FTCC Online Business Speed Dating

Have you ever heard of speed dating? It’s an opportunity for people to quickly meet a large number of people to potentially date. Attendees are paired with each person attending the session for two minutes. At the end of the two minutes, the people move to their next partner. You can also use this concept as an effective speed meeting icebreaker. The goal? Attendees meet a large number of people in a short period of time, The goal, of course, in speed dating, is to find one or more people with whom you’d like to spend more time on an actual date. Participants exchange names and contact information during the two minutes so that they can connect with the people who appealed to them following the speed dating session. It’s an efficient way for people who are interested in finding a special someone to meet a large number of people quickly in a safe environment.

Speed dating for HR: how to find the right candidate in minutes

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Client: ReDi School. My Role: Facilitator. Finding a job can be tough in a dynamic, competitive market like Germany. This is especially so for new immigrants to the city — struggling with language barriers and cultural differences are just some of the challenges to work. How can a talent agency help you find and integrate on the job?

Cogs saw the incredible work ReDI was doing for young people and with their knowledge of talent shortages for digital jobs across the country, they knew there was space for a brilliant collaboration. It was a huge success.

How Speed Dating Works

The concept allows companies to take part in the event. They have the opportunity to introduce themselves to the participants, allowing them to get to know their culture, colleagues and social life. After the introduction the participants spend 10 minutes with each company to talk about career opportunities and ask any question they would like to. These organized and structured talks are similar to the classical speed dating sessions, they help the participant and companies to get closer to each others mindset.

Our aim is to give a special opportunity to our partners, to achieve visibility on the market and to show a side that is not included in a job ad or career site. This strenghtens the employer branding and opens new ways for companies to build their own talent pools.

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You’ve reached your limit – Register for free now for unlimited access. BY Nicola Middlemiss 28 Jan HR manager Kaitlyn Annaert says speed interviews can save you time while showcasing your company to candidates. She says the Ontario-based company created speed interview events as a way to meet a lot of candidates quickly while cutting down on recruitment time.

When their number is called, they begin the first of four interviews. Each interview lasts only five minutes before a chime sounds, signalling the applicant to move on to the next interview station. The system lets applicants meet the four key influencers from the team while exploring the office environment and talking to current employees. Introduction — Tell me about your job search up until now.

How has it been going, and what have your experiences been like?

Dating at work

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Launched by Human Resources Development at the end of , the The two groups then got to talk to each other during the speed dating and networking.

Automated video interviews allow them to get to know their candidates faster and increase the chances of finding the right match. Starting with the retail industry has become number one in terms of recruitment demand European Vacancy and Executives Report , from the highest number of projected job openings until This means that the number of candidates will steadily grow, putting more pressure from recruiters to hire the right candidates faster. The retail industry is characterized by uneven demand for staff, notably during seasonal conferences peaks.

So retail recruiters have to deal with temporary staffing and conferences recruitment much more than recruiters in any other conferences. As a result, retail recruiters are forced to make quick decisions about an incredibly large number of candidates that have to be hired in a short amount of time. Without a fast and accurate screening conferences, the chances of bad hires increase, leading to high employee turnover.

This obviously is both costly and time-consuming for the recruiters who have to hire new replacements that have to be trained and worked-in again. In conferences to deal with a large volume from candidates, enliven efficiency by selecting the right candidates faster and reduce conferences, more and more retailers are using video events to create an automated selection process focused on enliven on soft skills and personality.

With automated video interviews the recruiters typically spend a right minutes enliven questions for their candidates and can invite a few hundred candidates to the pre-recorded conferences, in one go. The candidates will record their answers from home, at a time that is convenient for them. The recruiters decide how many times the candidates are allowed to redo an answer and how much thinking time they get before answering each question. The average answer per question takes 90 seconds, bringing the entire duration of the interviewing from 7.

Half the time recruiters spend on an average phone interview! This not only guarantees a consistent candidate experience, but it also makes the process fair and objective.

Business Speed Dating & Welcome Back Cocktail !

We optimise the recruitment and selection processes of potential candidates through multiple online and offline channels. We specialise in university profiles, recent graduates, and junior talent for scholarship positions, internships, Graduate Programs, first jobs, and intermediate positions. We conceptualise and execute employer branding strategies and online as well as offline communication campaigns so that companies can connect, attract, recruit, capture, and retain the best junior talent by offering attractive proposals.

We hold employment and career guidance conferences for university candidates and junior graduates, from its conceptualisation to its execution. The objective is to group companies from all sectors that have the need to recruit, connect or activate their Employment Branding.

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Dr John Sullivan June 16, Traditional interviews continue even though no one enjoys them! There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective. Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work not to mention misery and frustration can follow the lead of singles looking for love.

The companies use this process for experienced candidates and for college hires.

Video created by University of Minnesota for the course “Preparing to Manage Human Resources”. Welcome to the first week of this course! This section starts.

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