- |t Shortlist with Phone Interviews |g (0:53) -- |t Finalize the Shortlist |g (0:48) -- |t Deliver a Consistent Message |g (0:47) -- |t Evaluation Matrix |g (3:08) -- |t One Important Question |g (0:46) -- |t Ask Behavioral Interview Questions |g (1:54) -- |t Ask Situational Questions |g (1:04) -- |t Use Simulations and Work Tests |g (0:48) -- |t Make a Judgment Call |g (1:22) -- |t Give Feedback to Unsuccessful Applicants |g (1:03) -- |t Credits: Managing Recruitment Effectively |g (0:11) |
| 506 | 1 | |a Access requires authentication through Films on Demand. | |
| 520 | |a HR consultant Peter Wallbridge explains how to prepare for and manage recruitment, beginning with crafting the position description, creating a value proposition, and targeting the advertising. He explains how to use criteria to screen applicants, when phone interviews are valuable, and how to finalize the shortlist. He explains the need to deliver a consistent message about the business and role to the interviewee. He describes how an interviewer uses an evaluation matrix. He discusses the interviewer's approach to asking questions, including behavioral questions, situational questions, simulations, work tests and the one important question every interviewer should ask. He discusses the judgment call a recruiter may have to make when there is no perfect candidate. He discusses an organization's obligations to unsuccessful candidates. | ||
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| 588 | |a Title from distributor's description (Infobase, April 17, 2017) | ||
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| 650 | 0 | |a Employees |x Recruiting. | |
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