Recruiting Analytics and Talent Pipeline Management

This course is designed to explain best practices for analyzing job needs and begin the job advertisement process. This includes scheduling intake session with the hiring manager, conducting research on employer brand and the market, and developing job postings to attract top talent. • Explain best practices used to effectively lead an intake session with a hiring manager. • Evaluate the current recruitment market and industry trends. • Create a compelling job posting.

This course is designed to introduce learners to the essential skills of recruitment including communication and relationship building. Further, we will discuss strategic recruiting practices to build our network, employer brand, and gain knowledge of both compliant and inclusive hiring best practices. • Identify essential skills needed throughout the recruiting process. • Discuss the importance of a strategic recruiting practice in terms of the value it created for organizations, their employees, applicants, candidates, and recruiters. • Describe common recruiting strategies and how they interplay with the candidate’s experience. • Explain the importance of employer brand and employee value proposition in recruiting. • Summarize use of technology in recruiting (ATS) • Identify and understand the importance of general laws, rules, and regulations in recruiting.

This course is designed to explain best practices for building a talent pipeline through sourcing and screening applicants and candidates. We’ll begin by examining the essentials of your talent pipeline and discover ways to leverage your network to gather information and obtain referrals from fellow employees and candidates. From there, we’ll discuss evaluating applicants to prepare to present the top tier of candidates to our hiring managers. • Building a talent pipeline. • Demonstrate how to leverage your network. • Appraise the importance of employee and candidate referrals and how to obtain them. • Evaluate resumes, applications, and cover letters against job descriptions. • Identify concerns and develop pre-screen interview questions.