In this presentation Lindsay Browning and Harry Dhebar, Talent Pipelining specialists at LinkedIn, present a six step guide to Talent Pipelining essentials, plus an insider view of the LinkedIn Recruiting team’s approach to this strategic challenge.
LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...LinkedIn Europe
79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
Did you know that failing to optimise the recruiting function’s structure, people, and processes can cost the average organisation €25 million a year due to new hire turnover and under performance.
The challenge is to evolve from an operational recruiting function to a strategic talent acquisition function.
In this presentation, Jean Martin, Executive Director at CEB, and Lindsay Browning, Head of Talent Acquisition EMEA at LinkedIn discussed how you can start impacting your business, based on the experience of the most successful recruiting functions which will incorporate leveraging available analytics and data.
The recording can be found here: https://linkedinemea.webex.com/linkedinemea/lsr.php?RCID=f15182303383038fed8204c9fb7e2f35
LinkedIn Talent Connect Europe 2012: Next Gen Recruiting - Pipelining Talent ...LinkedIn Europe
So you’ve done the work transforming your team from a reactive department to being a proactive business partner, what’s next? Fernando Delgado and Tyler Šiprová talked about identifying critical talent pools, looking at talent flows and implementing a pipelining strategy that puts you truly ahead of the game and leading your business in today’s talent economy.
LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...LinkedIn Europe
Throw away your speadsheets, stacks of business cards and C.V.'s: Talent Pipeline is your all-in-one solution to organising and tracking your leads! In this session, you'll learn how to integrate this powerful new tool into your workflow. We'll cover adding new leads, managing your leads and leveraging Talent Pipeline to conduct more efficient searches, send highly customised messages, track results and increase team communication and collaboration.
LinkedIn Talent Connect Europe 2012: LinkedIn Recruiter Expert Certification ...LinkedIn Europe
You've attended LinkedIn training previously now use your LinkedIn knowledge to become a certified Recruiting Expert. This test will cover professional branding and networking, advanced talent mining, top-notch communication, collaboration tools and techniques and daily workflow integration. Those who pass will officially become LinkedIn Recruiter Experts and receive certification which can be added to your LinkedIn profile!
How Transport for London transformed their recruitment strategy with dataLinkedIn Europe
We recently held a webcast with Charlotte Johns, Head of Recruitment Operations, at Transport for London where she told their story of transformation and how they evolved their recruiting approach from traditional to strategic.
She discussed:
- The programmes they put in place to move to a direct sourcing model
- How to use data to measure success
- Results they have seen from this partnership
LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...LinkedIn Europe
79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
Did you know that failing to optimise the recruiting function’s structure, people, and processes can cost the average organisation €25 million a year due to new hire turnover and under performance.
The challenge is to evolve from an operational recruiting function to a strategic talent acquisition function.
In this presentation, Jean Martin, Executive Director at CEB, and Lindsay Browning, Head of Talent Acquisition EMEA at LinkedIn discussed how you can start impacting your business, based on the experience of the most successful recruiting functions which will incorporate leveraging available analytics and data.
The recording can be found here: https://linkedinemea.webex.com/linkedinemea/lsr.php?RCID=f15182303383038fed8204c9fb7e2f35
LinkedIn Talent Connect Europe 2012: Next Gen Recruiting - Pipelining Talent ...LinkedIn Europe
So you’ve done the work transforming your team from a reactive department to being a proactive business partner, what’s next? Fernando Delgado and Tyler Šiprová talked about identifying critical talent pools, looking at talent flows and implementing a pipelining strategy that puts you truly ahead of the game and leading your business in today’s talent economy.
LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...LinkedIn Europe
Throw away your speadsheets, stacks of business cards and C.V.'s: Talent Pipeline is your all-in-one solution to organising and tracking your leads! In this session, you'll learn how to integrate this powerful new tool into your workflow. We'll cover adding new leads, managing your leads and leveraging Talent Pipeline to conduct more efficient searches, send highly customised messages, track results and increase team communication and collaboration.
LinkedIn Talent Connect Europe 2012: LinkedIn Recruiter Expert Certification ...LinkedIn Europe
You've attended LinkedIn training previously now use your LinkedIn knowledge to become a certified Recruiting Expert. This test will cover professional branding and networking, advanced talent mining, top-notch communication, collaboration tools and techniques and daily workflow integration. Those who pass will officially become LinkedIn Recruiter Experts and receive certification which can be added to your LinkedIn profile!
How Transport for London transformed their recruitment strategy with dataLinkedIn Europe
We recently held a webcast with Charlotte Johns, Head of Recruitment Operations, at Transport for London where she told their story of transformation and how they evolved their recruiting approach from traditional to strategic.
She discussed:
- The programmes they put in place to move to a direct sourcing model
- How to use data to measure success
- Results they have seen from this partnership
Do people know what it's like to work in your company?
Are you an employer of choice?
Check out this presentation to learn about:
- Influencing passive talent
- Trends in recruitment and employer branding
- Maximizing your use of LinkedIn
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
Learn how to build a pipeline of top candidates for roles at your organization. Featuring LeanLogistics's Troy Grabel and LinkedIn's Sankar Venkatraman.
Read the full tipsheet with 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK
Subscribe to our blog for more resources: http://linkd.in/18yp4Cg
Follow our LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
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.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
LinkedIn Talent Connect Europe 2012: Sourcing inHouse with LinkedInLinkedIn Europe
You're familiar with the tools and know that LinkedIn is a gold mine of passive candidates, now it's time to build your team's strategy. This course covered which metrics to review to increase the efficiency, productivity and success of your team.
Webcast Series South Africa - "Amplify your 2016 Strategy: Key South Africa T...LinkedIn Europe
"Amplify your 2016 Strategy: Key South Africa Trends you need to know!"
Our upcoming webcast "Amplify your 2016 Strategy: Key South Africa Trends you need to know!", will be led by led by LinkedIn's African market specialists Julien Manguette and Matthew Gray.
In this free webcast we will discuss recruiting trends around the world, but also what’s specifically trending in South Africa. Influence business decisions at your organization with the latest research from LinkedIn, which uncovers the talent industry’s top priorities, challenges and opportunities ahead. These trends and the strategy tips will give you the edge in 2016!
ConnectIn London: From Traditional to Strategic Talent AcquisitionLinkedIn Europe
This presentation is from our recent ConnectIn London event where Transport for London & Mark Group shared their story and next steps on evolving their approach to a strategic talent acquisition model. Follow the conversation at #intalent.
Using Talent Updates for Success in 2014 - Search and Staffing FirmsLinkedIn Europe
Your company followers are your biggest fans, brand evangelists, and potential future placements! Learn how to use LinkedIn’s Talent Updates to enable you to attract and place quality candidates in 2014.
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
This presentation is from our recent Graduate Webcast which highlights:
- Tips to proactively source student talent
- How to engage students using LinkedIn's free and paid for tools
- Best practice on building a strong employer brand to attract the next generation of professionals
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Do people know what it's like to work in your company?
Are you an employer of choice?
Check out this presentation to learn about:
- Influencing passive talent
- Trends in recruitment and employer branding
- Maximizing your use of LinkedIn
10 Keys to Pipelining and Proactive Recruitment Success | Talent Connect Vega...LinkedIn Talent Solutions
Amp up your recruiting success with this presentation from Talent Connect 2013, where Express Scripts' Allison Dietz and LinkedIn's Donna MacDonald and Tim Deegan discuss how to integrate pipelining into your daily routine.
Shift from reactive to proactive recruiting in this 3-step makeover: http://slidesha.re/GO4XXn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
Learn how to build a pipeline of top candidates for roles at your organization. Featuring LeanLogistics's Troy Grabel and LinkedIn's Sankar Venkatraman.
Read the full tipsheet with 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK
Subscribe to our blog for more resources: http://linkd.in/18yp4Cg
Follow our LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
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.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
LinkedIn Talent Connect Europe 2012: Sourcing inHouse with LinkedInLinkedIn Europe
You're familiar with the tools and know that LinkedIn is a gold mine of passive candidates, now it's time to build your team's strategy. This course covered which metrics to review to increase the efficiency, productivity and success of your team.
Webcast Series South Africa - "Amplify your 2016 Strategy: Key South Africa T...LinkedIn Europe
"Amplify your 2016 Strategy: Key South Africa Trends you need to know!"
Our upcoming webcast "Amplify your 2016 Strategy: Key South Africa Trends you need to know!", will be led by led by LinkedIn's African market specialists Julien Manguette and Matthew Gray.
In this free webcast we will discuss recruiting trends around the world, but also what’s specifically trending in South Africa. Influence business decisions at your organization with the latest research from LinkedIn, which uncovers the talent industry’s top priorities, challenges and opportunities ahead. These trends and the strategy tips will give you the edge in 2016!
ConnectIn London: From Traditional to Strategic Talent AcquisitionLinkedIn Europe
This presentation is from our recent ConnectIn London event where Transport for London & Mark Group shared their story and next steps on evolving their approach to a strategic talent acquisition model. Follow the conversation at #intalent.
Using Talent Updates for Success in 2014 - Search and Staffing FirmsLinkedIn Europe
Your company followers are your biggest fans, brand evangelists, and potential future placements! Learn how to use LinkedIn’s Talent Updates to enable you to attract and place quality candidates in 2014.
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
This presentation is from our recent Graduate Webcast which highlights:
- Tips to proactively source student talent
- How to engage students using LinkedIn's free and paid for tools
- Best practice on building a strong employer brand to attract the next generation of professionals
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Dagsorden:
- Velkommen og Introduktion
- Hvordan bliver jeres virksomhed “In” på social media recruitment
- Hvad gør de bedste SMV’er på LinkedIn
- Kort om Corporate Solutions
- Eksempler og Demonstration
- Spørgsmål
Employing Workforce Analytics to Measure and Drive EngagementThe HR Observer
• Understanding modern talent and workforce analytics in the engagement context
• Getting your survey right: what makes an employee engagement survey effective and where you can go wrong
• Making workforce analytics work for you: what trends can tell you about your workforce
Ron Thomas, CEO – Gulf, Great Place to Work
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
Discover the social recruitment strategies that will help you attract and hire the best with LinkedIn's free and premium tools.
This presentation covers:
- What Social Recruitment is REALLY all about
- Tips to increase your company presence both on and off LinkedIn
- How to maximise your employees' LinkedIn usage
Build Your Social Recruiting Strategy: Make the Most of LinkedInAndy, Xinbin Hu
Whether you’re a five-person start-up or a Fortune 500 organization, talent is a top priority. With rapid technology change, talent has greater access to information and more paths to explore job opportunities. For those with specialized skills and who are viewed as on the way up in their career, it's a candidate-driven market which requires a new approach to talent acquisition.
We would like to invite you to a crash course on how you can use LinkedIn for recruiting and employer branding. You will learn how to:
Source talent proactively using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Pipeline talent and improve productivity
Promote your job openings to 450+ million professionals on the LinkedIn platform
Build and enhance the employer brand of your company
We will cover:
What is direct sourcing and LinkedIn direct sourcing solutions
Direct sourcing demo
Build your personal and company brand on social media platform
Social recruiting and direct sourcing best practices from your industry peers
Q&A
Who should attend:
Human resources and talent acquisition professionals
HR generalists and small to mid-sized business owners
Get a first look at the functionality and benefits of LinkedIn's newest product: LinkedIn Referrals.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Creating a SEO practice in an already 20-year established agency was the biggest challenge of my career. Creating a practice that is competitive, profitable and scalable is the holy-grail. With limited resources this took a lot of planning, trial-and-error, time and patience.
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
Designing for Diversity - Global Recruiter SummitLinkedIn Europe
Presenter: Sophie Mitchell, Global Solutions Consultant, LinkedIn
Building diverse teams is of the utmost importance for today’s businesses.
These businesses aren’t just ticking a box, saying the right thing or trying to burnish their brand with a sense of purpose. They’re responding to hard data and a growing body of evidence that shows diversity to be one of the most vital sources of competitive advantage.
However, the evidence is also growing that no business, large or small, can simply decide to be more diverse. As recruitment businesses seek to hire more diverse teams for their clients and for their own organisations, the reality is these initiatives are hard work. Achieving diversity requires deliberate design – and it requires the right types of actionable insights to drive that design.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
How to use data and insights to become more socially engaged [webcast] LinkedIn Europe
This webcast was run on the 3rd October 2018.
The presentation covers:
- Importance of data and insights in the recruitment industry
- Using insights to create an effective engagement strategy
The Era of Talent Intelligence: Bullhorn Engage SlidesLinkedIn Europe
Event: Bullhorn Engage London 2018
Speakers: Phil Edwards & Darren Connolly
Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
Hear about the changes in the recruitment industry, trends in the new era of work, and how recruiters can make data and insights actionable.
The Era of Talent Intelligence: ReImagine HR SlidesLinkedIn Europe
Event: ReImagine HR London 2018
Speaker : Annmarie McCormack
Talent strategy is getting smarter and faster. The era of Talent Intelligence has begun, driven by the combination of unprecedented market forces, data signals, powerful insights unlocked by AI, and your instincts to make people your competitive advantage has begun.
Hear how talent intelligence is driving LinkedIn’s next wave of product innovation and discover new ways and means of accelerating your business with LinkedIn Talent Insights.
Content marketing for search and staffing webcastLinkedIn Europe
Slides from the webcast that took place on the 11th October 2017. Content:
1. Importance of Content Marketing
2. 3 Core Audiences (Client, Candidates, Consultant)
3. Anatomy of a Great Post
4. Curate vs. Create
Recruiters: How to win at social engagement webcast slidesLinkedIn Europe
This presentation was used for the LinkedIn webcast held on the 26th September 2017. The content was created with the Search & Staffing industry in mind.
Do you prefer to Watch Video with the Sound On or Off?LinkedIn Europe
Proof that B2B video works best when it targets the eyes rather than the ears. New research from LinkedIn shows that video content works best when it doesn’t rely on sound.
More than half of today’s professionals consider that a break from work isn’t a break from work unless it’s also a break from connected devices. Our data shows digital detox could become a regular part of professional life:
To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
These slides take us through the recent webcast to learn more about these features — along with other recent product enhancements.
Is Wearable Technology part of your Daily Life?LinkedIn Europe
The world’s professionals are driving the adoption of wearable technology as part of daily life.
More than a third are heading out to work with devices such as smart watches or fitness trackers as part of their outfit. However, it’s not necessarily hip young millennials that are driving the adoption of wearables in the workplace. The most enthusiastic users of the devices are actually their department directors and VPs.New research from LinkedIn shows that only 26% of those aged 18-24 use a wearable device on a daily basis. However, this jumps to 37% amongst those aged 25-34 and then leaps again, to 40% amongst those aged 45-54. The seniority level of those adopting wearables provides more evidence that this is a trend led by those in leadership roles. The most likely groups to use a wearable as part of daily life are directors (42%) and VPs (40%), with enthusiasm levels very similar amongst men and women.In every country in our study, at least 30% of professionals say that they use wearables on a daily basis, demonstrating how rapidly such technologies have entered the mainstream. However, there are big gaps between the most enthusiastic markets and those less convinced by the value that smart watches and fitness trackers can add. In Brazil, in particular, nearly half
of all professionals (46%) use a wearable daily. In Hong Kong, it’s 40%, and adoption levels are
also significantly higher than average in The Netherlands and the UAE. In the UK and US meanwhile, only 31% of professionals are using wearables regularly.
Will you purchase a self-driving car when they become available?LinkedIn Europe
Almost a quarter of professionals worldwide would consider buying a self-driving car – but the countries with most enthusiasm are those least likely to get the chance
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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5. Reasons to Build Pipeline
1. Identify the Right Talent Early
2. Reduce your Time to Hire
3. Prevent Superstar Candidates from Slipping Away
4. Strengthen your Employer Brand
5. Strengthen Partnerships with the Business
6. Roles and Talent-Ideal State
6. How many of your partners interview when there
are no open roles?
7. Business asks “I need to hire ASAP, what
candidates do you have in pipeline?”
17. Let’s Review
1. Engage the Business to enable success
2. Outline a clear Strategy
3. Involve the Team while building capability
4. Define a structured Pipeline workflow
5. Further Engage the business to deliver talent
6. Identify, monitor and Report key measures to show
success
Harry and Lindsay to give brief overview.
Chat about both of us implementing Talent Pipeline phase 1 strategy in Q3 2013.
(Lindsay to talk through this slide)
Identify the right talent early.
-If you’re waiting until you need a hire to start looking for candidates, you’re too late.
-market intelligence, ability to be aware of competitive intelligence
-competition for fantastic talent is tougher than ever
-the world of recruiting is changing
Reduce your time to hire.
-Establishing an ongoing dialogue with candidates gives you the option to accelerate the discussion when the time is right.
-Pipelining for an internal perspective as well as external
-hiring ahead of business plan
Prevent superstar candidates from slipping away.
-When the time to hire arrives, you’re already top of mind for your chosen candidate
-they have YOU in mind
-we have explored their career aspirations, they have explored your company as part of that career aspiration
Strengthen your company employment brand
-as well as awareness that you’re hiring, by being continually ‘out there’ engaging prospective candidates.
-pipelining is about seeking that next great hire and don’t be afraid to state that you are always looking to chat to the best
-perception is reality
-As a company owner followers matter. This is your brand and long term pooling potential.
-238m members: 88% of members would follow a company
-78% of company followers are more likely to respond to an inmail
-Followers are 2.5x more likely to recommend your business.
Strengthen partnerships with the business
-It will increase your ability to partner with hiring managers and become real talent advisors rather than just sourcers, at the same time improving the reputation of the Recruitment function internally.
-not jump pipelining talent, having the ability to pipeline to role with talent also
-go to the business with great talent (they are looking to us to do that)
(Harry to talk to this slide)
How many of our business partners network with like minded peers in their respected industries, with no specific agenda in mind.
-Building brand
-no agenda
-exploring
-understanding talent competitiveness
-who are the best people out there
Time is precious in recruiting……our business partners want to see and know that absolute best 1 or 2. You elevate that best talent with pipelining.
(Lindsay to talk through this slide and relate to LinkedIn)
Addressable market-
-this is 238 million members
Talent Potentials
-recruiter has engaged only
-tagged
-Ability to share these ‘talent potentials’ with hiring managers
-hiring managers contributing to your talent potentials, cross sharing projects
Talent Tribes
-engaged and explored
-business has met these people
-recruiter can produce this slate at req starting stage or as part of the InTake Meeting
Harry-anything to add??
(Harry to take overview of TP)
Describe the key benefits of Talent Pipeline
With Talent Pipeline, your team can:
Centralize all leads, from any source, in one place
Transform: real time profile information…updated by the talent potential
Foster collaboration by connecting the entire recruiting team through a single platform
Scale pipelining activities with tools to track, organize, and nurture talent leads
Gain insights on the effectiveness of your sourcing and pipelining through meaningful, integrated analytics
No other solution:
Provides the professional data and insights of LinkedIn that enable you to better evaluate leads and build relationships
Is a natural extension of the tools you already use today to do recruiting
(Lindsay to talk through below)
At LinkedIn we involve the business in the process of talent pipelining. It is the hiring manager who owns their hiring number but how do we collaborate and support the continuous hiring of great talent.
Talent Acquisition deliverables must tie into Business Priorities and Goals.
(Lindsay to take this slide)
I will talk through:
-how we start to think about pipeline from an internal collaboration perspective
-Internal partners:
-sales operations (sales account growth, language need, country growth and expansion)
-Financial planning and analysis: monitoring of HC plan, tracking versus variance to plan
-HR: succession planning, attrition/churn/internal movement
-profile of hire: part of pipelining, understanding skill sets to come, org development
Pipeline strategy and focus:
-quota carrying roles
-recruiter metrics: weekly ‘pipeline’ target
-business metrics: coffees weekly, them reaching out and collaborating with us. Leverage the hiring manager tool on recruiter. HMs have the stronger network
In 2014 we will have quarterly metrics in place for all business partners on pipelining and this will be part of their OKRs. We will report and feed up to the business.
(Harry to take Process and Functionality)
-we sat down as a team
-looked at how to simplify the process while leveraging the functionality of the product in the smartest, most efficient way
-how did we want to build talent tribes
Harry can you pull out the above?
(Lindsay to take business priorities and partnerships)
-our global sales leadership team decided on 4 key roles to pipeline for consistently: account executive, relationship managers, sales managers and global account managers
-built playbooks for the team and our business to understand strategy, metrics and process for talent pipeline
-Talent In Numbers: co-sourcing model
-report monthly on talent potentials and talent tribes for mentioned roles
-HM commits, education sessions
Preparing your hiring managers:
First of all it is important to make sure your hiring managers understand why you are actually pipelining. Explain the benefits to them on how it is going to help THEM and not only the recruiting function. It’s going to reduce the time their teams are understaffed and increase the chances that the new hire will hit the ground running.
They will want to know how much time they are going to need to invest. We’re going to build a pipeline process in a moment, so try to figure out where they fit into that. Just remember that they still have their day job to do, but reiterate how important it is to have the right team. Keep in mind some of those candidates are passive
Finally make sure you know the market. Do the research on the candidate pool prior to the meeting with your hiring manager and make sure you know how the numbers change if you make slight adjustments to your search. This will help you advise your hiring manager and make you become a better partner to them
(Lindsay to talk through)
Balancing reactive versus proactive.
Mind-set shift
Performance manage on sourcing and pipelining per quarter
Team Structure
Additional growth of this team structure next year, showing results
Harry and Lindsay to jointly present
Talk about slick souring
-reducing sourcing time
-going to tags first
Lindsay to take
Exploring Versus Interviewing
Niche Talent Tribes-one person drops out, another needs to go in
Method of communication
How often
LinkedIn 2014 vision is that hiring managers own the talent tribe communication
Recruiters as marketers
Story tellers
Harry to take
Key Points
Review pipeline reports
Number (displayed above Sources report): View how many people have had some activity at any time
Sources report: View how your investment in sourcing is translating to leads in the pipeline
Status: View how well the team is doing moving people through the pipeline
Filters: Time period or activity choices selected affects the Sources and Status reports as well as the number displayed above the Sources report
Recently Active Projects: Identify what projects are actively being worked on and how much activity is occurring within each project
Most Active Tags: Get a sense for how the team is using tags
Funnel and Ideal State.
Reports to business-QBRs
(Lindsay to talk through this slide)
Identify the right talent early.
-If you’re waiting until you need a hire to start looking for candidates, you’re too late.
-market intelligence, ability to be aware of competitive intelligence
-competition for fantastic talent is tougher than ever
-the world of recruiting is changing
Reduce your time to hire.
-Establishing an ongoing dialogue with candidates gives you the option to accelerate the discussion when the time is right.
-Pipelining for an internal perspective as well as external
-hiring ahead of business plan
Prevent superstar candidates from slipping away.
-When the time to hire arrives, you’re already top of mind for your chosen candidate
-they have YOU in mind
-we have explored their career aspirations, they have explored your company as part of that career aspiration
Strengthen your company employment brand
-as well as awareness that you’re hiring, by being continually ‘out there’ engaging prospective candidates.
-pipelining is about seeking that next great hire and don’t be afraid to state that you are always looking to chat to the best
-perception is reality
-As a company owner followers matter. This is your brand and long term pooling potential.
-238m members: 88% of members would follow a company
-78% of company followers are more likely to respond to an inmail
-Followers are 2.5x more likely to recommend your business.
Strengthen partnerships with the business
-It will increase your ability to partner with hiring managers and become real talent advisors rather than just sourcers, at the same time improving the reputation of the Recruitment function internally.
-not jump pipelining talent, having the ability to pipeline to role with talent also
-go to the business with great talent (they are looking to us to do that)
Key Points
Save a couple minutes for participant questions at the end of the demo