With demand for workers recovering with surprising speed in the U.S., employers will need to act quickly to gear up their hiring efforts for a more competitive marketplace. How has the pandemic changed the game? How are job candidates looking at companies differently–and how can employers respond? What are the new digital tools for making the recruiting process more efficient?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3.75 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
Citrix Systems Inc
Despite remaining headwinds, the demand for skilled talent is already rising toward pre-pandemic levels. How can employers ramp up their efforts to compete in a tightening market in 2021 and beyond? How can virtual hiring and tools like AI speed up the process? What are the pros and cons of outsourcing the hiring process right now?
A talent-acquisition plan should be part of a company’s overall strategy, but that capability may have fallen off during the pandemic. How can TA professionals work with C-suite leaders to make sure talent-acquisition plans are aligned with the company’s future? What kind of research will help predict the skills the company will need? How can HR build the early-talent pipeline to make sure that diversity goals can be met?
A candidate may have an impressive degree and work experience, but what objectively are the skills needed for the job–and do they have them? In the post-pandemic workplace, the necessary skills may be new ones. How can they be identified accurately? And what new tools can be used to assess whether candidates can be upskilled efficiently as needed?
During the pandemic, employer reputations rose or fell depending on how they responded to worker needs and ambitions. What are the new priorities among job candidates in evaluating a potential employer? How can an employer enhance its career-development opportunities? What are the new benefits that employees are looking for, including voluntary benefits? And what are the best ways for an employer to get the word out about its employee-value proposition?