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Direct candidate engagement happens when constituents and voters interact with a candidate (or other public official) in a way that draws attention to an issue, asks the target to commit to taking action, and gets the target to respond on the record. These interactions typically happen at a candidate’s town hall meeting, a meet-and-greet event, or at “rope line” interactions with the public. Here’s an example of ACLU voters asking Elizabeth Warren about immigration reform during her 2020 campaign.

Direct candidate engagement is important for a few reasons. First, it alerts candidates to what their constituents care about, hopefully setting their priorities once they’re elected. If a state legislator candidate is asked multiple times about how they’ll defend equitable and diverse curriculum, that issue will continue to be at the top of their mind. Second, it helps voters make educated decisions about who to vote for. If one school board candidate commits to voting against all book bans and another candidate does not commit, it’s easy to educate voters about which candidates align with their values. Finally, it holds public officials accountable once they are elected.

While interacting with public officials is always important, targeting candidates on the campaign trail is especially effective because this is where voters have more leverage: They’re seeking your votes and will be much more willing to listen and answer questions.

Here are some simple tips for direct candidate engagement:

  • Maximize your chance of asking your question: Arrive early to ensure you get a good spot, position yourselves throughout the venue to maximize the chances you’ll be able to ask a question, appear engaged if the candidate is speaking before, and raise your hand quickly if the candidate is directly taking questions.
  • Have your question ready: Impactful questions for candidates should be close-ended (able to be answered with yes/no), short (60 seconds or less), and prepared and practiced ahead of time. Introduce yourself briefly, and start your question with “will you promise to”, “will you support”, or “will you oppose”.
  • Ask, listen, and respond: Be prepared for if the candidate dodges the question and gives a “fuzzy” answer. If this happens, you can interject — politely but persistently — to pose your core yes/no question again.

Make sure someone is recording: Hold the camera steadily and horizontally. It’s important to make sure you have the candidate’s response on the record.

Mon, 19 Sep 2022 03:41:00 -0500 en-US text/html https://www.aclu.org/rtl-resources/direct-candidate-engagement
Killexams : Interviewing Candidates

Now that you have screened applicants for your open position, you are ready for the interview stage.

Telephone and video screening

Conducting phone or video screening is the first step in the interview process. These initial screens can be an effective tool for narrowing down candidates based on their relevant skills and experience. You and your Talent Acquisition Partner will decide who will conduct the initial screening interviews during the intake conversation. See Telephone Screening Questions.

All employees who participate in the interview process are encouraged to attend the ART of Interviewing & Unconscious Bias in Hiring training that teaches skills for effective interviewing, tips for creating a positive candidate experience, and techniques to minimize unconscious bias in the hiring process. Employees should also familiarize themselves with an employer's obligations under the Salary History Ban that prohibits employers from inquiring into a job applicant’s salary and benefit history. 

Setting up the interviews

Following the initial telephone or video screening, select the candidates whom you would like to bring onsite for interviews. When setting up the interviews, provide the candidates with as much notice as possible about the upcoming interview. See our interview guide.

Prepare interview questions

Interview preparation is crucial to the success of a candidate search. Asking great interview questions can lend quality and depth to the entire recruitment process. The Interview Question Generator is an online resource you can use to develop a consistent set of interview questions tailored to your position.

Conduct in-person interviews

When conducting an in-person interview, remember to ask only job-related questions, ask the same questions to each candidate, and avoid questions and comments that might lead a candidate to reveal overly personal information. See our interview guide.

Behavioral-based interviewing

Behavioral-based interviewing (BBI) is a technique used to determine how a candidate acted in specific employment-related situations in the past. The way that a candidate behaved or performed in the past often predicts how they will behave or perform in the future. Learn about Behavioral Based Interview Questions.

Interviewing candidates with disabilities

When conducting an interview with candidates with disabilities, the American Disability Act (ADA) prohibits interviewers from directly asking questions about an individual’s approach to disability. Rather, interviewers can describe the essential functions of the job and ask the candidate if they can perform the required work. Using that as an opening, interviewers may then ask for examples of what the candidate has achieved in the past under similar circumstances. 

Please contact The Office of Equity at (847) 497-6165 or equity@northwestern.edu if a candidate requests a special accommodation during the interview process or at any other time during the hiring process. 

Request feedback and evaluate

Request feedback on the candidates from each of the interviewers and use interview evaluation form as a guide to rank the candidates based on the requirements of the position.

Northwestern offers training for individuals who will be participating in the interview process. The Art of Interviewing & Unconscious Bias in Hiring (HRD921-100A) workshop teaches interviewers how to ensure a quality candidate experience, as well as behavioral-based interview techniques. 

Sun, 16 Aug 2020 11:43:00 -0500 en text/html https://www.northwestern.edu/hr/for-managers/hiring/hiring-process/interviewing-candidates/
Killexams : Where is My Candidate at in the Hiring Process?

The Different Steps & Statuses in HCM Recruiting

Below are all statuses possible in HCM Recruiting, with some notes for each.

Requisition Status & Status Details

Draft - Hiring Manager or Hiring Manager Assistant has initiated a Requisition and saved it.  Recruiter will need to complete the requisition, review it and submit it for approval.

Pending - Recruiter has submitted the Requisition for review/approval, which is in progress.

  • Approval - Pending- Requisition is pending approvals - please reach out to Recruiter to find out where in approvals this may be.
  • Approval - Rejected- Requisition has been rejected along the approval chain.  Hiring Manager and/or Hiring Manager Assistant should view the Progress tab to see any notes or comments.  HM/HMA will need to redraft the requisition and make appropriate edits and resubmit (SAVE AND CLOSE) for review/approval.

Job formatting - In Progress - Recruiter will format the job and either post it for the intended time-frame or mark it as Open for Sourcing for direct hires.

Open - Requisition has been reviewed by the Recruiter and is currently posted.

  • Posted - Requisition is currently posted.
  • Not Posted - Requisition is currently open for direct hire.
  • Unposted - Recruiter has unposted the requisition.
  • Expired - Posting parameters have been met, and the job is no longer posted for applicants.

Filled - The number of openings has been met and candidate's for this requisition submitted and processed.

Canceled - Requisition has either been canceled by the Hiring Manager, Hiring Manager Assistant or Recruiter due to failed pool, duplicate requisition or other potential unfixable error with the requisition.

Deleted - Requisition was created in error and has been deleted by either the Hiring Manager, Hiring Manager Assistant or Recruiter.

Benefited Requisition - Candidate Step & Status Details

Screen (Requires Approval)

  • To be Reviewed by Hiring Manager - The candidate has applied for the requisition and needs to have their application reviewed by the Hiring Manager and/or Search Committee.  
  • Request Approval to Interview - Hiring Manager or Assistant marks candidates for review/approval in the system.
  • Approved to Interview - The Hiring Manager has received approval from Recruiter to move forward with 1st round interviews.
  • Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration.  Candidate may also withdraw themselves from consideration.

Interview

  • Interview to be Scheduled - Hiring Manager or Assistant needs to schedule interviews.
  • Interview Scheduled - Hiring Manager or Assistant has scheduled interviews.
  • Interview Successful - Proceed to Reference Check - Hiring Manager or Assistant indicates 1st round interviews are completed, and the candidate is moving forward in the process.
  • Additional Interview to be Scheduled - Hiring Manager or Assistant indicates candidates progressing to a 2nd round of interviews.
  • Additional Interview Scheduled - Hiring Manager or Assistant indicates 2nd round interviews are scheduled.
  • Additional Interview Successful - Proceed to Reference Check - Hiring Manager or Assistant indicates 2nd round interviews are completed, successful and moving forward in the process..
  • Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Reference Check (Recruiters Only)

  • Proceed to Reference Check - Hiring Manager may use this status to signal the recruiter to kick off reference checks.
  • Sent to Candidate - Recruiter will initiate the reference check for candidates indicated by the Hiring Manager or Assistant, and supported by the required matrix.
  • In Progress - System generated status indicating that the candidate has provided information for their references and the check is in progress.
  • Completed - System generated status indicating that the references for the candidate have provided their feedback for the candidate and the Reference Check Report is available.  Recruiter will get the report and send it to the Hiring Manager or Assistant.  This report is confidential and cannot be released to the candidate or others not associated with the search.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Pre-Offer (Requires Approval)

  • Candidate Selection Under Hiring Manager Review - Final Candidate Selection is currently being deliberated by the Hiring Manager or Assistant.  No offers can be made at this stage.  The Hiring Manager or Assistant MUST provide their final and complete matrix to HR for a comprehensive review.  See next step.
  • Final Candidate Submitted for Approval - Hiring Manager or Assistant have marked the final candidate(s) for review/approval.  Hiring Manager or Assistant MUST provide their final and complete matrix for a final review and approval.
  • Final Candidate Approved - Final review and approvals are complete and the Hiring Manager or Assistant has received confirmation from the Recruiter to move forward with VERBAL negotiations.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Verbal Offer

  • Verbal Offer to be Made - Hiring Manager or Assistant may make the verbal offer and/or indicates that a verbal offer has been made to the top candidate.
  • Verbal Offer Accepted - Hiring Manager or Assistant indicates the verbal offer has been accepted by the top candidate.
  • Proceed to Written Offer - Hiring Manager or Assistant may use this status to signal to the recruiter that they are ready to kick off the background check and start the written offer process.
  • Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Background Check

  • Proceed to Background Check -The Hiring Manager or Assistant may use this status to signal to the recruiter to kick off a background check.
  • Background Check Initiated - The recruiter has initiated the background check process.  The candidate has received an email to initiate this step with detailed instructions.  Email comes from our 3rd party vendor: Sterling Talent Solutions.
  • Background Check Pending - The candidate has provided the necessary information and their check is currently in progress
  • Background Check Complete - The background check is completed and pending review from the appropriate Recruiter.  Once reviewed, the recruiter will either contact the department or finalize the hire.
  • Rejected by Employer - Hiring Manager or Assistant marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Hiring Manager or Assistant marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Offer

  • To be Created - Hiring Manager will initiate and create the offer.  This offer will go to the Recruiter (once SAVED) for a final review.  The Recruiter will submit the offer for approvals.
  • Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager or Assistant will view the comments in the progress history tab and reach out to the Recruiter if necessary.
  • Has Declined - The top candidate has declined the offer.
  • Draft - The offer has been drafted by the Hiring Manager.  The offer has NOT been submitted for review or approval at this time.
  • Approval in Progress - The offer approval is currently in progress and is pending one or more approvers.
  • Approved - The offer has been approved.  Next available action is for the Recruiter to extend the offer to the candidate.
  • Extended - The recruiter has extended the offer to the candidate.  The candidate MUST review and electronically accept the offer.  Instructions are emailed to them.
  • Accepted - Offer has been accepted by candidate.  The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
  • Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing.  Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker".  they will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.

Non-Benefited Requisition - Candidate Step & Status Details

Work Study Eligibility Check (for Work Study positions only) - Hiring Managers will NOT be able to see anyone in these statuses.  The will only see those that have passed the eligibility check and may be moved forward in the hiring process for Work Study.

  • Work Study Eligibility to be Verified- Candidate has applied to the job.  The system will automatically run an eligibility check via Banner integration.
  • Work Study Failed Screen - System eligibility check has run and the student either has not been awarded work study for the term selected, or there is a potential data entry error in the W# or other entered information.  Hiring Manager or Assistant will not see anyone that is indicated as not eligible.
  • Work Study Passed Screen - Candidate is confirmed as work study eligible and may proceed in the work study hiring process.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Work Study Eligible - Candidates have passed the Banner eligibility check and are available for Hiring Managers and Assistants to view.

  • Hiring Manager to be Reviewed- Hiring Manager or Assistant may review the application to see if qualifications are in line with the posted position.
  • Proceed to Interview - Hiring Manager or Assistant indicates that the candidate will be moved forward to the Interview stage.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Screen

  • To be Reviewed by Hiring Manager- Hiring Manager or Assistant may review the application to see if qualifications are in line with the posted position.
  • Proceed to Interview - Hiring Manager or Assistant have marked candidates indicating which are moving forward for a 1st round interview.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Interview

  • Interview to be Scheduled - Hiring Manager or Assistant may schedule or indicates they are scheduling interviews.
  • Interview Scheduled - Hiring Manager or Assistant indicates interviews are scheduled.
  • Interview Successful - Hiring Manager or Assistant indicates the completed interview was deemed successful and the hiring manager wants to move forward with the process.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Background Check

  • Proceed to Background Check - Hiring Manager or Assistant may use this status to signal to the recruiter to kick off a background check, if required.
  • Background Check Initiated - The recruiter has initiated the background check process.  The candidate has received an email to initiate this step with detailed instructions.  Email comes from our 3rd party vendor: Sterling Talent Solutions.
  • Background Check Pending- The candidate has provided the necessary information and their check is currently in progress
  • Background Check Complete - The background check is completed and pending review from the appropriate Recruiter.  Once reviewed, the recruiter will either contact the department or finalize the hire.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Offer

  • To be Created- Hiring Manager will initiate and create the offer.  This offer will go to the Recruiter (once SAVED) for a final review.  The Recruiter will submit the offer for approvals.
  • Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager or Assistant will view the comments in the progress history tab and reach out to the Recruiter if necessary.
  • Has Declined - The top candidate has declined the offer.
  • Draft - The offer has been drafted by the Hiring Manager or Assistant.  The offer has NOT been submitted for review or approval at this time.  The recruiter must review, finalize and submit the offer.
  • Approval in Progress - The offer approval is currently in progress and is pending one or more approvers.
  • Approved - The offer has been approved.  Next available action is for the Recruiter to extend the offer to the candidate.
  • Extended - The recruiter has extended the offer to the candidate.  The candidate MUST review and electronically accept the offer (this applied to Work Study and Temporary Lecturers - all other offers are accepted automatically.  Instructions are provided by email to the candidate.
  • Accepted - Offer has been accepted by candidate.  The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
  • Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing.  Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker".  they will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.

Graduate Assistant Requisition - Candidate Step & Status Details

GA New

  • GA Eligibility to be Verified - In the status, the system will automatically run an eligibility check. Program information, degree level and courses registered for will appear in the candidate file.  Upon completion of the eligibility check, the system will automatically update the candidate's status to "Under Review - Academic Affairs".
  • Eligibility Passed - Automatic system review may indicate in the Progress notes that the candidate passed the eligibility check.
  • Eligibility Failed - Automatic system review may indicate in the Progress notes that the candidate passed the eligibility check.  This will be further reviewed by Graduate Education in Academic Affairs.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Academic Affairs Review - a review of all Graduate Assistants being hired is completed by Michele Peck from Graduate Education.  Hiring Managers shall not move anyone in a GA status - as they are automatically brought through the process by either the system, Michele Peck and/or a Recruiter.

  • Under Review - Academic Affairs - This hire is pending review by AA/Graduate Education.  Michele Peck will perform her review and pass the candidate through appropriately - if there are any issues, she will reach out to the Hiring Manager or Assistant.
  • GA Passed Academic Affairs Screen- Graduate Education has deemed this hire approved to move forward.  Once in this status, the recruiter is signaled to work with the Hiring Manager or Assistant to move forward with the Offer process.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Offer

  • Offer to be Created- Hiring Manager will initiate and create the offer.  This offer will go to the Recruiter (once SAVED) for a final review.  The Recruiter will submit the offer for approvals.
  • Rejected - An approver on the offer workflow/approval chain has rejected the offer for some reason - The Hiring Manager will view the comments in the progress history and reach out to the Recruiter if necessary.
  • Has Declined - The top candidate has declined the offer.
  • Draft - The offer has been drafted by the Hiring Manager or Assistant.  The offer has NOT been submitted for review or approval at this time.
  • Approval in Progress - Current Business Process does NOT require system approvals for a GA Offer.
  • Approved - Current Business Process does NOT require system approvals for a GA Offer.
  • Extended - The recruiter has extended the offer to the candidate.  The GA Offer is automatically accepted, the candidate does NOT have to take any action.
  • Accepted - Offer has been accepted on behalf of the candidate by the recruiter.  The next available step is for the recruiter to either finalize the hire, proceed to the 2nd pass if SSN/DOB/Gender is missing or initiate a background check if required.
  • Refused - The offer has been refused by the candidate and is possibly in negotiations with the Hiring Manager or Assistant.
  • Rejected by Employer - Recruiter marks candidate that is no longer being considered.
  • Withdrawn by Candidate - Recruiter marks candidate that has withdrawn from consideration. Candidate may also withdraw themselves from consideration.

Move to HR (Recruiters Only) - This action is only available to Recruiters and submits the hire to HR Core for processing.  Once a hire has been "Moved to HR", they will go through an overnight feed that will provide them security to WyoCloud as a "Pending Worker".  they will be able to obtain UW login credentials, login to WyoCloud and go through basic tasks related to Onboarding.

Thu, 20 Jun 2019 11:17:00 -0500 en text/html https://www.uwyo.edu/hr/hiring-toolkit/where-is-my-candidate-at-in-the-process.html
Killexams : 13 Tips For HR Leaders To Create A Seamless Job Search Experience For Potential Candidates

A company may sometimes connect with a social media career site to list opportunities for candidates that fit their profile of what they need. While this may seem smooth and painless, some sites are not up to date with the company's available career opportunities and that can cause some confusion. This can affect companies in a negative way due to those candidates receiving emails or messages saying the job is no longer available.

Companies can struggle to recover from this when they don't understand how to fix it and update the jobs they are recruiting for. Here, 13 Forbes Human Resources Council members share tips that can help regain traffic for companies that go through these discrepancies.

1. Consolidate Your Content

Make it easy for candidates by consolidating the distribution of your content and taking advantage of technology to superpower your work environment. Use automation tools to help you post your posters in multiple locations simultaneously (your website and social media account for example) in one step. This will mitigate your workload by reducing the number of steps you take to post to various locations. - Joseph Soares, IBPROM Corp.

2. Look Into Internal And External Sources

There is a need to transition the mindset and mechanics of talent management from looking at only decisions to buy talent but also building and boosting talent internally. This is best done if you look at internal and external sources of people being in a talent marketplace—and use skills as the currency to decide the best fit-for-purpose candidate for the available role. - Prithvi Singh Shergill, entomo

3. Create A Great Candidate Experience

An engaging, robust employer brand is fundamental to attracting top talent. Many companies attempt to build an online presence by investing in these sites without a goal or an executable roadmap. These third-party sites are simply a vehicle to drive brand awareness through their extensive network. Companies must focus on creating an engaging candidate experience at the career-site level. - Sara Fatima, Verifone

4. Work Closely With Publishers

Working closely with many clients (direct employers, staffing agencies, etc.), companies control the jobs listed on their company career sites carefully. The disconnect happens when jobs are sent to publishers, then scraped and republished. We've also seen instances where external job sites even add content. In such cases, organizations need to work with publishers to ensure accuracy. - Kshitij Jain, Joveo


Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?


5. Complete Audits For Your Website

Have your organization's web development team perform a complete audit of your website's SEO to see where your traffic is coming from and ensure you're implementing best practices to appear in your desired search results. Then, walk through the application process and UX/UI to ensure the technical aspects align with your candidate experience goals. - Patrick Donegan, SEI

6. Mention The Company Story

Keeping these pages up to date is paramount to attracting talent, but beyond that, they should articulate your company story and mission to attract like-minded people. You want to find applicants that care about your values, so detailing what it’s like to be on the team, as well as day-to-day work and long-term career path for each open position helps build the strongest team. - David Tripp, Sage Dental

7. Offer Consideration For Other Roles

When candidates attempt to apply for jobs that are no longer open, there are two options to mitigate frustration. First, offer them other job adverts or suggestions for teams to explore. Secondly, offer them the option of submitting their details for consideration for future roles like that one—and follow up so that they believe they are being considered for other things - Bontle Senne, TymeGlobal

8. Enable One-Click Apply

Overall, you want as much visibility to your job postings as possible. The company careers page should be the “landing page” for all career-related content. Having one place to keep job openings allows third-party sites to scrap your postings for additional visibility. Lastly, enabling and leveraging one-click apply will allow for a good candidate experience. - Elizabeth Corey, Velosio

9. Do Quarterly Business Reviews

Holding regular check-ins or QBRs with third-party providers is a good way to gain insights into your content and traffic, as well as benchmark against trends in the broader landscape. I have found this to be a useful motion in aligning brand assets and amplifying your value proposition in the talent market. - Megan Barbier, Jumio

10. Use An Applicant Tracking Platform

One tip to help HR managers create a more seamless user experience is to utilize an applicant tracking platform that can manage and update job postings across various sites, including the company's website. It is also critical for HR managers to update their company careers page with the latest in employee testimonials and references. - Mark Sinatra, AspenHR

11. Develop Your Employer's Brand

One of the most important efforts that doesn't get the attention from HR and talent managers that it deserves is intentionally developing your employer's brand. If not, you are missing the mark and the talent! Your online presence, including your website, third-party sites and social media, all have to be aligned and working together to attract, engage and retain the best employees. - Bernadette Robertson, GLIDE Foundation

12. Use At-A-Glance Recruitment

Fast, at-a-glance recruitment list on company platforms is a quick way for people to get the most up-to-date information. The newer generations love social media, so having that list posted weekly on Facebook, Instagram, LinkedIn company pages, etc. could prove beneficial. Candidates will also be more forgiving of the out-of-date info on third-party sites when they can get it from the company page. - Tiersa Smith-Hall, The Hartling Group

13. Do Not Post Any New Ads

For open positions, do not run ads as recurring for more than 30 days. Often, great candidates get lost in the shuffle due to the immediate influx of resumes received by posting a new ad. If you close the ad and repost it after 30 days, it gives candidates that you may have missed an opportunity to reapply. Most importantly, it also moves the ad to the top of the search query on job board sites. - JacLyn Pagnotta, Allied Partners

Wed, 21 Sep 2022 05:30:00 -0500 Expert Panel® en text/html https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/09/21/13-tips-for-hr-leaders-to-create-a-seamless-job-search-experience-for-potential-candidates/
Killexams : Resource-Full Alaska PAC Contributions to Federal Candidates

This PAC didn't make any contributions to federal candidates in the 2022 election cycle.

Based on data released by the Federal Election Commission on September 22, 2022.

NOTE: Negative numbers may result from PACs making a contribution in one cycle and receiving a refund in a subsequent cycle.

Feel free to distribute or cite this material, but please credit OpenSecrets. For permission to reprint for commercial uses, such as textbooks, contact OpenSecrets: info[at]crp.org

Sun, 18 Sep 2022 22:03:00 -0500 en text/html https://www.opensecrets.org/political-action-committees-pacs/resource-full-alaska/c00756064/candidate-recipients/2022
Killexams : Range Resources (RRC) Reports Next Week: Wall Street Expects Earnings Growth No result found, try new keyword!The market expects Range Resources (RRC) to deliver a year-over-year increase in earnings on higher revenues when it reports results for the quarter ended September 2022. This widely-known consensus ... Mon, 17 Oct 2022 02:00:00 -0500 text/html https://www.nasdaq.com/articles/range-resources-rrc-reports-next-week%3A-wall-street-expects-earnings-growth-0 Killexams : Texas candidate says local tax dollars going toward Biden's border 'failure': 'We have limited resources'

El Paso County is expected to open a new, multimillion-dollar migrant processing center to mitigate the current influx as Biden's border crisis rages on.  

El Paso County judge candidate Guadalupe Giner called out President Biden Monday on "Fox & Friends First," calling the move a "Band-Aid" as the southern border remains inundated with illegal immigrants. 

"The problem is that the federal government isn't being held accountable," Giner told co-host Carley Shimkus. "And so our local leaders are bussing now, processing, using local taxpayer money, but I never hear them trying to hold the federal government accountable."

HOUSE REPUBLICANS SOUND ALARM OVER REPORT VENEZUELA IS SENDING VIOLENT CRIMINALS TO US BORDER

"These are Band-Aids, Carly," she continued. "This is not going to fix anything. This is going to continue. So the fix is secure the border and all of this will stop."

The $6.8 million processing center could open as soon as early this month, and will be located near the airport. 

Immigration is at the top of the ticket this November as a record number of illegal immigrants continue to cross the border.   (John Moore/Getty Images)

The center is expected to operate similarly to the city's Migrant Welcome Center, which helps bus hundreds of people each day to other cities. 

Giner argued the county's tax dollars should not be used to fix a "federal failure," warning another task the county needs will suffer as a result. 

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"That money was earmarked for something specific, and now they're using it to address a federal failure, and that's just not acceptable," she said.

"We're a county that has limited resources, and we're just objecting to the fact that we are using local tax dollars for funding a federal failure, something that the federal government should be taking care of," she said. 

There were more than two million migrant encounters at the southern border in fiscal year 2022, with nearly 200,000 in July alone. 

"I believe that the federal government thinks that the Hispanic community is for illegal immigration, and we are not," Giner said. "And every time I go out and talk to people, they're angry about what's going on. They're concerned about our safety."

Mon, 03 Oct 2022 05:21:00 -0500 Fox News en text/html https://www.foxnews.com/media/texas-candidate-local-tax-dollars-going-fix-bidens-border-failure-limited-resources
Killexams : 11 Passive Recruiting Strategies To Help Employers Land The Right Candidates

To make the talent search and interviewing process a lot less overwhelming, HR leaders and hiring managers should never downplay the idea of reaching out to individuals who seem perfectly content at their current jobs.

Attracting the top candidates, who exceed the job requirements, is much easier to achieve through passive recruitment techniques, because it's less likely that they are actively looking, so it means there is less competition for the company to deal with if they want to make an offer.

For HR leaders interested in updating their talent acquisition methods, here are 11 practical and cost-effective ideas to intrigue and recruit passive candidates all year round, courtesy of a panel of experts from Forbes Human Resources Council.

1. Create Evergreen Social Media Posts

Placing evergreen social media posts on the LinkedIn platform can be very effective. LinkedIn is a popular platform for searching for jobs. In our company's case, an attractive and evergreen social media post with a live career link attracts LinkedIn followers to our LinkedIn homepage, jobseekers to our career page and partnering agencies to our HR department. - Nichelle Cole, Topa Insurance

2. Conduct Stay Interviews

Ensuring you have the best employee experience is key to recruiting so you can actually walk that employer branding talk! My best-kept secret is to conduct stay interviews. Don't wait for somebody to resign to ask them what you could have done differently. During their time with the company, ask them what—as a company and as a leader, you should start, stop and continue doing. Then you act and follow up. - Sophia Nardelli, Bath Fitter

3. Hire A Candidate Sourcing Firm

To find quality passive candidates at the professional level and above, most companies rely on using retained or contingency search firms. A more efficient and effective alternative is to use a candidate sourcing company. Candidate sourcing companies can provide interested and qualified candidates at a fraction of the cost of a traditional search firm. - David Windley, IQTalent

4. Host A Special Event

Consider a learning and development-focused event where passive candidates can benchmark their skills and get feedback on a work product they might not usually get. These events can be fun, promote a supportive employment brand and be easily shareable on social media or through employee referrals. - Neil Morelli, Codility


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5. Promote The Company Culture, Mission And Impact

The most practical approach to passive recruiting is prioritizing external communications, such as sharing glimpses of your company culture and mission on social media, as well as the impact your company is having on its customers, industry recognition and workplace benefits, to build your reputation among passive candidates. - Neha Mirchandani, BrightPlan

6. Offer An Internship Program

Establishing an internship program with local universities can be helpful. By creating and keeping a connection with university staff and providing quality internship opportunities to their students, employers create two passive recruiting opportunities with the university, alumni and with interns as they enter the workforce. - Amie Courtney, Cranberry Township

7. Plan An Open House

Host an open house evening at the headquarters where candidates can meet employees, hiring managers and the recruitment team while having casual conversations in the office environment. The goal is to create a relaxed environment and engage in productive conversation to identify critical competencies like curiosity, motivation, intellect or other characteristics that might be able to contribute to the company's team. - Caroline Faulds, Canada Pooch

8. Recruit Employee Ambassadors

Build employee ambassadors and a strong employer brand. Companies that have a strong web and social media presence, good branding and positive reviews are more likely to attract the attention of a passive candidate. If a potential hire can see genuine engagement from existing employees, they will find your organization and opportunity more attractive. - Sarika Lamont, EverCommerce

9. Consider Candidates Under An External Succession Plan

Tier one companies adopt two succession planning lists. One is internally facing, which emphasizes the three components of potential, performance and readiness. The second is externally facing, which targets candidates that would be considered if a critical role opened for a non-employee. The best approach is to passively connect with individuals listed on the external succession plan. - David Swanagon, PPG Industries

10. Reach Out To Alumni

Keep track of your alumni. Connect with them through social media with updates on the company, and invite them to company events. They know what it takes to succeed at your company and those who show engagement are typically eager to do a "take two" or refer someone. It can be a huge draw for the right people, and their comeback signals your open culture. It's a win-win overall! - Sonali Damle, Innovaccer Inc

11. Ask For Referrals

Start with referrals. Nothing is better than bringing in people who your own people are willing to vouch and take accountability for. What's even better is to reward your existing staff who refer folks. It always works - Ruchi Kulhari, Coforge Limited

Thu, 22 Sep 2022 00:23:00 -0500 Expert Panel® en text/html https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/09/22/11-passive-recruiting-strategies-to-help-employers-land-the-right-candidates/
Killexams : Do debates between candidates actually matter?

“The 360” shows you diverse perspectives on the day’s top stories and debates.

What’s happening

For much of modern American history, debates have been seen as a more or less essential part of any major political campaign. As much as candidates might squabble over the details ahead of time or claim they were mistreated after the fact, it was broadly assumed that they would at some point — or, frequently, more than once — meet in a formal face-off in front of the voters.

But that tradition has eroded over recent election cycles to the point where it’s become a genuine question whether some of the most important races in this year’s midterms might feature any debates at all. In state after state, candidates have been squabbling over the timing, circumstances and number of debates.

The debate over debates has been a central theme in Senate races in two of the most closely watched current contests. In Pennsylvania, Republican Senate candidate Mehmet Oz has repeatedly accused his Democratic opponent, John Fetterman, who suffered a stroke in May, of trying to avoid debates. A similar dynamic is happening in Georgia, but with the party affiliations reversed. Incumbent Democratic Sen. Raphael Warnock had called out GOP challenger Herschel Walker for “dodging” several debate opportunities before the two campaigns came to an agreement on a single date next month. Both Fetterman and Walker eventually agreed to debate at least once.

The debate issue has emerged in a number of other races across the country. In Missouri, the Republican Senate candidate was a no-show at a candidate forum last week. It’s still unclear whether there will be any debates in the race for Pennsylvania governor. GOP candidate Doug Mastriano, who was at the Capitol during the Jan. 6 assault, has refused to participate in a traditional debate with an independent moderator. One key contest that definitely won’t include a debate is for governor of Arizona. Democrat Katie Hobbs has said she won’t debate “conspiracy theorist” Kari Lake, a Republican who has enthusiastically endorsed former President Trump’s lies about the 2020 presidential election.

Why there’s controversy

There are a number of theories for why candidates have become increasingly skeptical of debates, including a belief that the potential risks of gaffes greatly outweigh the rewards of a strong performance and the lack of perceived consequences for skipping them. Some also point to the GOP’s general rejection of the mainstream media, which typically provides a platform for political debates.

There’s also disagreement over whether this trend really matters. Debate advocates say the events offer a critical opportunity for voters to learn about the candidates and their policy positions outside of hyper-calculated campaign ads and stump speeches. They say debates can serve as a proving ground for those who voters may have questions about the aspiring politicians’ fitness for office. Many also worry that the decline in debates is a troubling symptom of a much broader shift in which lawmakers increasingly feel they don’t have to be accountable to the people they represent.

But others make the case that it doesn’t really matter whether candidates debate in person. They point to a significant body of research that suggests debate performance has little to no effect on the results of even close races. Some also argue that skill at debating is in no way representative of how someone will perform in public office.

What’s next

Debates have been scheduled in many of the high-profile Senate races across the country, all of them set to be held in October. It remains to be seen whether those events actually take place and whether they’ll play any role in deciding which party controls Congress for the next two years.

Perspectives

Healthy debates make a healthy democracy

“The value of debating in a democracy shouldn’t be understated. It’s a proven part of the process that helps voters become informed and make decisions on who is best to represent them in government. Voters deserve to know where candidates stand on certain issues, and debates and candidate forums are one of the best tools we have.” — Geoff Foster, executive director of Common Cause Massachusetts, to WGBH

Debates aren’t as enlightening for voters as many seem to think

“There’s not a lot of evidence we learn that much from debates in terms of policy content because the people who tend to watch debates are those who know a lot about the candidate and are tuning in to see their candidate win the same way you watch a sports game.” — Megan Goldberg, political scientist, to KCRG

Voters deserve a chance to see candidates as they really are

“The knock on debates is no one cares about them except the press. That they’re purely platforms for media outlets and media members. But they are more than that. They can show a candidate’s demeanor and temperament. How a candidate responds when challenged. They supply voters the chance to hear candidate views. In their own words. In real time. Not through handlers. Not with press or pundit interruptions.” — John Baer, Penn Live

Good debaters don’t necessarily make good leaders

“There is campaigning, and there is governing. Two different things. … Campaign choices make a big difference, and the public cannot be expected to follow issues as closely as political professionals. And yet … in the end, it is governing that really matters.” — Nelson Morgan, Arizona Republic

Most debates are unimportant, but they can occasionally be decisive in close races

“General-election debates are usually dry affairs for which the competing camps have spent weeks preparing each candidate on how to avoid walking into political traps and rehearsing a few zingers that they hope the media will focus on in their post-mortem stories. But in very close races, small mistakes can prove decisive, or at least knock a campaign in the wrong direction for a few days.” — Paul Kane, Washington Post

Without real punishment for skipping them, a lot of candidates will see debates as unnecessary

“I like debates. I think candidates should do them & they risk bad press by not doing them. But from a campaign's perspective: 1. Debate prep takes a LOT of time 2. On an event with your opponent that rarely moves the needle 3. unless you screw up. So … if it's the case that you can skip debating, and the bad press doesn't matter because voters don't really care, then campaigns have every reason to skip them and spend more time on their own campaign activities.” — Bill Scher, political analyst

The debate over debates allows candidates to distract from issues that really matter

“The debates themselves are shaping up to be major campaign issues. It’s tedious, and it does not serve the voters.” — Editorial, Pittsburgh Post-Gazette

The decline of debates is a sign of how badly partisanship has splintered the country

“I don’t know how much utility they have … on the other hand, I do think it’s just a sad symptom of where we are in terms of polarization and candidates willingness … to even be in the same space with each other and talk about the same issues. It feels a little depressing to me.” — Amelia Thomson-Deveaux, FiveThirtyEight

Debates could play an important role in helping restore civility to U.S. politics

“I am hopeful we can get back to the ideal of debate, which allows citizens to be informed on the issues they need to confront. We are in a serious crisis of democracy, and we need to be able to figure out how to disagree without moving into the language of civil war.” — Tom Hollihan, political communication researcher, to U.S. News & World Report

Is there a syllabu you’d like to see covered in “The 360”? Send your suggestions to the360@yahoonews.com.

Photo illustration: Yahoo News; photos: Getty Images

Mon, 19 Sep 2022 03:32:00 -0500 en-US text/html https://www.aol.com/news/debates-between-candidates-actually-matter-152103247.html
Killexams : How should Republicans answer questions about abortion? Stand firm on the side of life

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Thu, 22 Sep 2022 14:50:00 -0500 en-US text/html https://www.usatoday.com/story/opinion/2022/09/19/how-republicans-should-handle-abortion-questions/10385756002/
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