Creative Ways to Recruit New Workers in 2021
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Date
Aug 18, 2021 -
Time
13:00 PM EST -
Duration
60 Min
Overview:
Many organizations
today are experiencing difficulty in finding workers to help re-launch their
businesses as the pandemic winds to a close. As a consequence, many
organizations are competing with each other for a finite pool of workers. For
that reason, organizational leaders must find innovative ways to set their
organizations apart from others as they compete for workers. That can require
creative approaches to recruiting new workers.
What Will You Learn:
· Participants will
learn new ways to recruit workers based on:
· What message is conveyed about working for the organization
· Who conveys messages to recruit workers
· When messages are conveyed to prospective workers
· Where messages are conveyed to prospective workers
· How messages are conveyed to prospective workers
Benefits For Attending:
Creative recruitment is
crucial to solving two big problems—finding talented people and attract those
talent people. In the world after the pandemic, many workers would prefer to
work from home. Employers are, in many cases, desperate to find good people,
and for that reason creative recruitment strategies are critical because it can
help to attract good workers.
What Will You Achieve:
· What, who, when, where
and how conveyed messages will benefit your organization
· Build a recruitment strategy for your organization
· Participants will receive a tool to help them go right back to the job and apply what they learned
Who Should Attend:
· All Employers
· Business Owners
· Company Leadership
· Compliance professionals
· HR Professionals
· Administrators
· Managers/Supervisors
· Employers in all industries
· Small Business Owner
This Program has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
William J. Rothwell,
Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell & Associates,
Inc. and Rothwell & Associates, LLC.
He is also a Professor in the Workforce Education and Development
program, Department of Learning and Performance Systems, at The Pennsylvania
State University, University Park campus.
He has authored, co-authored, edited, or co-edited 300 books, book
chapters, and articles—including over 110 books.
Before arriving at
Penn State in 1993, he had 20 years of work experience as a Training Director,
HR and Organization Development in government and in business. He has also
worked as a consultant for over 40 multinational corporations--including
Motorola China, General Motors, Ford, and many others. In 2012 he earned ASTD’s
prestigious Distinguished Contribution to Workplace Learning and Performance
Award, and in 2013 ASTD honored him by naming him as a Certified Professional
in Learning and Performance (CPLP) Fellow. In 2014 he was given the
Asia-Pacific International Personality Brandlaureate Award (see
http://www.thebrandlaureate.com/awards/ibp_bpa.php). He was the first U.S.
citizen named a Certified Training and Development Professional (CTDP) by the
Canadian Society for Training and Development in 2004.
His recent books
include Increasing Learning & Development’s Impact through Accreditation:
How to Drive-Up Training Quality, Employee Satisfaction, and ROI in Workplace
Learning and Development (Palgrave, 2019),
Innovation Leadership (Routledge, 2018), Improving Human Performance,
3rd ed. (Routledge, 2018), Evaluating Organization Development: How to Ensure
and Sustain the Successful Transformation (CRC Press, 2017), Marketing
Organization Development Consulting: A How-To Guide for OD Consultants (CRC
Press, 2017), Assessment and Diagnosis for Organization Development: Powerful
Tools and Perspectives for the OD practitioner (CRC Press, 2017), Community
College Leaders on Workforce Development (Rowman & Littlefield, 2017),
Organization Development in Practice (OD Network, 2016), Mastering the
Instructional Design Process, 5th ed. (Wiley, 2016), Practicing Organization
Development, 4th ed. (Wiley, 2015), Effective Succession Planning, 5th ed.
(AMACOM, 2015), The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015),
Beyond Training and Development, 3rd ed. (HRD Press, 2015), The Leader’s Daily
Role in Talent Management (McGraw-Hill, 2015), Organization Development
Fundamentals (ATD, 2015), Creating
Engaged Employees: It’s Worth the Investment (ATD Press, 2014), The Leader’s
Daily Role in Talent Management (Institute for Training and Development
[Malaysia], 2014), Optimizing Talent in the Federal Workforce (Management
Concepts, 2014), Performance Consulting (Wiley, 2014), the ASTD Competency
Study: The Training and Development Profession Redefined (ASTD, 2013), Becoming
An Effective Mentoring Leader: Proven Strategies for Building Excellence in
Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step
Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited
three-volume Encyclopedia of Human Resource Management (Wiley, 2012), Lean But
Agile: Rethink Workforce Planning and Gain a True Competitive Advantage
(Amacom, 2012), Invaluable Knowledge: Securing Your Company’s Technical
Expertise-Recruiting and Retaining Top Talent, Transferring Technical
Knowledge, Engaging High Performers (Amacom, 2011), Competency-Based Training
Basics (ASTD Press, 2010), Practicing Organization Development, 3rd ed.
(Pfeiffer, 2009), Basics of Adult Learning (ASTD, 2009), HR Transformation
(Davies-Black, 2008), Working Longer (Amacom, 2008), and Cases in Government
Succession Planning: Action-Oriented Strategies for Public-Sector Human Capital
Management, Workforce Planning, Succession Planning, and Talent Management (HRD
Press, 2008).
1.0 HRCI Approved Credit Hours