Learning and Development
3C offers unique learning opportunities. Here are the course offerings for Talent Acquisition.
A poor hiring decision can cost more than just the recruiting and training costs incurred. Whether you are without a selection process now or want to enhance the one you currently use, this one day course tailored to your specific organization can meet your needs. Course objectives are as follows:
Target audience is anyone who interviewing employment candidates. Can also be delivered as a 2-4 hour refresher. For those not interviewing but participating in the selection process in other ways, a 1 hour orientation to staffing and the legal considerations is available.
This one-hour orientation to talent acquisition and its legal considerations is for those not interviewing but participating in the selection process in other ways. Can be delivered over lunch or as part of a meeting agenda.
Because a poor hiring decision can cost more than just the recruiting and training costs that were spent, our one day course can meet your needs. It is appropriate whether you are currently without a selection process or want to enhance the one you presently use. Course objectives are as follows:
Target audience for the more expanded course is anyone interviewing employment candidates. Can also be delivered as a 2-4 hour refresher.
“You made the class fun and interesting. I am much better prepared to interview candidates now.”
An overview of a talent review process. Topics covered are preparing for a talent review, having the discussion, succession planning, critical position identification, and post-discussion action planning.
Hiring college students as interns or graduates as new employees can be an effective strategic staffing move. You may also want to breathe new life into your current program, especially if you are not receiving the return on investment you seek. Learn about best practices, selecting your campuses, enhancing your reputation, and more.
Routinely conducts new hire and exit interviews to provide client with positive and developmental feedback on its work practices and environment.
Served as HR generalist for an HR Director on sabbatical. Engagement included employee communications, staffing, assisting leaders with performance issues and promotions, and creating action plans as a result of employee engagement survey data. Completed similar engagements for departments while recruiting to fill open positions.
“It has been a great pleasure working with you this year. I feel we have come a long way in making [this] a great workplace that values people’s contributions. I am particularly pleased with the work you have assisted us with in assuring consistency in policy and encouraging a culture where fairness, integrity and diversity are expected, valued and delivered.”
"You really helped me through a difficult time. You provided useful ideas and strategies."
“Thank you for giving me some valuable tips on handling future interviews and my job search.”
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