Tech Summit 2018: Recruiting IT Talent
Recorded On: 08/16/2018
Do you ever find yourself conducting an interview and you think to yourself this is the perfect person and you want to hire them on the spot? Then two months later you start to feel this person is a total stranger? Imagine the impact poor selection has on customer care, irritated coworkers, possible litigation, rehiring costs, a damaged reputation, and let’s not mention, lost sleep. The bad news about interviewing is we often only scratch the surface, not being able to dig deep during a 45-minute period. Therefore, we rely on resumes, appearance, LinkedIn endorsements and references. The good news is there’s a way to dig deep using a behavioral interview technique that allows the candidate to tell you what past accomplishments they want to talk about. Yep, you let them set the agenda. And you drive the conversation further to find out what the candidate did, said, thought, and/or felt to achieve the accomplishment. Past behaviors are the best predictor of future behaviors.
Professional Development Director
Jennifer Crowfoot has joined PPAI as the Director of Professional Development. Jennifer comes to PPAI with over 19 years of learning and professional development experience in a variety of industries focusing on facilitation, curriculum development, adult learning, communications and change management. Jennifer has been recognized by the learning and development community by participating as a speaker and panelist at a number of learning conferences. At the 2008 Perspectives Learning Conference she was the recipient of the Learning Leader of the Year Award, and in 2010 she led her team to receive the Learning in Emerging Business Achievement Award. Jennifer earned her bachelor’s degree in speech communication and master’s degree in educational human development from Texas A&M University. Outside of work Jennifer enjoys spending time as a Girl Scout Leader and running with Team in Training to support the Leukemia and Lymphoma Society.
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