Tag Archive for: Recruiting

Disney

The Sorcerer’s Apprentice – Talent Management Matters!

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Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
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Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

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Harrison Assessments Unlimited Monthly Screening Aptitude

Summary: Harrison Assessments has developed an AI recruiting solution for organizations whose recruiters are overwhelmed by the recruitment cloud of uncertainty and a storm of resumes. Efficient, cost-effective, and predictive, it is a no risk solution with an incredible ROI. Harrison Assessments AI recruiting solution with feeling has a value proposition that organizations with high volume recruiting cannot afford to miss.

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least, especially with the Great Resignation putting added pressure on recruiters.  Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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Disney

The Sorcerer’s Apprentice – Talent Management Matters!

/in , , /by

Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
Read more

Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

/in , , , , , , , , , /by

Harrison Assessments Unlimited Monthly Screening Aptitude

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least.  Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
Read more

New Role of HR Manager- HSM

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Hiring and development of good talent is getting a boost from sophisticated talent data management. Forward thinking companies are now utilizing more sophisticated software systems that use automation, data science and predictive analytics to optimize talent decisions while increasing efficiency in talent management processes. This new breed of “smart” hiring software is fueling an emerging category called hiring success management (HSM).

As HSM becomes more prevalent and computers take over much of the routine side of recruiting, some industry watchers have expressed concern that recruiters’ roles would become obsolete. In fact, the opposite is true.

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You are not a Style, YOU are Unique!

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Who does not enjoy taking behavioral personality assessments to better understand themselves? We are infinitely interested in who we are, how we interact with others and just what makes us tick! The problem is, most assessments measure a very narrow set of traits. Many common psychological and behavioral assessments look primarily at personality traits. For instance, Myers Briggs and DISC are widely used to measure personality styles. Imagine of the 6+ billion people in the world, you are one of 16 Myers Briggs styles! So what exactly does that make you — 1 in 375,000,000? No, YOU are unique! To appreciate just how unique you are, view this powerful video and be encouraged: You are Unique
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Suitability and Eligibility- The Win Win Candidate

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Winning CandidateSuitability AND Eligibility.. The winning combination in HR that can help you find the win/win candidate.

Choosing the best candidate to recruit and hire is not an easy task. However, hiring right the first time can save you a lot of time and your company a lot of money. Today forward thinking companies are using HSM’s and new tools to choose the best candidates. A successful HR manager will use tools that focus on both “suitability AND eligibility” to attract and retain good candidates.

Some recruiters make the mistake of hiring people only for their qualifications, resulting in bad hires related to behavioral weaknesses.

Other recruiters make the mistake of over-emphasizing behavioral factors by eliminating people only on the basis of their behavioral assessments. Sometimes they even unfairly eliminate candidates based on a single behavioral factor. Behavioral assessments should be part of the overall assessment that includes qualifications such as experience, education, and skills. That’s why the Harrison system provides a unique eligibility assessment that complements the suitability assessment, providing an overall score for better hiring and succession planning.

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A Good Weapon to Use in the War for Talent

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War for Talent

A Good Weapon to Use in the War for Talent

Companies today are constantly in a war for talent. Identifying the right targets and having the ability to capture them is essential to winning. We are looking for the innovative leaders of tomorrow and the competition is stiff.

Gone are the days of high unemployment and applicants banging down your door just to get an application. Job boards and matching sites are furiously searching for qualified candidates to post their resumes. Companies are competing against each other to find and attract good candidates.

It is imperative for hiring managers and recruiters to fully understand what truly appeals to the candidates in order to attract and retain the best people.
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