Outsourcing or supporting your development needs has never been easier. Jobsity specializes in helping companies find the most talented developers from South America and build dream teams to support their development operations.
The document discusses the importance of talent and people in achieving high performance. It emphasizes that financial services are differentiated based on people rather than products alone. It suggests companies must attract, develop, and retain talent to best serve shareholders, associates, clients, and communities. Some questions are posed about how to identify ideal talent, keep high performers, and make difficult personnel decisions based on performance rather than emotion.
Talent's achievement drive that enables success as an individual contributor can inhibit their potential when taking on a management role. As managers, their high standards and need to personally deliver results causes them to struggle with delegation, constantly doing subordinates' work, and failing to develop others or leverage the team. If they can learn to manage their achievement drive and focus on adding value through people instead of tasks, talent can effectively build organizational capability and enhanced performance through their expanded team.
William Maurer, General Motors
General Motors recently went through a major overhaul in-sourcing all of our TA functions. Through this, we had to build a global sourcing platform and define the roles and responsibilities associated with being a world-class sourcer. Current market conditions and the evolution of TA had a large part to play in our strategy. William will discuss this journey and how GM defines success.
Key highlights:
How sourcing has evolved.
How sourcers can impact your organization outside of data mining.
The keys to defining / measuring success.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Tcn investment & inclusion series - emerging fund managers opportunities and ...The Capital Network
Emerging Fund Managers, or those managers who generally have less than $100M under management, are managing fewer than three institutional funds, and focused on early or seed-stage ventures, have become one of the fastest-growing segments in the venture capital industry. Many of these managers come from diverse backgrounds and/or are interested in investing in diverse founders. Our conversation will highlight the opportunities and challenges faced by emerging fund managers as they aim to diversify the venture capital funding landscape.
Back in 2016, we created our 'OWN YOUR RAISE' program to solve some of the unique issues women founders face when it comes to raising money: lack of access to knowledge and investor networks and a need for greater confidence and executive leadership growth in scenarios where they are often the only woman in the room. We have created a safe space where fellows can be inspired by and champion each other, where they can connect and build on their leadership and fundraising strategy, and where they can ultimately OWN. THEIR. RAISE.
This document discusses differences in leadership styles between men and women and provides advice for women's career success and advancement. It notes that while men tend toward power-and-control and task-oriented styles, women are more transformational, inclusive, and focus on building teams and shared goals. The document then provides tips for women to own their careers, champion themselves, capitalize on collaborations, integrate work and life, and reach back to help other women advance.
Toronto Best Places to Work Roadshow | Earl's Kitchen + BarGlassdoor
Mo Jessa, president of Earls Kitchen + Bar, outlines challenges of declining employee engagement and guest counts. To address this, Earls implemented a 3-pronged approach involving marketing, products, and people. Specifically, Earls operationalized its culture, mobilized leadership, frequently measured engagement, promoted its employer brand, and sourced hospitality leaders. This led to increased retention, alignment with culture and strategies, and reduced hiring and legal costs. Earls continues its growth strategy across North America.
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
The document discusses the importance of talent and people in achieving high performance. It emphasizes that financial services are differentiated based on people rather than products alone. It suggests companies must attract, develop, and retain talent to best serve shareholders, associates, clients, and communities. Some questions are posed about how to identify ideal talent, keep high performers, and make difficult personnel decisions based on performance rather than emotion.
Talent's achievement drive that enables success as an individual contributor can inhibit their potential when taking on a management role. As managers, their high standards and need to personally deliver results causes them to struggle with delegation, constantly doing subordinates' work, and failing to develop others or leverage the team. If they can learn to manage their achievement drive and focus on adding value through people instead of tasks, talent can effectively build organizational capability and enhanced performance through their expanded team.
William Maurer, General Motors
General Motors recently went through a major overhaul in-sourcing all of our TA functions. Through this, we had to build a global sourcing platform and define the roles and responsibilities associated with being a world-class sourcer. Current market conditions and the evolution of TA had a large part to play in our strategy. William will discuss this journey and how GM defines success.
Key highlights:
How sourcing has evolved.
How sourcers can impact your organization outside of data mining.
The keys to defining / measuring success.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Tcn investment & inclusion series - emerging fund managers opportunities and ...The Capital Network
Emerging Fund Managers, or those managers who generally have less than $100M under management, are managing fewer than three institutional funds, and focused on early or seed-stage ventures, have become one of the fastest-growing segments in the venture capital industry. Many of these managers come from diverse backgrounds and/or are interested in investing in diverse founders. Our conversation will highlight the opportunities and challenges faced by emerging fund managers as they aim to diversify the venture capital funding landscape.
Back in 2016, we created our 'OWN YOUR RAISE' program to solve some of the unique issues women founders face when it comes to raising money: lack of access to knowledge and investor networks and a need for greater confidence and executive leadership growth in scenarios where they are often the only woman in the room. We have created a safe space where fellows can be inspired by and champion each other, where they can connect and build on their leadership and fundraising strategy, and where they can ultimately OWN. THEIR. RAISE.
This document discusses differences in leadership styles between men and women and provides advice for women's career success and advancement. It notes that while men tend toward power-and-control and task-oriented styles, women are more transformational, inclusive, and focus on building teams and shared goals. The document then provides tips for women to own their careers, champion themselves, capitalize on collaborations, integrate work and life, and reach back to help other women advance.
Toronto Best Places to Work Roadshow | Earl's Kitchen + BarGlassdoor
Mo Jessa, president of Earls Kitchen + Bar, outlines challenges of declining employee engagement and guest counts. To address this, Earls implemented a 3-pronged approach involving marketing, products, and people. Specifically, Earls operationalized its culture, mobilized leadership, frequently measured engagement, promoted its employer brand, and sourced hospitality leaders. This led to increased retention, alignment with culture and strategies, and reduced hiring and legal costs. Earls continues its growth strategy across North America.
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
The document discusses using the "Circle of Courage" model to engage, energize, and empower employees. It suggests that employees must feel cared for by coworkers and managers, participate in ongoing training, feel autonomy and ability to create change, and work in a supportive learning environment in order to feel valued and remain with an organization. Quotes from an HR executive reinforce that investing in employee skills development and creating an environment where employees feel challenged and upwardly mobile can help with employee retention.
Hiring the right people is crucial for business success. The cost of a wrong hire can be up to 27 times the candidate's salary. Using an expert recruiting firm like Madison Mayfair can help companies find impact players that achieve growth, reduce costs, build brands, increase sales, and stay ahead of competitors. Client testimonials praise Madison Mayfair for allowing dramatic business growth, strengthening management, and improving overall performance.
Chicago Best Places to Work Roadshow | Bain & CompanyGlassdoor
This document discusses Bain & Company's pursuit of a 5-star employee experience. Bain is a top global management consulting firm with over 6,000 employees in 53 offices worldwide. It aims to be #1 in workplace surveys and has a supportive culture through onboarding, training, mentoring, and ensuring employees are set up for success with the help of support teams. Bain measures its success by client results and shares its goal of continuously improving and never being satisfied with the status quo.
Riderflex is a global recruiting and consulting firm that specializes in recruiting, consulting, and candidate services to help create dynamic work environments for clients. They recruit for all industries and functions from the C-suite to permanent employees nationwide. Riderflex conducts video interviews of final candidates by current C-level executives and provides culture analysis, recruiting experts, and outplacement services.
Culture of Recognition - servant leadership Next Jump
This document discusses the importance of building a culture of recognition and outlines lessons learned from Next Jump's experience transitioning to a more effective recognition program. Some key points:
1) Next Jump's previous recognition awards, like the President's Award, caused resentment by being chosen behind closed doors and only recognizing one employee annually.
2) Their new program emphasizes consistency, crowd-sourcing, and recognizing many employees to avoid resentment. Examples include weekly "Coronitas" where employees publicly thank peers and monthly "Top 10" voting to highlight those who help others succeed.
3) Consistency through regular, ritualized recognition and celebrating many contributors, rather than one-time intense awards for a few, helps create
This document discusses the importance of creating a culture of recognition at work where employees feel valued. It outlines lessons learned from transitioning away from an annual monetary award chosen behind closed doors, which created resentment, to more consistent and crowd-sourced recognition rituals. These include weekly "Coronitas" where peers share gratitude and stories and monthly "Top 10" recognition where peer voting and stories are transparent and celebrate those who helped others succeed through servant leadership. The goal is to foster a culture of servant leadership through rituals, behaviors and stories of recognition.
The document describes a global recruitment firm called Alexander Carlyle Energy Group that specializes in recruiting talent for the engineering and energy industries. They have a large network of over 25,000 professionals worldwide and offer both permanent and contingent staffing solutions. The firm prides itself on its unique recruitment process that focuses on finding the right cultural fit for clients and delivering high quality candidates.
This document summarizes the services provided by Seamless, an executive talent firm. Seamless searches for executive talent internationally, partners closely with clients, and understands and respects executive talent challenges. It provides executive search, talent assessment, and career counseling services using an innovative "Seamless from Need to Fit" methodology. Seamless aims to find the best fit between clients' needs and candidates by focusing on often hidden but fundamental aspects of candidates. It also prioritizes efficiency and respect for clients' and candidates' time. Seamless maintains trustworthy client and referral relationships and networks with reliable partners to offer top services internationally.
Seamless from Need to Fit”
Because it’s not about how marvellous the Executive Talent is, but how seamlessly it fits the position
“Seamless from Need to Fit” is an innovative gamified experience that rethinks all of the Moments of Truth an Executive Search process to grant their efficiency and, at the end of it, a perfect match between clients’ needs and the candidate.
A process created from scratch to eliminate the seam of old methods and focus on those often hidden aspects that are fundamental for the success of an Executive Talent search.
A Methodology that respects both clients’ and candidates’ resources and intelligence. A process that breaks new ground to attract Executive Talent for the XXIst Century.
How to Recruit and Nurture Top Young Talent with WhiteHat and JustEatDania Riad
Young people, including recent and non-graduates, are entering the workforce in sizeable numbers. These digital citizens are armed with information and expect more from potential employers than any other job seekers – making them some of the best candidates out there, but also some of the trickiest to recruit and retain.
Thanks to the UK’s new Apprenticeship Levy, companies like WhiteHat and JustEat are forging new ground with apprenticeship programmes, which are designed to build pathways to amazing careers for young people.
DML Mortgage provides loan officers with scalable technology, fast turn times, competitive compensation and benefits, engaged executive leadership, a supportive culture, marketing support, training and mentoring to help them succeed. They offer a diverse suite of loan products, have a large geographic footprint, and are focused on providing a top-notch customer experience. DML is looking to continue growing its sales team and is well-positioned to handle increased loan volumes.
Business Development Frameworks & Tips for AgenciesLeslie Bradshaw
Seasoned agency leaders Barbara Yolles and Leslie Bradshaw share a few of their successful frameworks to grow an agency through strategic business development. Originally taught as a two-day course at the Society of Digital Agencies "Academy" in October 2015. Some slides redacted.
Daubenspeck & Associates is an executive search firm that prides itself on providing a personal touch with global reach. They focus on building effective long-term employment relationships through deep understanding of clients and candidates. The firm is committed to client focus, accountability, culture matching candidates to organizations, transparency, and developing ongoing relationships. Daubenspeck & Associates has decades of experience in executive search worldwide and is recognized for their personalized attention and quality results.
American Express Company is a multinational financial services corporation headquartered in New York City. It was founded in 1850 and is best known for its credit card, charge card, and traveler's check businesses. American Express has a reputation as a highly respected global brand and is recognized as one of the most innovative companies in its industries. It strives to provide superior customer service and valuable benefits to its cardmembers.
Dick Wray Executive Search has provided executive search services for close to 40 years, recruiting leadership teams for restaurant, hospitality, retail, and consumer goods companies. They focus on aligning candidates with the appropriate skills and experience to meet their clients' needs. Their clients range from multinational corporations to startups. Their approach involves understanding the client's culture and needs to develop a candidate profile and identify potential candidates. They have expertise recruiting C-level, VP, and director-level executives across various industries. Their clients include well-known brands like Dunkin Brands and Burger King as well as emerging companies.
The document provides information about Atrium Staffing, a staffing agency founded in 1995 with a focus on applicant-centric philosophy. It summarizes Atrium's services such as temporary, temp-to-hire and direct hire placements across various industries. It also describes their expertise in contingent workforce solutions including payrolling services, independent contractor compliance, intern program design and managed service provider models. The document highlights Atrium's national presence and status as a women-owned business enterprise.
The document discusses how businesses can future-proof themselves through innovation and change. It introduces the CROMAX model, which assesses an organization's internal innovation capabilities. The company offers three services - Facilitate, Train, and Embed - to help organizations build these capabilities. Facilitate guides employees to develop their own solutions. Train teaches creativity and facilitation skills. Embed assesses needs, creates a roadmap, and embeds continuous innovation culture long-term. Partnering ensures continuous high-quality solutions aligned with the organization that boost engagement.
CareerMaker is an executive search firm that specializes in recruiting CEOs, CFOs, COOs and board members. They complete 98% of accepted searches and have high retention rates for placed candidates. CareerMaker uses a thorough 12-step process to evaluate candidates and has a global network to identify qualified executives.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The document discusses using the "Circle of Courage" model to engage, energize, and empower employees. It suggests that employees must feel cared for by coworkers and managers, participate in ongoing training, feel autonomy and ability to create change, and work in a supportive learning environment in order to feel valued and remain with an organization. Quotes from an HR executive reinforce that investing in employee skills development and creating an environment where employees feel challenged and upwardly mobile can help with employee retention.
Hiring the right people is crucial for business success. The cost of a wrong hire can be up to 27 times the candidate's salary. Using an expert recruiting firm like Madison Mayfair can help companies find impact players that achieve growth, reduce costs, build brands, increase sales, and stay ahead of competitors. Client testimonials praise Madison Mayfair for allowing dramatic business growth, strengthening management, and improving overall performance.
Chicago Best Places to Work Roadshow | Bain & CompanyGlassdoor
This document discusses Bain & Company's pursuit of a 5-star employee experience. Bain is a top global management consulting firm with over 6,000 employees in 53 offices worldwide. It aims to be #1 in workplace surveys and has a supportive culture through onboarding, training, mentoring, and ensuring employees are set up for success with the help of support teams. Bain measures its success by client results and shares its goal of continuously improving and never being satisfied with the status quo.
Riderflex is a global recruiting and consulting firm that specializes in recruiting, consulting, and candidate services to help create dynamic work environments for clients. They recruit for all industries and functions from the C-suite to permanent employees nationwide. Riderflex conducts video interviews of final candidates by current C-level executives and provides culture analysis, recruiting experts, and outplacement services.
Culture of Recognition - servant leadership Next Jump
This document discusses the importance of building a culture of recognition and outlines lessons learned from Next Jump's experience transitioning to a more effective recognition program. Some key points:
1) Next Jump's previous recognition awards, like the President's Award, caused resentment by being chosen behind closed doors and only recognizing one employee annually.
2) Their new program emphasizes consistency, crowd-sourcing, and recognizing many employees to avoid resentment. Examples include weekly "Coronitas" where employees publicly thank peers and monthly "Top 10" voting to highlight those who help others succeed.
3) Consistency through regular, ritualized recognition and celebrating many contributors, rather than one-time intense awards for a few, helps create
This document discusses the importance of creating a culture of recognition at work where employees feel valued. It outlines lessons learned from transitioning away from an annual monetary award chosen behind closed doors, which created resentment, to more consistent and crowd-sourced recognition rituals. These include weekly "Coronitas" where peers share gratitude and stories and monthly "Top 10" recognition where peer voting and stories are transparent and celebrate those who helped others succeed through servant leadership. The goal is to foster a culture of servant leadership through rituals, behaviors and stories of recognition.
The document describes a global recruitment firm called Alexander Carlyle Energy Group that specializes in recruiting talent for the engineering and energy industries. They have a large network of over 25,000 professionals worldwide and offer both permanent and contingent staffing solutions. The firm prides itself on its unique recruitment process that focuses on finding the right cultural fit for clients and delivering high quality candidates.
This document summarizes the services provided by Seamless, an executive talent firm. Seamless searches for executive talent internationally, partners closely with clients, and understands and respects executive talent challenges. It provides executive search, talent assessment, and career counseling services using an innovative "Seamless from Need to Fit" methodology. Seamless aims to find the best fit between clients' needs and candidates by focusing on often hidden but fundamental aspects of candidates. It also prioritizes efficiency and respect for clients' and candidates' time. Seamless maintains trustworthy client and referral relationships and networks with reliable partners to offer top services internationally.
Seamless from Need to Fit”
Because it’s not about how marvellous the Executive Talent is, but how seamlessly it fits the position
“Seamless from Need to Fit” is an innovative gamified experience that rethinks all of the Moments of Truth an Executive Search process to grant their efficiency and, at the end of it, a perfect match between clients’ needs and the candidate.
A process created from scratch to eliminate the seam of old methods and focus on those often hidden aspects that are fundamental for the success of an Executive Talent search.
A Methodology that respects both clients’ and candidates’ resources and intelligence. A process that breaks new ground to attract Executive Talent for the XXIst Century.
How to Recruit and Nurture Top Young Talent with WhiteHat and JustEatDania Riad
Young people, including recent and non-graduates, are entering the workforce in sizeable numbers. These digital citizens are armed with information and expect more from potential employers than any other job seekers – making them some of the best candidates out there, but also some of the trickiest to recruit and retain.
Thanks to the UK’s new Apprenticeship Levy, companies like WhiteHat and JustEat are forging new ground with apprenticeship programmes, which are designed to build pathways to amazing careers for young people.
DML Mortgage provides loan officers with scalable technology, fast turn times, competitive compensation and benefits, engaged executive leadership, a supportive culture, marketing support, training and mentoring to help them succeed. They offer a diverse suite of loan products, have a large geographic footprint, and are focused on providing a top-notch customer experience. DML is looking to continue growing its sales team and is well-positioned to handle increased loan volumes.
Business Development Frameworks & Tips for AgenciesLeslie Bradshaw
Seasoned agency leaders Barbara Yolles and Leslie Bradshaw share a few of their successful frameworks to grow an agency through strategic business development. Originally taught as a two-day course at the Society of Digital Agencies "Academy" in October 2015. Some slides redacted.
Daubenspeck & Associates is an executive search firm that prides itself on providing a personal touch with global reach. They focus on building effective long-term employment relationships through deep understanding of clients and candidates. The firm is committed to client focus, accountability, culture matching candidates to organizations, transparency, and developing ongoing relationships. Daubenspeck & Associates has decades of experience in executive search worldwide and is recognized for their personalized attention and quality results.
American Express Company is a multinational financial services corporation headquartered in New York City. It was founded in 1850 and is best known for its credit card, charge card, and traveler's check businesses. American Express has a reputation as a highly respected global brand and is recognized as one of the most innovative companies in its industries. It strives to provide superior customer service and valuable benefits to its cardmembers.
Dick Wray Executive Search has provided executive search services for close to 40 years, recruiting leadership teams for restaurant, hospitality, retail, and consumer goods companies. They focus on aligning candidates with the appropriate skills and experience to meet their clients' needs. Their clients range from multinational corporations to startups. Their approach involves understanding the client's culture and needs to develop a candidate profile and identify potential candidates. They have expertise recruiting C-level, VP, and director-level executives across various industries. Their clients include well-known brands like Dunkin Brands and Burger King as well as emerging companies.
The document provides information about Atrium Staffing, a staffing agency founded in 1995 with a focus on applicant-centric philosophy. It summarizes Atrium's services such as temporary, temp-to-hire and direct hire placements across various industries. It also describes their expertise in contingent workforce solutions including payrolling services, independent contractor compliance, intern program design and managed service provider models. The document highlights Atrium's national presence and status as a women-owned business enterprise.
The document discusses how businesses can future-proof themselves through innovation and change. It introduces the CROMAX model, which assesses an organization's internal innovation capabilities. The company offers three services - Facilitate, Train, and Embed - to help organizations build these capabilities. Facilitate guides employees to develop their own solutions. Train teaches creativity and facilitation skills. Embed assesses needs, creates a roadmap, and embeds continuous innovation culture long-term. Partnering ensures continuous high-quality solutions aligned with the organization that boost engagement.
CareerMaker is an executive search firm that specializes in recruiting CEOs, CFOs, COOs and board members. They complete 98% of accepted searches and have high retention rates for placed candidates. CareerMaker uses a thorough 12-step process to evaluate candidates and has a global network to identify qualified executives.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The document provides an overview of DML Mortgage as a company focused on supporting loan officers through high loan volumes, scalable technology, competitive compensation and benefits, engaged leadership, and a positive company culture. Key aspects highlighted include dedicated operations and underwriting support for fast turn times, cutting edge technology and systems, training and coaching for loan officers, extensive marketing support, and a suite of diverse loan products.
Lucas Group is one of the top executive search firms in North America, with over 40 years of experience placing over 30,000 executives. It has 250 recruiters across 15 US locations and focuses on building long-term partnerships with clients in various industries. The firm prides itself on identifying, assessing, and delivering the best talent to meet clients' specific needs through a customized full-circle search process.
CHOYCE Secretarial Recruitment Agency Hong KongKate Choyce
CHOYCE is the only recruitment agency in Hong Kong dedicated to secretarial recruitment. We pride ourselves on taking a progressive if not daring approach to recruitment because we believe that traditional recruitment is no longer enough.
Glenn Jensen summarizes his experience as the Human Resources Manager for Easton Manufacturing from 1988 to 2003. He implemented an 8-phase approach to transform HR and align it with the company's lean manufacturing goals. This led to direct results like an 80% reduction in turnover and accidents, and enabled broader business results such as 90% increased market share and 85% decreased lead times. His approach focused on developing clear expectations, job skills definitions, leadership training, high performance teams, and pay for skill/performance systems.
Resource Central as well as handling Resourcing and Sourcing Projects also has it CampaignRPO Service and this integrates all the elements need to recruit and includes; Creative, EVP Development, Research, Media Planning and any Internal Communications i.e. Referral.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
2. WHO WE ARE
CARTAGENA, COLOMBIA
OUR OFFICES:
NEW YORK, NY, USA
QUITO, ECUADOR
MEDELLIN, COLOMBIA
WE ARE A SMALL BATCH NEARSHORE STAFF
AUGMENTATION FIRM THAT TRAINS AND VETS THE TOP
DEVELOPERS IN LATIN AMERICA AND SUPPLIES US
COMPANIES WITH THE TALENT THEY NEED.
OUR INSPIRATION COMES FROM THE WORLD OF SMALL-
BATCH WHISKEY — WE VALUE CRAFTSMANSHIP AND
QUALITY OVER QUICK CODE AND HIGH TALENT TURNOVER.
OUR STRENGTH IS IN OUR THOUGHTFUL AND THOROUGH
HIRING PROCESS. WE HIRE 5% OF CANDIDATES. ONCE
HIRED, OUR DEVELOPERS ARE GIVEN TRAINING AND
MENTORING IN ORDER TO BE SUCCESSFUL!
3. OUR
DISTRTIBUTED
TEAM
MODEL
SELECT FROM A POOL OF
SOME OF THE BEST
DEVELOPERS FROM
SOUTH AMERICA.
4 SIMPLE STEPS TO BUILDING A TEAM
YOU MANAGE AND
CONTROL YOUR TEAM
DIRECTLY.
COLLABORATE IN REAL
TIME WITH THE SAME
TOOLS YOU USE WITH
YOUR STAFF.
GROW YOUR TEAM AND
RETAIN KNOWLEDGE
BASE WITH DEDICATED
DEVELOPERS.
4. "COMING
TOGETHER IS A
BEGINNING,
STAYING
TOGETHER IS
PROGRESS,
AND WORKING
TOGETHER IS
SUCCESS."
- HENRY FORD
We don't do projects and we don't bill
by hour. We believe in the power of
collaboration and teamwork. Using a
dedicated distributed team is truly the
best way to:
GENERATE SOLUTIONS & IDEAS
STAY ALIGNED WITH STAKEHOLDERS
RETAIN KNOWLEDGE BASE
ACCELERATE DEVELOPMENT
INSURE QUALITY
PRODUCE BETTER PROJECT
OUTCOMES
5. OUR CLIENTSWHAT'S OUR
SECRET SAUCE?
OUR STRENGTH IS IN OUR THOUGHTFUL AND
THOROUGH HIRING PROCESS. WE HIRE 5% OF
CANDIDATES WHO GO THROUGH AN EVALUATION
PROCESS THAT MEASURES BOTH TECHNOLOGICAL
AND SOFT SKILLS SUCH AS COMMUNICATION
SKILLS, EMOTIONAL MATURITY, LANGUAGE AND
PROBLEM SLOVING SKILLS.
WE BELIEVE IN HIRING THE BEST DEVELOPERS
FROM SOUTH AMERICA AND THEN INVESTING IN
THEM THROUGH CONTINUES TRAINING AND
MENTORING.
THIS APPROACH HAS ENABLED US TO HAVE A
HIGH RETENTION RATE AND CUSTOMER
SATISFACTION LEVEL.
7. WHAT ARE OUR CLIENTS
ARE SAYING ABOUT US
“WE LOVE OUR JOBSITY
DEVELOPERS SO MUCH WE
FLEW THEM FROM ECUADOR TO
OUR CHRISTMAS PARTY.”
“I INITIALLY HIRED JOBSITY TO
DO QA AND THEN, ONCE I SAW
THE QUALITY OF THEIR
DEVELOPERS, I STARTED USING
THEM FOR HIGHER VALUE
ACTIVITIES.”
“I CHANGED JOBS AND THE
FIRST THING I TOLD MY NEW
MANAGEMENT TEAM WAS ‘HIRE
JOBSITY "
VALIK SOLORZANO BARBOZA, Zebra
JIM BROCKMAN, Boston Interactive
TERREN SUYDAM, Risk Networks