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SHL Joins Expert Panel on the Future of Online Recruiting at Onrec Expo 2006
Online assessment expert, Teresa Fearis from SHL, world leader in workplace assessment, discusses the future of online recruiting with an expert discussion panel at the Online Recruitment Expo in Chicago, Illinois, September 12. Companies recruiting today need to continually adapt to meet the needs of the next generation of job seekers who are online and far more engaged in the hiring process than ever before.
Chicago, IL (PRWEB) September 21, 2006 -- Online assessment expert, Teresa Fearis from SHL, world leader in workplace assessment, discusses the future of online recruiting with an expert discussion panel at the Online Recruitment Expo in Chicago, Illinois, September 12.
Companies recruiting today need to continually adapt to meet the needs of the next generation of job seekers who are online and far more engaged in the hiring process than ever before. Online recruiting is very much becoming a two-way communication between company and applicant, not just a transaction. These basic observations formed the foundation of much of the panel discussion moderated by Hank Stringer, a prominent talent industry speaker, with speakers from Arbita, ZoomInfo.com, Careerbuilder.com, Dot Jobs, as well as SHL.
Panelists shared insights from varying perspectives on adding value to the online recruitment process, and all agreed the increase in overall online usage— estimated at 15-20% annual growth—has led to increased online job searching, sourcing, recruiting and screening. With more happening online than ever before, the future of online recruitment is booming and will continue to advance as companies deliver new solutions to stay ahead of consumer usage and demand.
Branding is a clear value-add for companies recruiting online— enabling them to make an impact earlier in the process through corporate career sites and screening tools that reflect their culture and values. Branding is also more relevant now for job seekers as they create digital personal brands, both actively in their own web sites and passively in their blogs and participation in personal networking sites. Branding, therefore, impacts online recruitment and talent management from both perspectives. Companies need to pay careful attention to how they are portraying themselves online to ensure they are attracting candidates that will fit and succeed in their culture. And, individuals should be aware that recruiters are looking for candidates through blogs and networking sites and that their online presence can impact their career—even when they are not actively looking for a new
job.
Teresa Fearis of SHL addressed ways that companies can best position themselves to successfully recruit top talent in this changing environment. More than just looking at recruitment as a transaction, companies need to find ways to tap into technology to best attract and utilize talent that will fit with their corporate goals.
Teresa explains, “In setting up their recruitment workflow system, today’s top companies recognize the need to assess the skills and interests of job seekers and keep them engaged throughout the process. SHL assessments integrate seamlessly with these systems, carry the full branding of the organization, and help companies quickly identify those candidates that should move into the selection process.” According to Fearis, “Top candidates are impressed with the ease and sophistication of this type of online application and have come to expect it. They are more successfully recruited by companies that can efficiently match them with jobs and move them through the recruitment process.”
In looking to future models of recruitment, Teresa advises that companies can be well-served in replacing, or looking deeper than, the traditional resume with broader assessments on a person’s skills, work styles and motivators. Fearis elaborates, “In matching people’s work styles with a company’s culture, organizations can better hire the talent they need, and use data collected in the selection process to start developing people immediately to keep them engaged and advance their career. By looking at potential rather than experience, organizations can empower their external applicants and existing employees to achieve success in roles they may not have ever considered.”
The panel acknowledged that gaps remain between where online recruitment is today and where it wants be. As technology advances it will continue to help bridge gaps that exist in systems and process. Teresa Fearis addresses a real concern that exists in online recruiting— that of cheating or falsifying identity in the application and online testing process.
Teresa describes SHL solutions to address these concerns. “Our Occupational Personality Questionnaire (OPQ) is designed to catch answers that seem to be inconsistent, or chosen because the candidate thinks they are the desired response. Further, our most recent product introduction, SHL Verify™ offers enhanced data security to ensure that online ability testing is secure, including randomized test questions so that no two candidates ever receive the same test, as well as a short re-test in person to verify a candidate’s ability. With job seekers getting savvier, SHL remains committed to ensuring that our products continue to get smarter and stay one step ahead.”
About SHL Group PLC
SHL is the world-leading provider of psychometric assessment and development solutions. The company supports organizations in the selection, recruitment, promotion, succession planning and development of talented people at all levels and across all sectors. Operating in 40 countries and more than 30 languages, the SHL Group devises innovative approaches to help organizations increase productivity and gain competitive advantage through the more effective use of their human capital. SHL has over 5,500 organizations as clients, including many of the Global and Times Top 1000, and is recognized as the foremost provider of objective assessment products in the world. For more information please visit www.shl.com.
About SHL Verify
SHL Verify was developed following extensive research with customers that revealed their need to reduce costs and time taken to administer the ability testing process, while at the same time eliminating issues regarding candidate identity. An added HR challenge was to help HR professionals to identify unsuitable candidates early on in the recruitment process ensuring only those likely to succeed would make it through to the later, more expensive stages of the recruitment process. With SHL Verify, recruiters can authenticate the candidate’s ability through a scientifically-based short re-test thereby removing the time and expense of a full length re-test. The solution is also underpinned by regular security audits which include web patrols to detect any sharing or downloading of SHL tests and data forensics to monitor test response data to detect cheating or test fraud. In trials SHL Verify identified 95% of cheats.
For more information, contact:
Tiffany Stronsky
Senior Marketing Manager
312.496.8078
Kevin Baughen
Marketing Director
011.44.208.335.8062
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.
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