Training

Talent Acquisition Masterclass Certification

Engage Untapped Talent to Build Your Talent Pipeline

Discover the ROI your organization can leverage by branding and operating your business as an untapped talent inclusive employer.

From the convenience of your office, experience face-to-face learning in a series of two hour virtual sessions. This is ideal for fast-paced business leaders, HR professionals and anyone in the organization responsible for hiring and building high performing individuals and teams. This training is essential for any organization that wants to attract and retain talent and grow their business to the next level. 

Each session of the series will give you immediately actionable steps and tools to apply the learning and develop strategic action plans with measurable outcomes that support ongoing talent engagement, increased productivity, reduced turnover, and increased customer retention.

This is a business essential training for any organization that wants to strategically grow their business and increase ROI by sustainably attracting and retaining talent, as well as customers and clients.

Each session has been approved for 2.0 SHRM and HRCI recertification credit hours.


Training outline

Day 1: Introduction: Build Your Talent Pipeline

Sherrill Curtis, SHRM, Curtis Group, LLC

Discover the ROI your organization can leverage by branding and operating your business as an untapped talent inclusive employer.

Learn how to provide solutions to your hiring challenges through inclusive hiring practices that promote and cultivate your brand and business growth. We will discuss how to reconstruct traditional sourcing methods, job descriptions, advertising, and both candidate and manager engagement, in order to shift to hiring and retention practices that boost the bottom line.  

In this session we will also discuss how to shape and enhance recruiters’ and HR professionals’ comprehension of transferable skills, workforce engagement, and community partnerships, etc.  

This session will give you the tools to: 

  • Identify talent gaps in your business
  • Develop effective (and legally compliant) job descriptions that include rather than exclude untapped talent
  • Understand how to value and apply transferable skills to your job skills and descriptions
  • Curate integrative policies and practices from initial sourcing and hiring through replacement and succession planning
  • Explore easy to access, relevant talent sourcing options that cultivate your talent pipeline
  • Train and develop diverse talent teams to improve innovation and optimize performance
  • Engage with your local community through volunteering and outreach
  • Consult your company leadership on talent acquisition through training and engagement

Day2: Veteran Advocacy - Recruit, Integrate, and Retain Veterans

Sherrill Curtis, SHRM, Curtis Group, LLC

Many employers remain unclear as to how to source, hire and engage military talent in the workplace. Job fairs statistically have fallen short of improving the perception of these high-quality available candidates. Employer online career pages frequently omit targeted veteran branding and, consequently, overlook this valuable talent pool. Employers who want to hire veterans are often left wondering where to find them. Organizations that do hire veterans may overlook the provision of crucial veteran networking services and training for incumbent workers that will ensure the successful assimilation and retention of veteran talent.

Our experts will guide you in shifting your veteran recruitment strategies beyond just military-friendly to military-ready strategies with easily scalable action plans for any size employer. Using case study examples of successful national award-winning workplace practices, participants will learn how to:

  • Present the measurable business case for leveraging veteran talent based on transferable knowledge, skills, abilities, and experience
  • Breakthrough the subtle bias, myths, and perceptions related to post-traumatic stress and military culture
  • Conduct a SWOT analysis (Strengths, Weaknesses Opportunities, Threats) to identify gaps, including training and federal contractor compliance
  • Design an immediately actionable veteran sourcing, hiring, and engagement strategy
  • Brand the business as military-ready-to-hire from website to communications
  • Create a comprehensive grasp of job design and description using an Military Occupations Code translator
  • Design effective interview, performance management, job coaching, and succession programs
  • Develop on-boarding, engagement, and performance management processes that support assimilation, and retention 
  • Identify, curate, and shepherd community as well as regional and national sources to build a veteran talent pipeline
  • Implement Employee Resource Groups and other internal support options 
  • Produce reports with insightful, measurable success in areas of quality hires that translate to increased productivity and reduced turnover. 

Day 3:  Unintentional Bias - How to Identify and Prevent Hiring Bias

Do we all have it and how does it affect our talent pipeline? How bias can unintentionally seep into the hiring, training, and retention processes and what to do to prevent it.

Sonia Johnson, Esq., Society for Employee Relations

How do you ensure that your organization’s culture is free of discrimination? Through training and coaching, you can ensure compliance to non-discriminatory practices.  However, HR departments must also ensure the absence of a more subtle form of discrimination: unintentional bias. 

Unintentional bias is difficult to identify and can foil an effective recruitment process. Beyond choosing the ‘like me’ candidates during interview and selection process, unintentional bias may appear at other touch points throughout the employment cycle. It can creep into a workplace when hiring, promoting, training or releasing a team member. It also can occur subtly – when assigning projects, mentoring, or engaging in non-work activities. In meetings, a single subtle bias signal can negatively shift the tone of work relationships in an instant. 

Whether your business is a single location, family-owned, multi-branch, regional, national or global organization, this training provides insights to enhance awareness of subtle bias and action steps in how to recognize and prevent it.

Our Diversity & Inclusion expert will help employers:

  • Recognize the nuance of language and behaviors that shift organizational culture from exclusive to inclusive
  • Filter and select talent pipelines for knowledge, skills, and abilities without bias 
  • Identify existing and potential biases that affect individual or team performance
  • Create compliant job descriptions and interview questions
  • Integrate coaching for effective performance management
  • Develop and shepherd organizational culture that yields collaboration, innovative business solutions, and long-term growth

Day 4 - The Long-Term Unemployed: Overlooked Experience and Value

Instructor: Abby Kohut, Absolutely Abby, Career Coach, Speaker

Businesses succeed when their communities thrive. Recognize the benefits to your businesses and community of engaging experienced talent, including the long-term unemployed. Studies show that long-term unemployed job applicants are frequently overlooked and sometimes excluded from job opportunities—even when they may have identical resumes and skills to other candidates.  

This training will build your ability to:

  • Ensure that advertising and automation tools do not discourage or discriminate against unemployed individuals

  • Review screening and evaluation process so it does not intentionally or inadvertently disadvantage individuals from being considered for a job based solely on their unemployment status

  • Consider hiring “overqualified” applicants assuming that they are able to convince you that they are interested and will stay with your company for at least 5 years

  • Work with talent channels that include the long-term unemployed; attend or create events where the long-term unemployed are present

  • Understand how to cast a broad net and encourage all qualified candidates to consider applying, including the long-term unemployed including workforce and community organizations

  • Learn how to focus on the bona fide occupational requirements and leadership requirements for a given role

  • Promote the real ROI of the upskilled, reskilled and professional experience of the long-term unemployed

Day 5 - People with Disabilities: A Roadmap to Success in Hiring, Inclusion and Retention

Mark Grein, M.W Grein Advisors

Most employers are committed to having a diverse and inclusive workforce that is both composed of talented individuals and reflective of the communities they support. To achieve this, we must tap into the knowledge, skills, and abilities of all individuals, including those with disabilities.

Our expert will offer resources and strategies to successfully hire, retain, and advance employees with disabilities.

This session will help you to:

  • Build a business case for developing a disability-inclusion strategy to get company leadership on board
  • Recruit, accommodate, hire, retain, and include individuals with disabilities.
  • Screen and interview this population
  • Understand Federal laws, regulations, policies, and initiatives that promote an inclusive workplace for people with disabilities.
  • Understand various disabilities including developmental differences, the autism spectrum, physical limitations, and learning disorders
  • Locate internal and external resources to recruit, develop, and retain employees with disabilities.
  • Create an inclusive environment where all can excel
  • Create an action plan to hire, integrate, and retain people with disabilities into your workforce

Day 6 - Opportunity Youth - Value and Branding for Your Organization

Instructor: TDB, Jobs for the Future

Finding employment in any economy is challenging, but imagine being a jobless young person with no experience. Then imagine you don’t have the right education and face other obstacles in your life that make getting that first job seemingly impossible. Nearly five million youth ages 16-24 are not in school and are not working. Finding solutions to re-engage these youth and get them on productive pathways is critical. Companies already involved in youth training and employment programs describe a range of positive outcomes resulting from these activities, including increased employee engagement, customer loyalty, and employee retention.

After attending this session you will walk away with the knowledge and skills to:

  • Help youth find pathways that will lead to productive careers; 
  • Create benefits to the businesses that engage opportunity youth;
  • Create work-based learning opportunities and opportunities for youth to train and advance
  • Improve workplace diversity
  • Implement core competency assessments
  • Develop mentors in your organization
  • Offer soft skills training and coaching
  • Build your community brand

Training sessions include six two-hour virtual training sessions.  

A social media platform is available on LinkedIn so that students and instructors can communicate and continue to develop their inclusive practices.  

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For RTWBC Talent Acquisition Masterclass Certification, You Must Complete All Six Sessions In The Series.

Future Dates Coming Soon.

Click Here To Tell Us Your Preferred Training Dates


Complete Series, 6 sessions - $490

 


 

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About Us

Ready To Work Business Collaborative works cooperatively to help employers develop hiring best practices that target the long-term unemployed, underemployed, people with disabilities, military veterans, and Opportunity Youth.

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