The global pandemic has left an indelible mark on people and businesses. Over the past year, we’ve witnessed millions of people in the hardest hit industries lose their jobs, businesses large and small struggle to survive, and existing societal inequalities widen. At the same time, the new reality has also laid the foundations for many new opportunities for the way in which we want and can shape our work in the future. Now is the time to consider how we reprogramme businesses for growth to enable a more prosperous future. Necessity has driven workplace innovation, and social injustices have spurred businesses to play a leading role in instigating real change.
Capitalising on this momentum, with progressive workplace policies, action on diversity and inclusion, and investing in the professional development of employees, is crucial to building enduring brands and businesses, and attracting and retaining the best talent today and in the future. Given this new reality Adam Hawkins, LinkedIn, will share some of the key trends and opportunities on how organisations are preparing for this digital transformation and building for critical skills.
Many organizations use pre-hire assessments – often because well-designed assessments provide a better way to understand fit. For example, a structured interview offers a 50 percent chance of hiring a good fit. When an assessment is added, the odds increase to 80 percent, when gamification is added, candidate experience benefits. Assessments help individuals understand what jobs/careers may be a good fit, while also providing a path for their skills development. Not all assessments, however, provide an engaging user experience.
Join this session to learn what you should look for when choosing a gamed-based assessment and how ManpowerGroup’s SkillsInSight™ has proven to be a valuable assessment tool for organizations and an engaging experience for candidates.
In this session, we will take a closer look at:
Not all assessments are created equal – what to look for when you add assessment to your process
Understand the skills and capabilities of your workforce and openness to change
In our new Covid-19 reality, the world is experiencing a level of rapid change never seen before. One thing that’s clear is that digital-minded organizations with the ability to quickly assess and make insightful workforce decisions will be more likely to not only survive the crisis, but thrive.
Wouldn’t it be nice if there were a crystal ball that could ensure your next hire is a win for the company? Predictive analytics gets close by helping Human Resource professionals assess individuals with skills profiles that help determine who is most likely to succeed in a particular role. That’s crucial when the cost of a bad hire can mean up to $240,000 in expenses for companies.
Join this session as we take a closer look at Rapid Recruit and explain the link between automation and analytics and why HR teams are increasingly turning to data-driven recruitment process outsourcing (RPO) providers to better navigate complex recruiting environments.
In this session, we will take a closer look at: