Upon completing the session among other things, you'll learn answers to the following questions:
- What is the most effective recruiting process to attract the best candidates?
- Why is a solid job description important?
- If the job description is so important, what element can we add that will attract the best qualified candidates?
- How do website marketing statistics impact your recruiting effort?
- What is the first step to improve your corporate website to attract new talent?
- How does a company make its website easier for candidates to use?
- Which are more important - Attracting passive candidates or attracting desperate candidates?
- What is the most important action that corporate marketing can do to improve recruitment?
- How do you determine whether your company is talking AT candidates or engaging them?
- Does your company test candidates' experience on your company website?
- Does your company feel it is important to recruit candidates - or force them to comply with your company's process?
- Do you buy from companies that you do not trust? Does your website and recruiting practice engender trust from candidates?
- Does your company continue to follow the same practice while hoping for different results - or is it willing to try something new in order to create a better result?
Many human resource professionals are under intense pressure to perform their jobs without adequate training in the recruiting or talent acquisition process. In this webinar, you'll learn how to improve your organization's corporate website and homepage to attract better candidates.
- What is the current state in candidate attraction? -Social media
- Applicant tracking systems
- Black hole complaints from candidates
- Develop solution (Create meaningful job description)
- Sourcing potential clients (Sourcing qualified candidates)
- Needs analysis (Interviewing process)
- Post meaningful job descriptions
- Build reputation for engaging with candidates (Sincere social media)
Many candidates call the corporate career sites by their well earned nickname, Black Holes. Companies have done a great job conditioning candidates to avoid the HR processes and network around them to hiring managers because of the human resource focus on screening out candidates.
Dr Gina J. Lowdermilk,
Auditor and Consultant ,
Dr Gina J. Lowdermilk, PhD (ABD), CAMS, CRMS is a highly experienced and educated BSA/AML and financial regulatory compliance professional with extensive experience in policy and procedure development and implementation, training, internal audit, monitoring, risk management, and reporting . Her emphasis has been working with financial institutions that are experiencing regulatory concerns and resolutions, including enforcement actions such as memorandums of understanding and cease and desist orders. Her 15 years of experience has given her the opportunity to work from small community banks to large, international financial institutions. Her roles not only included BSA/AML and compliance, but also operations, lending services, business development, marketing, management, department development, and asset quality.
Ms. Lowdermilk has worked with almost all financial regulators and examiners. She possesses advanced Microsoft Excel, PowerPoint, Word, Internet Explorer, Visio, and Access skills. She also has experience with FiServ, BAM, CRA Wiz, TeamMate, COGNOS, and Metavante banking software. She has been responsible for creating both recurring and ad hoc executive management and board presentations. In addition to her above experience, she is also an adjunct instructor for the business and construction management programs at a local college, as well as writes numerous BSA/AML and compliance articles, training materials, and manuals for numerous clients.
- Business owners, Business Managers
- Supervisors, Small/Medium Company Executives
- Human Resource Managers, Corporate Recruiters, Hiring Managers
- Executives: CEO, CFO
- HR: Recruiters, Generalists, Directors, HR Business Partners