Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
If you need to:
* Benchmark your employees’ packages and salaries with similar jobs in the market to know where you stand.
* Link your company pay to your employee performance.
* Organize your training efforts and ensure it is business related.
* Identify your talents, assess their development needs and build succession plans.
* Design an incentive/bonus plan to drive your employees performance.
* Develop effective job description, on which you will be able to base other HR processes, i.e. recruitment, performance management …etc.
* Outsource the full range of HR management function.
* Interview only the right candidates by outsourcing your advertising and screening campaigns.
* Save valuable management time to focus on more strategic matters.
* Reduce employee turnover and improve retention.
* Create a learning organization.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
If you need to:
* Benchmark your employees’ packages and salaries with similar jobs in the market to know where you stand.
* Link your company pay to your employee performance.
* Organize your training efforts and ensure it is business related.
* Identify your talents, assess their development needs and build succession plans.
* Design an incentive/bonus plan to drive your employees performance.
* Develop effective job description, on which you will be able to base other HR processes, i.e. recruitment, performance management …etc.
* Outsource the full range of HR management function.
* Interview only the right candidates by outsourcing your advertising and screening campaigns.
* Save valuable management time to focus on more strategic matters.
* Reduce employee turnover and improve retention.
* Create a learning organization.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Are you an HR manager and looking for a PPT on recruitment proposal? SlideTeam has come up with content-ready recruitment proposal PowerPoint presentation slides. Our readymade hiring proposal presentation template guides you to have clear and significant selection criteria which will further help to avoid bias. These predesigned onboarding process PPT presentation templates outline key management, services, current vacancies, recruitment sources, job description, recruitment funnel, enrollment tracker and hiring budget. Our human resources management proposal presentation PPT will help to implement various creative recruitment strategies. This staffing plan PowerPoint presentation has been designed by highly qualified designers and researched by researchers from top-tier management firms. Our screening mechanism presentation slides will aid you to recruit talent for your company more efficiently. These HR consulting PowerPoint slides can also be used for recruitment process outsourcing, application tracking system, recruitment plan, employee selection process, employment strategy plan, and many more. So, do not delay and quickly download our recruitment proposal presentation slides.Give glory where due with our Recruitment Proposal Powerpoint Presentation Slides. Extol the excellence of your colleagues. https://bit.ly/3kcDnYj
The thoughtful development of a recruitment strategy is critical to maximizing the value of your recruitment activities.Hiring talented individuals is critical to an organization’s success.
We offer a effective model which identifies key factors:
• Identifying who should be recruited.
• Reaching targeted individuals.
• Determining the best timing for recruitment.
• Designing a recruitment message.
• Planning an organizational site visit.
• Evaluating past recruitment efforts.
• Managing the entire recruitment operation.
Allow us to show you how we can add value to your organizational with our client partnership program. Contact us at info@shaneshataylor.com for more details.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Technical support manager performance appraisallilyevans532
Technical support manager job description,Technical support manager goals & objectives,Technical support manager KPIs & KRAs,Technical support manager self appraisal
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
This presentation gives you a better understanding of what top talent value, and how to use this information to attract and keep them at your organization. Topics covered include:
- How to determine if candidate is a cultural fit
- Hiring to your top competencies and company core values
- The difference between coaching and mentoring when developing your top talent
- Importance of listening and providing feedback to your top talent
- Best practices for rewarding and recognizing your top talent
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
Performance Management And Evaluation for IT Professionals: A Study on GoogleMinhas Kamal
Performance management and evaluation for it professionals: a study on google.
Presented in 2nd year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Business development assistant performance appraisalcristianbill19
Business development assistant job description,Business development assistant goals & objectives,Business development assistant KPIs & KRAs,Business development assistant self appraisal
Presented at Interaction Intranet conference. London September 2015.
Sam Marshall ClearBox Consulting.
Digital Workplaces should be driven by an employee-centred view. Here I present a manifesto for what typical matters to them, arguing that the technology to serve these needs over time will evolve, but the needs themselves are more enduring.
Employee Engagement - meaning, Benefits of Employee Engagement, Process of Employee Engagement, Engaged Employees, Not Engaged Employees, Actively Disengaged Employees, 3 C Components of Employee Engagement - Career, Competence, Care, Strategies of Employee Engagement
Are you an HR manager and looking for a PPT on recruitment proposal? SlideTeam has come up with content-ready recruitment proposal PowerPoint presentation slides. Our readymade hiring proposal presentation template guides you to have clear and significant selection criteria which will further help to avoid bias. These predesigned onboarding process PPT presentation templates outline key management, services, current vacancies, recruitment sources, job description, recruitment funnel, enrollment tracker and hiring budget. Our human resources management proposal presentation PPT will help to implement various creative recruitment strategies. This staffing plan PowerPoint presentation has been designed by highly qualified designers and researched by researchers from top-tier management firms. Our screening mechanism presentation slides will aid you to recruit talent for your company more efficiently. These HR consulting PowerPoint slides can also be used for recruitment process outsourcing, application tracking system, recruitment plan, employee selection process, employment strategy plan, and many more. So, do not delay and quickly download our recruitment proposal presentation slides.Give glory where due with our Recruitment Proposal Powerpoint Presentation Slides. Extol the excellence of your colleagues. https://bit.ly/3kcDnYj
The thoughtful development of a recruitment strategy is critical to maximizing the value of your recruitment activities.Hiring talented individuals is critical to an organization’s success.
We offer a effective model which identifies key factors:
• Identifying who should be recruited.
• Reaching targeted individuals.
• Determining the best timing for recruitment.
• Designing a recruitment message.
• Planning an organizational site visit.
• Evaluating past recruitment efforts.
• Managing the entire recruitment operation.
Allow us to show you how we can add value to your organizational with our client partnership program. Contact us at info@shaneshataylor.com for more details.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Technical support manager performance appraisallilyevans532
Technical support manager job description,Technical support manager goals & objectives,Technical support manager KPIs & KRAs,Technical support manager self appraisal
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
This presentation gives you a better understanding of what top talent value, and how to use this information to attract and keep them at your organization. Topics covered include:
- How to determine if candidate is a cultural fit
- Hiring to your top competencies and company core values
- The difference between coaching and mentoring when developing your top talent
- Importance of listening and providing feedback to your top talent
- Best practices for rewarding and recognizing your top talent
Simply Irresistible: Engaging the 21st Century WorkforceJosh Bersin
Josh Bersin's keynote presentation on the Simply Irresistible Organization, a new and expanded way of thinking about employee engagement and building a people-centric company.
Performance Management And Evaluation for IT Professionals: A Study on GoogleMinhas Kamal
Performance management and evaluation for it professionals: a study on google.
Presented in 2nd year of Bachelor of Science in Software Engineering (BSSE) course at Institute of Information Technology, University of Dhaka (IIT, DU).
Striving to make succession planning 2x faster? Aiming to bring the risk of promoting the wrong person to 0? Or targeting to be a future-proof organization by identifying skill gaps and training needs early on?
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Business development assistant performance appraisalcristianbill19
Business development assistant job description,Business development assistant goals & objectives,Business development assistant KPIs & KRAs,Business development assistant self appraisal
Presented at Interaction Intranet conference. London September 2015.
Sam Marshall ClearBox Consulting.
Digital Workplaces should be driven by an employee-centred view. Here I present a manifesto for what typical matters to them, arguing that the technology to serve these needs over time will evolve, but the needs themselves are more enduring.
Employee Engagement - meaning, Benefits of Employee Engagement, Process of Employee Engagement, Engaged Employees, Not Engaged Employees, Actively Disengaged Employees, 3 C Components of Employee Engagement - Career, Competence, Care, Strategies of Employee Engagement
In today's competitive employment environment, it's more important than ever to understand and be able to articulate your value in the marketplace. Developing a Personal Brand statement, maximizing the use of social media to communicate and share your brand and identifying activities that allow your brand to shine are critical components of effective Personal Branding.
El reclutador moderno debe ser una mezcla de psicólogo, publicista, mercadologo, experto en social media y sobre todo amante del análisis estadístico (esto suele ser lo más difícil). Son estas cualidades las que le permitirán crear estrategias innovadoras que atraerán el talento humano que necesita para su organización.
Mini workshop delivered at the WorkBC Vancouver south office to Case Managers and Facilitators to discuss ways to coach clients on LinkedIn and social media
From Comms Professional to CEO’ explores what holds comms people back on their professional journey to leadership positions. The report provides advice for professionals on making the journey to the top based on qualitative research interviews with CEO’s who have a communications background.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
2. “What really matters in
the networked age?
Relationships.
Relationships help you
find opportunities,
resources, make
decisions more
effectively, and manage
a long-term investment
and a lifetime career.“
Reid Hoffman
Executive Chairman and Co-
Founder, LinkedIn
3. “Every time you do
something that’s a little
bit different, you are
going to get some
pushback and some
questioning. That’s just
part of the process. At
the end of the day, no
risk, no reward.”
Stacy Donovan Zapar
Candidate Experience and
Engagement Strategist, Zappos
4. “My boss said to me,
‘You have to be the
first in the world.’
Being the first is
about being daring,
taking risks and
being unique.”
Frédérique Scavennec
VP Global Talent Acquisition,
L'Oréal
5. “Curation is a really
important aspect to
employer branding. The
goal of your social
channels is to build
community, and you do
that by providing value.
Think about how you can
provide value to your
audience that’s going to
get them more engaged.“
Lars Schmidt
Founder, AmplifyTalent
6. “Involving and aligning
with the business are two
important elements to
becoming a talent partner.
There’s a third around
creating consistency. And
the most critical part in
creating consistency is
around transparent,
proactive & frequent
communication.”
Melanie Curtis
Vice President of Talent
Management , Express Scripts
7. “Behind every digital
experience is
somebody like you
and me. The
keyboard is the
biggest conversation
killer that exists.”
Dave Hazlehurst
Director & Partner, Ph.Creative
8. “A good recruiting
process focuses and
aligns recruiters to
deliver the best to the
organization. Ultimately,
recruiting really should
be viewed as a business
partner, someone who
is critical to the success
of the business.”
Mathew Caldwell
Head of Talent, Instacart
9. “Social media allows
you to make your jobs
more human. Tell
talent about the
people behind your
products. Trust your
recruiters to be your
digital warriors. Don’t
second guess it.“
Celinda Appleby
Digital Media Program Manager,
Hewlett-Packard
10. “Forget the words
Talent Acquisition,
forget employer
branding and
forget employee
engagement.
We need to talk
about experiences.”
Zvi Goldfarb
Head of the Talent Acquisition
Digital Lab, L'Oréal
11. “Obviously, engaging and
recruiting people are
closer to you achieving
your desired goal, but you
can’t do that until you
have found them in the
first place. Sourcing and
finding people is the most
important. You can’t
recruit, message, or
network with someone
you haven't found.”
Glen Cathey
SVP Talent Strategy and
Innovation, Kforce
12. “All of us are a
whole lot more
than the worst
things we've
done.”
Father Greg Boyle
Founder, Homeboy Industries
13. “We’re looking for people
who are focused on their
community. We focus our
employer brand around
community development
and our corporate social
responsibility programs
because that aligns
people towards a mission,
and that seems to get
higher quality
candidates.”
Kristen Lampert
Assistant Vice President, Ziegler
14. “Engagement has to
be human, because
people trust people
more than brands.
Our employees are
the ones who
personify Shell.”
Ana Alonso
Global Marketing Head
Recruitment , Shell
15. “Set an incredibly high bar
for talent and quality, and
never EVER compromise.
It’s also important to be
objective and make an
unbiased hiring decision. I
urge you, set a high
standard and hold your
clients to it. It’s better to
grow slowly and have
higher quality people. “
Laszlo Bock
Senior Vice President, People
Operations, Google
16. “Empower your team.
If we did not allow our
teams to move fast and
make decisions, I don’t
think we would have had
the success we achieved.
Not only does it feed
their desire to grow, it
allows them learn and
develop with real
projects.”
Suzanne Myers
Senior Director, Talent
Acquisition, RealPage
17. “It’s a shame that
ambition and
ruthlessness is seen
one in the same.
They are not.
Ambition is realizing
to champion your
career.“
Karren Brady
Baroness Brady of
Knightsbridge,
Vice-Chairman of West Ham FC
18. “When I think of
personas in a
recruiting context,
personas are a level up
from about a target
candidate profiles. It
gives me the ability to
go faster and to focus
on the right people.”
John Vlastelica
Founder & Managing Director,
Recruiting Toolbox, Inc.
19. “A tour of duty doesn’t
imply going alone.
It implies a group,
it implies support,
it implies you are
going to accomplish
something that is
audacious and difficult,
but you are not ever
going to be alone.”
Trish Lukasik
Senior Vice President, PepsiCo
20. “Viral is often a flash in
the pan. Most brands
don’t want to be a flash
in the pan today and
gone tomorrow. We
need to think about how
day in and day out we
can get our talent brand
to be talked about and
shared.“
Jonah Berger
Professor and Author, the
Wharton School at the University
of Pennsylvania
21. “It's not about being
politically correct or
being nice. Diversity is
going to be imperative
because it’s critical for
our economy and
talent pipeline.“
Liz Mackay
Head of Talent Acquisition,
Philips
22. “Recruiters should
be your brand
ambassadors. Trust
your recruiters. We
put them out there
and highlight their
social media
presence. We’re real,
we’re human.“
Mike Bailen
Head of Talent / Senior HR
Manager, Zappos
23. “I don't have the
budget, time or
team, but I've
learned to compete
through our two
main assets: our
talent and our story.”
Robert Versteeg
Head of HR, Witlox Van den
Boomen
24. “You’ve probably heard
a million times that
content is king. I believe
that conversation is
king. You all play an
insanely important role
in making sure your
employees are fostering
and involved in the
conversation.“
Dan Roth
Executive Editor, LinkedIn
25. “I love metrics. That’s the
way that you learn. We
can all make assumptions,
but when you look at the
numbers that’s when you
know if you’re being
effective or not. My rule of
thumb is a company page
post should get a 0.5% or
higher engagement rate.“
Anita McFadden
Recruitment Marketing Manager,
Covidien
26. “Inequality is still such
a huge problem. It’s
more than just
gender. There’s many
different types, and
we need to stand up
and address it.“
Alexa Glick, Global Staffing
Program Manager, Skype,
Microsoft
27. “We can raise the a
talent bar, but you
have to do
something different.
You can't do what
you are currently
doing today.“
Lou Adler
CEO, Adler Group
28. “Traditionally, what
separated an average
company from a great
company has been
technology. We’re in the
middle of a transformation.
Today, what differentiates
an average company from
a great company is talent.
And you, as talent
acquisition leaders, are at
the forefront of this.“
Wade Burgess
VP Talent Solutions, LinkedIn
29. “Pick up the phone
and talk to that
candidate. Give them
the verbal handshake
and build that
relationship so they
will trust you. That
what it is all about.”
Derek Bambrick F.I.R.P
International Talent Acquisition
Partner, Hertz International
30. "Let the data tell the
story. If you aren’t
looking at the data,
you are going by gut
instinct, which we all
cannot afford to do.
Use that data to
transform your
company.”
Jenny DeVaughn
Senior Director, Employment
Branding and Sourcing, ADP
31. “It’s important to start
the career conversation
as early as you can. You
can wait reactively, but I
like to set set up a
monthly casual 1-on-1
with each team member
to discuss career goals.
If it’s a priority for me, it
has to be a priority for
them.“
Lila Ibrahim
Chief Business Officer, Coursera
32. “I tell clients: brand or be
branded. And if they
aren’t branding, tell your
C-suite that they are
saying one of three
things: 1) we have
nothing interesting to say
2) we’ve got something
to hide or 3) we’re not
technologically savvy.“
J.T. O’Donnell
CEO/Founder, CAREEREALISM
33. “It goes beyond a
candidate’s qualification.
How strong of fit is this
going to be for what they
aspire to do? How well
will they fit with your
company’s culture? As
this candidate grows and
as the company grows,
make sure that you’ll
grow in alignment and
grow closer.“
Jeff Weiner
CEO, LinkedIn
34. “I love the activity
around inclusion.
Transparency has raised
awareness and it
becomes less scary. The
power of women around
the world has changed.
The digital landscape
has opened doors.“
Pat Wadors
VP Global Talent, LinkedIn
35. “What was most
important were the
relationships. If we didn’t
have recruiters who
could establish
relationships with their
candidates and with their
hiring managers, then we
found that nothing else
really mattered. That was
the differentiator.“
Jennifer Shappley
Senior Director of Talent
Acquisition, Express Scripts
36. “When we become hyper
connected with technology
and disconnected from
ourselves, we lose track of
our wisdom, sense of well
being and wonder.
We need to change that.
Recruiters are in an
incredible position to
create the cultures that
accelerate that type of
change.“
Arianna Huffington
Chair, President, and Editor-in-
Chief, Huffington Post
“We’re facilitating different conversations with business leaders about how we can treat, acquire, and build talent and also reduce the risk to the organization by thinking differently. It’s taken a while, but we finally now have a seat at the table to be those trusted advisors.“