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Strategies for Filling Up Difficult Positions

Filling up routine or in-demand positions is not a very difficult task for an HR professional in any organization. The real challenge lies in how the difficult positions are filled. During times of bountiful employment opportunities, that is, when the job market is thriving, positions that are appropriate for organizations are easy to come by.

Also, some skills are almost always required in the job market or may attract positions because of factors such as high pay or a high-growth industry. Finding candidates in these fields with the relevant experience can also be easy. What is, however, difficult to accomplish is filling the difficult-to-fill positions. This is where the ability of an HR professional lies, and is a tribute to her skill in sourcing a difficult position.

Finding the appropriately qualified professional is the first step to filling a difficult position. The most important criterion for the success of the hire is the quality of the applicant pool. This is the first step to determining the success of a difficult hire.

Proper understanding of how to fill up hard-to-fill positions

A webinar from TrainHR, a leading provider of professional trainings for the areas of human resources, will offer the understanding needed for filling hard-to-fill positions. The speaker at this webinar, Harold P. Brull, a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years; will familiarize the participants of this webinar with how to chalk recruiting strategies that are effective and cost efficient.

Please visit TrainHR to register for this webinar and gain a thorough understanding of how to fill up difficult positions in organizations.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Understanding the reasons for low applicant pool

The strategies that the speaker will impart will help participants assess the underlying reason for which effective recruiting fails. Harold will also give participants an understanding of a number of alternative strategies that can help acquire necessary talents and capabilities when implemented. These are of both a short-term and long-term nature.

Harold will help participants explore the causes behind the often low or sometimes empty applicant pool. He will show what kind of recruitment strategies can help tide this problem. He will then move on to an explanation of a number of innovative approaches that can be adapted in acquiring the skills and capabilities required to perform required job tasks.

HR professionals whose work involves hiring, such as HR Generalists, HR Managers, line managers involved in recruitment, business students, and business owners, will benefit in a big manner from this webinar.

Harold will cover the following areas at this webinar:

  • The hiring pipeline
  • Common reasons behind low candidate interest
  • The relationship of experience to excellence
  • The fallacy of the over-qualified candidate
  • Diagnosing the difficulty
  • Inside-the-box strategies
  • Increasing recruitment effectiveness
  • Predictors of success and failure
  • Technical competence - minimum qualifications
  • Outside-the-box approaches.

 

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