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Sponsored by the Association of College and Research Libraries (ACRL), this one-of-a-kind book demonstrates the best tools, resources, and techniques for discovering, selecting, and integrating interactive open educational resources (OERs) into the teaching and learning process. The author examines many of the best repositories and digital library websites for finding high quality materials, explaining in depth the best practices for effectively searching these repositories and the various methods for evaluating, selecting, and integrating the resources into the instructor’s curriculum and course assignments, as well as the institution’s learning management system.
The use of next-gen recruitment practices for recruiting top talent is a growing trend in today’s hiring community. While social media gets the bulk of the attention, video recruiting is quickly becoming a way to show off your company brand and provide candidates with a candid look into the company culture. Why use online video for recruiting top talent? Because your top talent is attracted to online video. Last year, nearly 800 million people consumed web videos and by 2016 this number is expected to rise to 1.5 billion, according to Cisco. According to a recent study, nearly 46 percent of those who view online videos will seek out participating brands. This means, if your online recruitment video is a hit, half of your audience will at least want to know more about the company. Recruitment videos are also evergreen content, meaning candidates can find value from looking at these videos on your branded career site at any time.
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The phone screen age has been decades-long, but recent research suggests that now may be the age of the video interview. More than 60 percent of companies are currently using video interviews to screen candidates. This is especially important when you consider the findings of a recent survey conducted by Software Advice that suggests candidates prefer video interviews. Forty-seven percent of respondents who have participated in a video interview prefer them to phone interviews, while only 36 percent prefer phone interviews. Why are more and more companies using video interviewing? Why do more candidates prefer video interviews to phone screens? Put simply, phone interviews have become a less efficient way to screen candidates. Let’s take a look at some of the reasons phone screening is slowly going extinct: Phone Screens Don’t Give You A Complete Picture Of A Candidate
Time and again, research has shown that providing a good candidate experience is essential to today’s business strategy. And that’s a claim to which companies like Pinstripe, Shell Oil, Baptist Memorial Health Care and MB Financial Bank can attest. CareerBuilder recently recognized these four companies for Excellence in Applicant Experience and their understanding that every interaction they have with a job candidate counts. These companies know that treating candidates well is more than just about trying to recruit new hires (although that’s a large part of it); they also understand that creating a positive experience for job candidates can effect the company’s employment brand as well as its consumer brand (not to mention its ability to recruit future candidates). In various interviews, representatives from each company shared what they know about creating the experiences that set them apart in the eyes of candidates – and why it matters.
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