[ Submitter's Name ] Hank Holiday
[ Submitter's Affiliated Organisation ] Badge List
[ Submitter's Twitter ] @hankish
[ Space ] badges
[ Secondary Space ] exhibit
[ Format ] learning-lab
Description
How can employers use Open Badges to elicit more detailed profiles from job candidates earlier in the hiring process? How can badges save hiring managers time and lead to a better job fit?
Hank Holiday and Benjamin Roome are co-founders of the Open Badge platform Badge List. We’ve designed a new type of hiring process that reorganizes the early stages of a standard recruitment workflow around badges. We will begin this hands-on session by explaining the workflow. Then we will guide everyone through a four-step design process which is being developed in partnership with a global group of employers from many different industries.
This session will be relevant to anyone interested in how to hire high quality candidates in their organization. Everyone should bring a laptop and one or more job descriptions. Everyone will leave with a working Badge List badge group and a draft hiring plan.
Agenda
Here’s how the 60 minute session would flow:
Initial Presentation (10 minutes): We will explain the hiring workflow and then outline the four-step hiring plan design process.
Q&A (5-10 minutes): A roundtable exploration of questions that arise from the presentation.
Hands-on Work (25-30 minutes): Depending on the number of participants we may split into working groups around organization or job type. Then we will all work through the first two steps of the design process and build a plan to complete the second two steps later (the second two steps involve co-workers).
Sharing (10 minutes): Each group (or perhaps each participant depending on total group size) will have a minute or two to share what they produced and surface any questions.
Participants
This session would work at any size. Smaller numbers would allow for more in-depth and personal sharing. With larger numbers we would break organically into working groups around organization or job type. Either way should be quite valuable for everyone.
Outcome
Everyone will leave the session with a working Badge List group populated with draft versions of their hiring badges. They will also leave with an understanding of whether this sort of hiring process would work for their organization and a clear idea of how to move forward.
After the session Hank & Ben will award a completion badge to each participant which will give them access to an online forum where they will be able to discuss their progress and address questions with other employers who have also been through the process. The forum will also allow them to connect with higher ed organizations who are exploring how to use badges to better connect their curricula with employers’ needs
We hope that the continued conversation will facilitate the evolution of new patterns of cooperation between employers and higher ed organizations--maps which translate between academic and corporate languages of learning.
mattdigitalme
commented
8 years ago
[ ID ] 660a714b-11b3-4646-bce0-d40df159db37
[ Submitter's Name ] Hank Holiday [ Submitter's Affiliated Organisation ] Badge List [ Submitter's Twitter ] @hankish
[ Space ] badges [ Secondary Space ] exhibit
[ Format ] learning-lab
Description
How can employers use Open Badges to elicit more detailed profiles from job candidates earlier in the hiring process? How can badges save hiring managers time and lead to a better job fit?
Hank Holiday and Benjamin Roome are co-founders of the Open Badge platform Badge List. We’ve designed a new type of hiring process that reorganizes the early stages of a standard recruitment workflow around badges. We will begin this hands-on session by explaining the workflow. Then we will guide everyone through a four-step design process which is being developed in partnership with a global group of employers from many different industries.
This session will be relevant to anyone interested in how to hire high quality candidates in their organization. Everyone should bring a laptop and one or more job descriptions. Everyone will leave with a working Badge List badge group and a draft hiring plan.
Agenda
Here’s how the 60 minute session would flow:
Initial Presentation (10 minutes): We will explain the hiring workflow and then outline the four-step hiring plan design process.
Q&A (5-10 minutes): A roundtable exploration of questions that arise from the presentation.
Hands-on Work (25-30 minutes): Depending on the number of participants we may split into working groups around organization or job type. Then we will all work through the first two steps of the design process and build a plan to complete the second two steps later (the second two steps involve co-workers).
Sharing (10 minutes): Each group (or perhaps each participant depending on total group size) will have a minute or two to share what they produced and surface any questions.
Participants
This session would work at any size. Smaller numbers would allow for more in-depth and personal sharing. With larger numbers we would break organically into working groups around organization or job type. Either way should be quite valuable for everyone.
Outcome
Everyone will leave the session with a working Badge List group populated with draft versions of their hiring badges. They will also leave with an understanding of whether this sort of hiring process would work for their organization and a clear idea of how to move forward.
After the session Hank & Ben will award a completion badge to each participant which will give them access to an online forum where they will be able to discuss their progress and address questions with other employers who have also been through the process. The forum will also allow them to connect with higher ed organizations who are exploring how to use badges to better connect their curricula with employers’ needs
We hope that the continued conversation will facilitate the evolution of new patterns of cooperation between employers and higher ed organizations--maps which translate between academic and corporate languages of learning.