“The first thing you have to do properly is selection. Get the right people through your door. Are you obsessed with selection? If you are not, you should be” – Tom Peters.
The inclusion of managerial and specialized profiles is certainly a delicate moment for organizations that increasingly need people to accompany them in managing complexity, who have a systemic approach, aimed at continuous improvement and innovation.
In an increasingly agile and lean world, the recruitment process has become articulated and critical: the management of scouting, assessment and placement of new resources must necessarily take into account business needs but also the dynamics of the labor market, new technologies, changing professional expectations of candidates, etc.
This is a process that needs to be managed efficiently and timely during all phases, with appropriate tools and techniques to “intercept” and place the most suitable people.
Methodology
Workshop for sharing experiences and best practices, simulations, improvement plans.
Goals
– Share the ‘elements’ that characterize the search and selection process and performance indicators
– Develop knowledge of recruitment tools and techniques
– Practice the use of candidate assessment tools (interview, testing, simulations, etc.).
Program
– The search and selection process today: specifics, objectives, stages. New Technologies and Artificial Intelligence
– Managing communication with candidates (employer branding)
– The search phase: tools and techniques for intercepting suitable candidates
– The selection phase: tools and techniques for evaluating candidates and making the right decision for the company
– The onboarding phase: the importance of the onboarding period
– Performance indicators of the search and selection process.
