Where and How to Find Qualified Candidates

Sourcing tools — how to build a network that works to attract talent

In this 75-minute interactive online training, you will learn how to:

Measure the ROI of your sourcing efforts.
Indeed may be where your applicants are coming from, but is it where your hires are coming from?
Create optimized job descriptions.
Different from job postings, understand how your job descriptions may be contributing to the level of talent that applies.
Attract the right talent and build your company's employment brand.
Review the basics of a solid referral program that is not necessarily about money.

Tactics and tips to save time weeding through résumés

Today it isn’t about the numbers. You can post a job and receive hundreds of applicants — it’s about getting the right applicants. No one is a passive candidate anymore, and the idea that someone isn’t looking is not realistic. Jobs pop up on LinkedIn, Facebook, Instagram and many other unexpected places. Company profiles and other information are available to anyone who looks at your firm and thinks of working for you. By understanding how you advertise your open roles, where you advertise them and measuring the results will help you to achieve a higher level of talent. By attracting the right talent in the first place, you will reduce time to hire and improve the quality of hires.

Sourcing through networks built through your employees is the most cost-effective way of attracting talent. You will learn more about employee ambassadors, the importance of an effective referral program and some proven tactics for driving referrals from your current teams.

During this training, you will gain a view of the strategic imperative that is hiring and talent selection. The goal is to help you understand the direct correlation between your talent ecosystem and company growth objectives.

Agenda for Where and How to Find Qualified Candidates

How to write job descriptions meant for attracting talent
Determining sources based on data
Effectively managing job postings and applicant base
Basics of an employee referral program for attracting talent
Sourcing tools and networking
Learn which job boards to post on and how to make them work for you
Job boards: Budget, timeframe, targeting, qualifying questions, skills tests
How to leverage LinkedIn tools to find qualified candidates
How to set budgets when hiring
Tips and tactics for weeding through résumés
Learn the legality of the AI tools
Understand job board algorithms

Interactive Q&A time included

Liza will answer any of your questions on talent acquisition and recruiting, drawing on her vast experience in this area.

Liza Voticky is the CEO and Founding Partner of MXA Talent Solutions, an organization built to help companies review, assess, and strategize for the future of hiring. Liza’s vast experience includes working in corporate, in-house recruiting, with Coca-Cola Enterprises in Canada, Coca-Cola North America, as well as Royal Caribbean Cruise Lines as the Head of Global Talent Acquisition.

Liza Voticky CEO and Founding Partner of MXA Talent Solutions

Professional Certification Credit Hours Included With This Webinar

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

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Conducting Better Interviews

How well do you really get to know a candidate in an interview? Are you certain your favorite candidate had the perfect skills or do you just remember how charming they were? Picking the right candidate is crucial, as making the wrong choice could mean restarting the hiring process in six months.

30-Day Free Trial to Managing People at Work

You'll also receive one month of exclusive access to Managing People at Work — our comprehensive online resource designed to make you a stronger, better-prepared manager. So that you continue to benefit from Managing People at Work, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" — your choice.

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