The survey conducted by Stanton Chase International Belgrade received responses from over 70% of candidates who had interviews with the company in the previous year. Most respondents were males between 30-39 years old working in financial services. Two thirds first heard of Stanton Chase through colleagues and friends. Candidates found trust, confidentiality, and understanding of their needs and the market as very important factors. Over 75% rated their consultants highly. Shortlisted candidates provided positive feedback while some suggested improving communication frequency and feedback from clients. Overall, more than two thirds assessed their experience positively and would recommend Stanton Chase.
The document summarizes key findings from a survey conducted by SHRM Research on how organizations are preparing for an aging workforce. Some of the main findings include:
1) Accommodation, retail, wholesale, and transportation employ significantly fewer older workers than other industries.
2) Over 1/3 of organizations indicated they were beginning to examine policies to address the aging workforce, while 1/5 said no changes were needed.
3) Flexibility in work arrangements was cited as the biggest challenge to retaining older workers.
4) Organizations reported finding it moderately difficult to recruit exempt and non-exempt older workers.
The document provides statistics on IT certification demographics:
- The CompTIA Network+ was the most popular certification at 27%, followed by Security+ at 32%.
- Most holders of IT certifications were self-employed (25%) or worked for companies of 1-5 employees (20%).
- Over half of certification holders (53%) had a Cisco CCIE, with the second most popular being the CCNA at 19%.
- Most certification holders paid for the certifications themselves (78%), rather than having their employer pay.
- Nearly half of certification holders (45%) had between 7-10 years of IT experience.
The candidate received feedback that their poster did not match the house style until they changed it to white. Their website was originally all black with red text and an image in the middle, which also did not align with branding guidelines. The feedback suggests revisions were needed to be compliant with style standards.
The document discusses managing the candidate experience through the five stages of the hiring process: discovery, research, decision, communication, and resolution. It provides recommendations for improving each stage, such as mystery shopping the hiring process and being aware of the first impressions candidates get. The tips include using social media to build your company story and value proposition, empowering employees as social influencers, and consistently measuring key metrics like response times and sources of applicants.
Patterns of political elite formation in post soviet Armenia (ASCN funded res...Hamazasp Danielyan
This document summarizes research on patterns of political elite formation in post-Soviet Armenia. It describes the project's objectives to describe and conceptualize how political elites are formed, recruited, and their motivations and values. The methodology included surveys, interviews, and biography analysis. Key findings from the survey showed that most see their future as better and have higher trust in local government than political parties. The document concludes that possible political elite representatives include civil servants, members of political parties who are already involved in politics, and those in local government.
The survey summarizes perspectives from CEOs in Serbia on business conditions and outlook. Most CEOs have over 5 years of experience and come from consumer products and financial services. While the past year was challenging, CEOs remain focused on moving forward by increasing business volume, investing in employees, and expanding into new markets. There is consensus that consumer products will have the best growth prospects in the coming years, along with industries like logistics and IT. Barriers to success include unclear legislation and company insolvency. Overall, CEOs expect stagnation this year but are taking steps to prevent pessimism and drive progress.
Technisource Women in IT Careers Survey - Monster.comMonster
Despite years of criticism on the subject, there are still large disparities in the way men and women view employment within the technology field, according to the 2010 Technisource Women in Information Technology Report (conducted by Monster.com®). Most notably, differences in viewpoints were concentrated in compensation, mentors and role models, and challenges faced.
The new study demonstrates that while some lagging societal issues remain unchanged across the board, such as equal compensation, some perceived differences may be the result of specific choices and priorities between genders.
Among the key findings:
Career Satisfaction
Seventy-eight percent of women do not believe that compensation is equal between men and women – nearly half of the male respondents do perceive equality.
When asked about most important factors to men and women for career satisfaction, the greatest differences were men chose compensation and women chose being challenged and flexibility.
Career Progression
Fifty-two percent of women working in IT believe there is a "glass ceiling" that restricts their employment growth (28% of women are neutral).
When asked what the most important factors for career success were over the next five years, both men and women responded with technology experience and skills.
Mentorship/Role Models
When asked if respondents have had or do have a mentor, women responded the highest with 33 percent to 28 percent of men.
Seventy-three percent of women do not believe there are enough role models for women (versus 52 percent of men).
Future of Women in IT
Both men (56 percent) and women (70 percent) believe that greater promotion of IT as a career choice for women is the top encouraging factor for young women to enter the field.
Twenty-seven percent of men believe that women have an advantage over men working in the IT field.
Only 26 percent of men and 24 percent of women believe that society encourages young women to study math and science.
According to respondents, 74 percent of women believe female workers face a different set of career challenges than their male counterparts (compared to 48 percent of men).
"Our Women in Information Technology Report shows that there appear to be differences beyond how both women and men view their compensation and career progression within the IT field," said Alisia Genzler, vice president of the Northeast Region of Technisource. "Employers should take heed of these differing mindsets to better understand the unique priorities and challenges each of these groups face. Failing to do so will affect employee satisfaction, work performance, and in turn create a workforce that will jump at the opportunity to work for an employer that recognizes and acknowledges what really matters to them."
The document summarizes key findings from a survey conducted by SHRM Research on how organizations are preparing for an aging workforce. Some of the main findings include:
1) Accommodation, retail, wholesale, and transportation employ significantly fewer older workers than other industries.
2) Over 1/3 of organizations indicated they were beginning to examine policies to address the aging workforce, while 1/5 said no changes were needed.
3) Flexibility in work arrangements was cited as the biggest challenge to retaining older workers.
4) Organizations reported finding it moderately difficult to recruit exempt and non-exempt older workers.
The document provides statistics on IT certification demographics:
- The CompTIA Network+ was the most popular certification at 27%, followed by Security+ at 32%.
- Most holders of IT certifications were self-employed (25%) or worked for companies of 1-5 employees (20%).
- Over half of certification holders (53%) had a Cisco CCIE, with the second most popular being the CCNA at 19%.
- Most certification holders paid for the certifications themselves (78%), rather than having their employer pay.
- Nearly half of certification holders (45%) had between 7-10 years of IT experience.
The candidate received feedback that their poster did not match the house style until they changed it to white. Their website was originally all black with red text and an image in the middle, which also did not align with branding guidelines. The feedback suggests revisions were needed to be compliant with style standards.
The document discusses managing the candidate experience through the five stages of the hiring process: discovery, research, decision, communication, and resolution. It provides recommendations for improving each stage, such as mystery shopping the hiring process and being aware of the first impressions candidates get. The tips include using social media to build your company story and value proposition, empowering employees as social influencers, and consistently measuring key metrics like response times and sources of applicants.
Patterns of political elite formation in post soviet Armenia (ASCN funded res...Hamazasp Danielyan
This document summarizes research on patterns of political elite formation in post-Soviet Armenia. It describes the project's objectives to describe and conceptualize how political elites are formed, recruited, and their motivations and values. The methodology included surveys, interviews, and biography analysis. Key findings from the survey showed that most see their future as better and have higher trust in local government than political parties. The document concludes that possible political elite representatives include civil servants, members of political parties who are already involved in politics, and those in local government.
The survey summarizes perspectives from CEOs in Serbia on business conditions and outlook. Most CEOs have over 5 years of experience and come from consumer products and financial services. While the past year was challenging, CEOs remain focused on moving forward by increasing business volume, investing in employees, and expanding into new markets. There is consensus that consumer products will have the best growth prospects in the coming years, along with industries like logistics and IT. Barriers to success include unclear legislation and company insolvency. Overall, CEOs expect stagnation this year but are taking steps to prevent pessimism and drive progress.
Technisource Women in IT Careers Survey - Monster.comMonster
Despite years of criticism on the subject, there are still large disparities in the way men and women view employment within the technology field, according to the 2010 Technisource Women in Information Technology Report (conducted by Monster.com®). Most notably, differences in viewpoints were concentrated in compensation, mentors and role models, and challenges faced.
The new study demonstrates that while some lagging societal issues remain unchanged across the board, such as equal compensation, some perceived differences may be the result of specific choices and priorities between genders.
Among the key findings:
Career Satisfaction
Seventy-eight percent of women do not believe that compensation is equal between men and women – nearly half of the male respondents do perceive equality.
When asked about most important factors to men and women for career satisfaction, the greatest differences were men chose compensation and women chose being challenged and flexibility.
Career Progression
Fifty-two percent of women working in IT believe there is a "glass ceiling" that restricts their employment growth (28% of women are neutral).
When asked what the most important factors for career success were over the next five years, both men and women responded with technology experience and skills.
Mentorship/Role Models
When asked if respondents have had or do have a mentor, women responded the highest with 33 percent to 28 percent of men.
Seventy-three percent of women do not believe there are enough role models for women (versus 52 percent of men).
Future of Women in IT
Both men (56 percent) and women (70 percent) believe that greater promotion of IT as a career choice for women is the top encouraging factor for young women to enter the field.
Twenty-seven percent of men believe that women have an advantage over men working in the IT field.
Only 26 percent of men and 24 percent of women believe that society encourages young women to study math and science.
According to respondents, 74 percent of women believe female workers face a different set of career challenges than their male counterparts (compared to 48 percent of men).
"Our Women in Information Technology Report shows that there appear to be differences beyond how both women and men view their compensation and career progression within the IT field," said Alisia Genzler, vice president of the Northeast Region of Technisource. "Employers should take heed of these differing mindsets to better understand the unique priorities and challenges each of these groups face. Failing to do so will affect employee satisfaction, work performance, and in turn create a workforce that will jump at the opportunity to work for an employer that recognizes and acknowledges what really matters to them."
This document summarizes findings from a 2012 survey on social media and technology usage. Key findings include:
- Over 90% of respondents are active on Facebook, nearly half on YouTube, and over a third on Twitter and Google+. Smartphone ownership is 60% overall.
- Younger respondents and women rely heavily on their mobile phones, especially for texting. Over a third of all respondents use their phone daily for email, calendars, and social media.
- Respondents are increasingly dependent on mobile devices and expect to use them for various tasks like banking, food ordering, and appointments. Post-purchase behaviors like reviews are also facilitated by mobile and social media.
The 5th Annual JOTW Strategic Communications Survey for 2022Frank Strong
5th annual survey of 483 professionals working in communications, public relations and public affairs.
This survey was a joint effort between Ned’s Job of the Week (JOTW) and Sword and the Script Media, LLC. Subscribers to both organizations were solicited to take the survey through mentions in the weekly newsletter, dedicated email requests and social media. Gini Dietrich and Karen Swim also solicited respondents from their respective communities at Spin Sucks and Solo PR Pro.
In total 483 respondents took the survey online, using Survey Monkey, from Friday, May 6, 2022, until June 14, 2022.
Survey takers were incentivized to take the survey with an offer to be entered for a chance to win one of three gift cards ($100, $50 and $25).
The document discusses strategies for improving the candidate experience during the recruitment process. It emphasizes the importance of customizing communication based on the target audience, integrating different communication platforms, bringing recruiters "out of the dark" by giving them more information, demonstrating urgency to candidates, anticipating and answering candidates' questions, detailing community involvement, offering alternatives to just applying for a job, respecting candidates by acknowledging their interest and providing feedback and next steps, and allowing candidates to communicate and check their application status. The goal is to engage candidates rather than enrage them through a positive experience.
The document discusses strategies for improving the candidate experience during the recruitment process. It emphasizes the importance of customizing communication based on the target audience, integrating different communication platforms, bringing recruiters "out of the dark" by informing them, anticipating candidate questions, demonstrating a sense of urgency, detailing community involvement, offering alternatives to applying, and respecting candidates by acknowledging their interest and providing feedback.
The survey found that information management, data collection, and producing discoverable results in a timely manner were the top challenges reported. The CIO and General Counsel were most often identified as leading e-discovery initiatives. Organizations that placed more emphasis on their electronic data discovery process tended to be more satisfied with their e-discovery process. Those with more mature programs reported technology utilization as a top challenge and had greater CIO involvement.
Travel Insights 100 All About Twitter Survey PresentationTravelInsights100
The document summarizes the key findings of a survey about Twitter usage among 100 travel respondents:
- Twitter has grown rapidly in popularity over the past year, with 52% of respondents starting use within the last 12 months.
- Respondents were split between frequent ("addicted") users, at 31%, and infrequent users, at 33%.
- The majority, 63%, recommended using Twitter to find travel deals and tips for trip planning, though 9% advised against using it for this purpose.
- Businesses new to Twitter should aim to be personal, interesting, and avoid promotional or corporate tweets.
Buzz Marketing Group talked to hundreds of Millennials to find out how they are approaching today's unique job market... we gained some great insights!
Executive Level Recruitment Insights In Marketing TheCandidateLtd
This area investigates key areas surrounding current Executive Level Recruitment Trends. These aspects include the number of Executive Level roles that exist in industries, traits and skills needed, what recruiters are looking for, and how the roles are being filled in an internal and external context.
The survey received 378 completed responses. Most respondents were female from Germany and Poland. The top three most popular social media platforms were Facebook, YouTube, and Instagram. Facebook had the highest usage at 92.6% and was used daily by most respondents. YouTube and Instagram also had high usage but lower frequencies. Privacy was the most important factor for all platforms. The survey results were published in conference proceedings.
Survey results: The age of unbounded dataMoxie Insight
This document discusses a survey on how enterprises are leading in the age of unbounded data. The key findings include:
- Enterprises have become highly instrumented, using new data sources and analytics to drive insights. However, making sense of this complex data ecosystem is challenging.
- Sense-making is the top data priority for enterprises, more so than just accessing more data. Data quality issues are also a major problem.
- Customer data in particular has low quality and is underutilized, despite its potential to drive competitive advantage.
- Fewer than half of respondents rate the quality of their customer, partner, and employee data as good or excellent.
- While most enterprises measure customer experience
RMACC 2018 Keynote: Breaking the Glass Ceiling Identifying and Addressing Sel...Lorna Rivera
This document summarizes a keynote presentation about identifying and addressing selection bias in a student program. The presentation discussed how initial reviews of applicants in 2015 showed bias against female applicants, with males rated significantly higher. In response, the program implemented blind reviews, a standardized rubric, and recruitment efforts to increase diversity. These changes led to no significant differences in ratings or performance based on gender or race in subsequent years. The presentation provided recommendations for other programs based on lessons learned to promote fairness and reduce bias in selection processes.
The survey analyzed features used by hotel e-business professionals to enhance their online presence. The top three deployed features were social media-based: branded social community pages, user ratings and reviews, and user comments and reviews. The top planned features for the next year were the same top five as currently deployed. User comments and reviews, videos, and branded social community pages were rated as the most effective features. The results indicate e-business professionals are finding success with rich media and social media strategies.
CIPR state of the profession benchmarking survey 2010 Apeiron Agency
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR’s Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
The document summarizes the results of a survey of 393 technical communicators. It finds that:
1. Most technical communicators are women aged 40-60 working in hi-tech, manufacturing, or healthcare. They spend a third of their time authoring content and a fifth reviewing content.
2. Small companies have technical communicators who author more content and interact more with end users than those at large enterprises.
3. Over 70% of technical communicators own smartphones, with higher rates among younger generations. About 45% currently publish content for mobile or plan to.
4. Mobile publishing is more widely adopted than social media for engaging end users, though some industries are leading in both mobile and
This document provides an overview and key findings from a research study conducted by CompTIA on generational differences in technology adoption and use in the workplace. The study explored how different age groups/generations use and engage with various technologies for work purposes. Some of the main findings include that about half of respondents described their employer as cutting-edge or upper tier in technology use, while Gen Y workers were most likely to use smartphones and assess their own tech skills highly. The changing generational makeup of the workforce presents implications for how companies support different age groups' technology needs.
This is the results of a survey sponsored by Satmetrix and SimplyDIRECT (www.SimplyDIRECT.com) about strategies for Improving Customer Experience. 48 executives have participated.
PMLiVE Salary Survey 2012 sponsored by ZenopaPM_LiVE
A survey of employees working in the pharma industry to gain insight into their careers and related information, including salaries, bonuses and benefits.
The Career Path of a Social Media Professional Sarah Jackson
The document summarizes the key findings of a research study about the career paths and roles of social media professionals. Some of the main findings include:
- Social media managers typically work more than 40 hours per week and are ambitious, with 70% wanting a promotion. However, only 40% saw promotion opportunities in their current role.
- The top social media channels managed are Facebook, Twitter, LinkedIn, Instagram, and YouTube. Social media roles are often housed in communication/PR or marketing departments.
- The primary roles of social media managers are to create content and strategize social media strategies. Engagement and replies are also key metrics for evaluating their performance.
- Many social media managers will be
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
This document summarizes findings from a 2012 survey on social media and technology usage. Key findings include:
- Over 90% of respondents are active on Facebook, nearly half on YouTube, and over a third on Twitter and Google+. Smartphone ownership is 60% overall.
- Younger respondents and women rely heavily on their mobile phones, especially for texting. Over a third of all respondents use their phone daily for email, calendars, and social media.
- Respondents are increasingly dependent on mobile devices and expect to use them for various tasks like banking, food ordering, and appointments. Post-purchase behaviors like reviews are also facilitated by mobile and social media.
The 5th Annual JOTW Strategic Communications Survey for 2022Frank Strong
5th annual survey of 483 professionals working in communications, public relations and public affairs.
This survey was a joint effort between Ned’s Job of the Week (JOTW) and Sword and the Script Media, LLC. Subscribers to both organizations were solicited to take the survey through mentions in the weekly newsletter, dedicated email requests and social media. Gini Dietrich and Karen Swim also solicited respondents from their respective communities at Spin Sucks and Solo PR Pro.
In total 483 respondents took the survey online, using Survey Monkey, from Friday, May 6, 2022, until June 14, 2022.
Survey takers were incentivized to take the survey with an offer to be entered for a chance to win one of three gift cards ($100, $50 and $25).
The document discusses strategies for improving the candidate experience during the recruitment process. It emphasizes the importance of customizing communication based on the target audience, integrating different communication platforms, bringing recruiters "out of the dark" by giving them more information, demonstrating urgency to candidates, anticipating and answering candidates' questions, detailing community involvement, offering alternatives to just applying for a job, respecting candidates by acknowledging their interest and providing feedback and next steps, and allowing candidates to communicate and check their application status. The goal is to engage candidates rather than enrage them through a positive experience.
The document discusses strategies for improving the candidate experience during the recruitment process. It emphasizes the importance of customizing communication based on the target audience, integrating different communication platforms, bringing recruiters "out of the dark" by informing them, anticipating candidate questions, demonstrating a sense of urgency, detailing community involvement, offering alternatives to applying, and respecting candidates by acknowledging their interest and providing feedback.
The survey found that information management, data collection, and producing discoverable results in a timely manner were the top challenges reported. The CIO and General Counsel were most often identified as leading e-discovery initiatives. Organizations that placed more emphasis on their electronic data discovery process tended to be more satisfied with their e-discovery process. Those with more mature programs reported technology utilization as a top challenge and had greater CIO involvement.
Travel Insights 100 All About Twitter Survey PresentationTravelInsights100
The document summarizes the key findings of a survey about Twitter usage among 100 travel respondents:
- Twitter has grown rapidly in popularity over the past year, with 52% of respondents starting use within the last 12 months.
- Respondents were split between frequent ("addicted") users, at 31%, and infrequent users, at 33%.
- The majority, 63%, recommended using Twitter to find travel deals and tips for trip planning, though 9% advised against using it for this purpose.
- Businesses new to Twitter should aim to be personal, interesting, and avoid promotional or corporate tweets.
Buzz Marketing Group talked to hundreds of Millennials to find out how they are approaching today's unique job market... we gained some great insights!
Executive Level Recruitment Insights In Marketing TheCandidateLtd
This area investigates key areas surrounding current Executive Level Recruitment Trends. These aspects include the number of Executive Level roles that exist in industries, traits and skills needed, what recruiters are looking for, and how the roles are being filled in an internal and external context.
The survey received 378 completed responses. Most respondents were female from Germany and Poland. The top three most popular social media platforms were Facebook, YouTube, and Instagram. Facebook had the highest usage at 92.6% and was used daily by most respondents. YouTube and Instagram also had high usage but lower frequencies. Privacy was the most important factor for all platforms. The survey results were published in conference proceedings.
Survey results: The age of unbounded dataMoxie Insight
This document discusses a survey on how enterprises are leading in the age of unbounded data. The key findings include:
- Enterprises have become highly instrumented, using new data sources and analytics to drive insights. However, making sense of this complex data ecosystem is challenging.
- Sense-making is the top data priority for enterprises, more so than just accessing more data. Data quality issues are also a major problem.
- Customer data in particular has low quality and is underutilized, despite its potential to drive competitive advantage.
- Fewer than half of respondents rate the quality of their customer, partner, and employee data as good or excellent.
- While most enterprises measure customer experience
RMACC 2018 Keynote: Breaking the Glass Ceiling Identifying and Addressing Sel...Lorna Rivera
This document summarizes a keynote presentation about identifying and addressing selection bias in a student program. The presentation discussed how initial reviews of applicants in 2015 showed bias against female applicants, with males rated significantly higher. In response, the program implemented blind reviews, a standardized rubric, and recruitment efforts to increase diversity. These changes led to no significant differences in ratings or performance based on gender or race in subsequent years. The presentation provided recommendations for other programs based on lessons learned to promote fairness and reduce bias in selection processes.
The survey analyzed features used by hotel e-business professionals to enhance their online presence. The top three deployed features were social media-based: branded social community pages, user ratings and reviews, and user comments and reviews. The top planned features for the next year were the same top five as currently deployed. User comments and reviews, videos, and branded social community pages were rated as the most effective features. The results indicate e-business professionals are finding success with rich media and social media strategies.
CIPR state of the profession benchmarking survey 2010 Apeiron Agency
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR’s Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
The document summarizes the results of a survey of 393 technical communicators. It finds that:
1. Most technical communicators are women aged 40-60 working in hi-tech, manufacturing, or healthcare. They spend a third of their time authoring content and a fifth reviewing content.
2. Small companies have technical communicators who author more content and interact more with end users than those at large enterprises.
3. Over 70% of technical communicators own smartphones, with higher rates among younger generations. About 45% currently publish content for mobile or plan to.
4. Mobile publishing is more widely adopted than social media for engaging end users, though some industries are leading in both mobile and
This document provides an overview and key findings from a research study conducted by CompTIA on generational differences in technology adoption and use in the workplace. The study explored how different age groups/generations use and engage with various technologies for work purposes. Some of the main findings include that about half of respondents described their employer as cutting-edge or upper tier in technology use, while Gen Y workers were most likely to use smartphones and assess their own tech skills highly. The changing generational makeup of the workforce presents implications for how companies support different age groups' technology needs.
This is the results of a survey sponsored by Satmetrix and SimplyDIRECT (www.SimplyDIRECT.com) about strategies for Improving Customer Experience. 48 executives have participated.
PMLiVE Salary Survey 2012 sponsored by ZenopaPM_LiVE
A survey of employees working in the pharma industry to gain insight into their careers and related information, including salaries, bonuses and benefits.
The Career Path of a Social Media Professional Sarah Jackson
The document summarizes the key findings of a research study about the career paths and roles of social media professionals. Some of the main findings include:
- Social media managers typically work more than 40 hours per week and are ambitious, with 70% wanting a promotion. However, only 40% saw promotion opportunities in their current role.
- The top social media channels managed are Facebook, Twitter, LinkedIn, Instagram, and YouTube. Social media roles are often housed in communication/PR or marketing departments.
- The primary roles of social media managers are to create content and strategize social media strategies. Engagement and replies are also key metrics for evaluating their performance.
- Many social media managers will be
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help alleviate symptoms of mental illness and boost overall mental well-being.
The survey summarizes the responses from Serbian CEOs on the state of the economy and business environment in Serbia. Most CEOs have been in their role for over 5 years and represent industries like professional services, consumer products, and financial services. Regarding growth opportunities, CEOs believe food production and agriculture have the best prospects. Finding a strategic partner is seen as the most efficient financing method. The EU is viewed as the most desirable strategic partner. Most CEOs felt there were no significant investments in Serbia last year and that doing business did not become easier. Common achievements included rationalizing business operations, while reductions in staff, salaries and business volumes were difficult to avoid. Internal restructuring and empowering younger managers are seen as solutions to
Executive coaching provides benefits for both individuals and companies. It involves regular sessions between a coach and coachee to help improve leadership skills and performance. Coaching helps executives better understand their strengths and weaknesses, develop strategies to overcome challenges, and achieve business goals. It leads to benefits like increased self-awareness, improved decision-making, and enhanced leadership abilities. Coaching is becoming increasingly popular in Serbia as a way for companies to develop their managers and get the most from their talent.
The board survey found that boards are increasingly focused on strategy and future challenges. They spend more time on strategic issues and expect stronger financial performance than competitors. However, boards recognize a need to improve understanding of company strategy and upgrade their own skills to address future challenges. Regular board evaluations are needed to improve performance through a better understanding of strategy, stronger board dynamics, and ensuring the right mix of competencies.
This newsletter provides updates on business trends in Bulgaria. It discusses how pharmaceutical companies are welcoming professionals from other industries, such as FMCG, due to growth in the pharmaceutical market and need for new roles. It also notes that FMCG companies are focusing on optimization and strategy/tactics, and there is demand for skills like project management, networking, and analytical expertise. The newsletter introduces the local team at Stanton Chase Sofia and provides an overview of the technology industry challenges around big data and analytics.
Skinos is a Greek spirits brand launched in 2005 that has become one of the fastest growing brands in Greece, focusing on the unique ingredient of mastiha from Chios; the brand has expanded exports starting in 2006 to over 15 markets in Europe, North America, and Australia through adapting its strategy to local needs while facing barriers from perceptions of Greece and bureaucratic procedures; major achievements include becoming the number one Greek liqueur brand in exports and establishing wide distribution in retail and hospitality channels globally.
The survey of 1,500 Austrian managers found high levels of uncertainty about the future economy. While expectations were positive in 2011, most managers now have doubts or negative outlooks for 2012. Managers in large corporations expressed the highest dissatisfaction and desire to change jobs. Despite negative views of the overall economy, managers were more optimistic about their own industries. While stress levels were generally moderate, the desire to change employers was at a record high, indicating unhappiness with current work situations, especially in large companies.
The document discusses trends in the executive search industry based on a quarterly report. It shows that the industry saw year-over-year growth from 2009 to 2010 and 2010 to 2011. Certain industries like industrial, consumer, and professional services saw increased searches while financial, technology, and non-profit saw decreases. The highest percentage of searches were for sales and marketing and finance positions. The document also discusses trends specifically for Greece, including growth rates from 2004-2011 and opportunities in industries like tourism, logistics, and renewable energy.
The document summarizes the results of a survey of 638 senior executives in the Middle East, mainly from GCC countries. It finds that most respondents are male, between 36-45 years old, married with children, and originating from countries like Lebanon, UK, USA, India and Canada. The survey aims to understand career trends in the volatile Middle Eastern market, including factors around business opportunities, leadership talent shortage, retention, career development and willingness to relocate. The results provide insight into the priorities and expectations of today's senior executives in the region.
More from Stanton Chase: Executive Search Consultants (11)
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
Communications Mining Series - Zero to Hero - Session 1DianaGray10
This session provides introduction to UiPath Communication Mining, importance and platform overview. You will acquire a good understand of the phases in Communication Mining as we go over the platform with you. Topics covered:
• Communication Mining Overview
• Why is it important?
• How can it help today’s business and the benefits
• Phases in Communication Mining
• Demo on Platform overview
• Q/A
Infrastructure Challenges in Scaling RAG with Custom AI modelsZilliz
Building Retrieval-Augmented Generation (RAG) systems with open-source and custom AI models is a complex task. This talk explores the challenges in productionizing RAG systems, including retrieval performance, response synthesis, and evaluation. We’ll discuss how to leverage open-source models like text embeddings, language models, and custom fine-tuned models to enhance RAG performance. Additionally, we’ll cover how BentoML can help orchestrate and scale these AI components efficiently, ensuring seamless deployment and management of RAG systems in the cloud.
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
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2. General Overview
Stanton Chase International Belgrade conducted for the first time this year a survey among its
candidates with the aim to hear their impressions and comments about the cooperation and
suggestions on how to improve this cooperation.
The anonymous questionnaire was sent to candidates who had interviews with us in the previous
year, that is to say, the candidates who had personal contact with our consultants, including those
who were presented as shortlisted candidates to clients, and those who were not. The questionnaire
was filled in by over 70% of the asked candidates, which makes the results of this survey
representative and valid.
In the first part of the survey we wanted to find out some basic data about the participants, such
as age, gender and industry they work in. The majority of participants are aged between 30 and
39, which was expected, but the percentage of candidates between 40 and 49 is also not negligible,
almost 30%. It is a bit surprising that almost two thirds of the participants are male, and especially
that over 50% of them come from financial industry, bearing in mind the current crisis. The crisis
has obviously affected more the real sector, while banks and other financial institution are still
active in finding adequate staff. Consumer goods are on the second place with 20%, and all the
other industries have small ratio.
Almost two thirds of the candidates heard of Stanton Chase from colleagues and friends and it is
definitely the best recommendation. A small number of candidates heard of us through social
networks, although Stanton Chase is very active in LinkedIn, but it seems that the usage of social
networks for business purposes has not been developed enough in Serbia.
We were particularly interested to find out which factors are most important for candidates in their
contact and relationship with an executive search company. The following factors were named:
trust, confidentiality, understanding of the market and the position, understanding of the
candidates’ need and open communication, good positioning of the company and its influence in
the market. The results led us to the conclusion that all the factors were very important because
they were highly rated by the participants, and that none stands out as the most important.
In the next part of the survey we wanted to find out something more about the impressions
candidates got during the personal contact with our consultants. Over 75% of the participants
rated our consultants with two highest marks, four and five. Candidates were most satisfied with
confidentiality (95%), open communication and a structured interview, while there is a space for
improvement in giving precise answers to all candidates’ questions.
One set of questions was posed only to the shortlisted candidates, those who were interviewed
also by clients. They made 75% of the overall number of the participants and they rated their
experience with Stanton Chase as very positive. Typical comments:
“High degree of market awareness, pleasant and constructive communication during the
interview.”
“A professional firm which understands the needs of its clients.”
“A serious international company.”
In Tune with the Local Connected to the World
3. “They are professional, discreet and reputable.”
“SC is an excellent link for professional to find an adequate employment.”
“A more professional attitude than with other agencies of the similar kind.”
“One of the best, if not the very best company of this sort in the domestic market.”
One third of the participants did not have an opinion about whether Stanton Chase helped them
make a good decision for their career. This result might be understood as an indication that
sometimes it takes a lot of time, even years, to assess if a particular job decision was right.
The only critical comments, so to say, were aimed at the length of the process, which is in Serbia a
reality we can hardly influence, and at the feedback from clients after their interviews with
candidates, especially concerning the explanation why a candidate was finally rejected. Stanton
Chase usually seeks high positions among top professionals and usually all the shortlisted candidates
meet the required criteria, so that little details make the difference with clients. The truth is that
there is no particular reason why someone “did not pass”, but a client simply opted for one of
several excellent candidates. It is rare that clients comment on the candidates they did not choose,
and they are not obliged to do so.
“The only objection to the process is that the period from the first meeting in Stanton Chase
office until the feedback lasted too long.”
“Instead of standard explanations, try to find out from the employers the reasons for refusing
the candidates after interviews.”
All in all, more than two thirds of the participants assessed their experience with Stanton Chase as
positive or very positive, and a very high percentage (93.4%) of candidates would recommend
Stanton Chase to their colleagues and clients. Some of the comments:
“Professionalism and trust are reasons why I would give my recommendation.”
“I would recommend them because I find Stanton Chase one of the rare executive search
companies in the territory of Republic of Serbia which performs its job in a professional way:
consultants are well-informed about the position, respect candidates in all aspects – their
experience, time, ask questions which reflect their education and experience.”
We may conclude that Stanton Chase International was rated as a very professional company whose
consultants understand well both the market and clients’ needs, can convey it to candidates and
are absolutely discreet.
There are opportunities for improvement in more frequent communication with candidates
regardless of the existing positions, especially via Web, blogs, LinkedIn. Notifying candidates
regularly about the ongoing process even when there are no news is also desirable, especially if the
process is unexpectedly prolonged.
We hope that this survey will contribute to even more successful communication between Stanton
Chase and candidates, and to better understanding of the selection process by all the parties
involved.
www.stantonchase.com
4. Age and sex
Most of the participants in the survey are between 30 and 39 years of age, more men than women.
1. How old are you?
5,1%
1,3%
Under 30 (5.1%)
30-39 (63.5%)
0,6%
29,5% 40-49 (29.5%)
50-59 (1.3%)
60+ (0.6%)
63,5%
2. Gender
38,2% 61,8%
Female (38.2%)
Male (61.8%)
In Tune with the Local Connected to the World
5. Industries
Most of the participants come from Financial Services and Consumer Products.
3. Which industry do you work in?
Consumer Products (19.4%)
Technology (7.7%)
Logistics and transport (1.3%)
Industry (7.1%)
Financial Services (57.4%)
Life Science and Healthcare (1.9%)
Professional services (4.5%)
Government Institutions and
Non-Profit Organizations (0.6%)
Change of industries during career
Majority of candidates have changed the industry throughout their career.
4. Have you changed the industry you work in during your career?
37,2% 24,4% 38,5%
Yes, once (37.2%)
Yes, more than once (24.4%)
No (38.5%)
www.stantonchase.com
6. Contact with Stanton Chase
Most have heard of Stanton Chase from friends and colleagues.
5. How did you hear for SCI?
From a colleague (28.8%)
20,3%
28,8% From a client (3.9%)
3,3%
From a friend (32%)
11,8% Via internet- web site (11.8%)
3,9% Via internet – social network (3.3%)
I was contacted by Stanton Chase (20.3%)
32%
Contact with majority of the candidates was on the initiative of Stanton Chase.
6. How did you get in contact with SCI?
64,3% 26,1% 9,6%
I was contacted by SCI (64.3%)
Recommendation (26.1%)
I sent my CV to be included in SCI database (9.6%)
In Tune with the Local Connected to the World
7. Factors imortant for establishing cooperation
Factors - trusting relationship, confidentiality, understanding of market and position as well as
candidates’ needs and open communication were rated as very important for establishing a good
cooperation with an Executive Search consultant.
7. Please rate from 1 to 5 the importance of the following factors for establishing
a satisfying cooperation with an Executive Search company:
(where 1=least important and 5=most important)
Answers 1 2 3 4 5
Trusting relationship 2,6% 0% 4,5% 31% 61,9%
Confidentiality 1,3% 1,3% 4,5% 21% 71,9%
Understanding of market and
position/function 1,3% 1,3% 8,4% 34,2% 54,8%
Understanding your career’s need
and open communication 1,3% 0,7% 8,5% 32% 57,5%
Good positioning of Executive Search
company and its influence in the market 1,3% 1,9% 16,8% 44,5% 35,5%
Cooperation with Stanton Chase
The level of professionalism of Stanton Chase consultants in all named factors was marked very
high.
8. Please rate the professionalism of the SCI consultants in the following areas:
(1=very low, 5= very high)
Answers 1 2 3 4 5
Structured and comprehensive interview 2,6% 0% 10,9% 35,3% 51,3%
Answered all the questions
in a precise manner 1,3% 3,8% 17,9% 38,5% 38,5%
Used your personal data
with full confidentiality 1,3% 0% 3,3% 21,4% 74%
Demonstrated good knowledge of
market and your position/function 1,3% 1,9% 17,3% 37,2% 42,3%
Open communication 1,9% 2,6% 7,1% 27,8% 60,6%
www.stantonchase.com
8. Around two thirds of participants were shortlisted candidates in Stanton Chase projects and most
of them agree that Stanton Chase presented them to clients in the best possible way.
9. Have you been a shortlisted candidate in a SCI project?
25,3%
Yes (74.7%)
No (25.3%)
74,7%
10. SCI presented your experience and qualification in the best possible manner:
Strongly agree (37.9%)
Agree (40.5%)
Neither agree nor disagree (19.8%)
Disagree (1.7%)
Strongly disagree (0%)
37,9%
40,5%
19,8%
1,7%
More than one half of the candidates find that Stanton Chase helped them make a good decision for
their career.
11. SCI helped me make a good decision for my career:
Strongly agree (16.5%)
Agree (41.7%)
Neither agree nor disagree (35.7%)
Disagree (3.5%)
3,5%
2,6%
16,5%
41,7%
35,7%
Strongly disagree (2.6%)
In Tune with the Local Connected to the World
9. The majority of candidates share the opinion that the position in question was clearly presented
to them.
12. SCI presented clearly the position and client’s expectations:
4,3% 6,9%
Strongly agree (38.8%)
Agree (50%)
38,8% Neither agree nor disagree (4.3%)
Disagree (6.9%)
50%
Strongly disagree (0%)
Stanton Chase maintains a professional manner in arranging meetings and informing candidates.
13. SCI consultants arranged the meeting with the client in a professional way
and they informed me in a timely manner at each step of the process:
2,6%
8,7% Strongly agree (49.6%)
7,8% Agree (31.3%)
Neither agree nor disagree (7.8%)
49,6%
31,3% Disagree (8.7%)
Strongly disagree (2.6%)
Most of the participants received feedback from clients and the explanation of their decision.
14. SCI consultants gave me a feedback after the meeting with the client and the
explanation of their decision:
10,4%
Strongly agree (30.4%)
10,4% 30,4% Agree (37.4%)
11,3% Neither agree nor disagree (11.3%)
Disagree (10.4%)
Strongly disagree (10.4%)
37,4%
www.stantonchase.com
10. The majority of the shortlisted candidates were selected as shortlisted just once.
15. How many times have you been a shortlisted candidate?
84,8% 15,2%
Once (84.8%)
More than once (15.2%)
Assessment of the overall experience and comments
Stanton Chase consultants are seen as good advisors for career development.
16. SCI consultant has been a good advisor for my career development:
Strongly agree (15.8%)
Agree (28.9%)
Neither agree nor disagree (42.8%)
Disagree (8.6%)
Strongly disagree (3.9%)
In Tune with the Local Connected to the World
11. After the end of the project most of the participants remained in contact with Stanton Chase. Those
who did not, said that a renewed cooperation is desirable as soon as the circumstances allow that.
17. Do you maintain the relationship with SCI after the project has finished?
56,3% 43,7%
Yes (56.3%)
No (43.7%)
Comments:
- There have been no new opportunities for cooperation
- I suppose SCI will contact me when good offers occur
- I do not intend to change the job at the moment, but if I decide to do so, I will definitely contact them
- I expect the call from you, everything else is already known
- I do not think that a candidate should initiate the contact after the selection
- I had no need to contact the agency.
Most of the candidates are very satisfied with their cooperation with Stanton Chase, and over 90%
of them would recommend our company.
18. How would you rate your overall experience with SCI?
2,6%
Very positive (27.6%)
19,1% Positive (50.7%)
27,6%
Neutral (19.1%)
Negative (2.6%)
Very negative (0%)
50,7%
www.stantonchase.com
12. 19. Would you recommend SCI to your industry colleagues or coworkers?
93,4% 6,6%
Yes (93.4%)
No (6.6%)
Comments:
- Professionalism and the feeling of trust are the reasons why I would give my recommendation
- High degree of market awareness, pleasant and constructive communication during the interview
- A professional firm which understands the needs of its clients
- A serious international company
- They are professional, discreet and reputable
- The reason is that Stanton Chase has a right approach towards clients
- SC is an excellent link for a professional to find an adequate employment
- Because of their contacts in the market
- A more professional approach than with other agencies of the similar kind
- I would recommend them because I find Stanton Chase one of the rare executive search companies
in Serbia which performs its job in a professional way: consultants are well-informed about the
position, they respect candidates in all aspects – their experience, time, and ask questions which
reflect their education and experience. I was very satisfied
- A good experience can be recommended easily.
The comments of our candidates are very important to us because besides praises, there are
suggestions for further improvement of our cooperation with them.
20. If you have any additional comment regarding your cooperation with SCI,
please quote:
- One of the best, if not the very best company of this sort in domestic market
- The only objection to the process is that the period from the first interview in Stanton Chase office
until the feedback lasted too long
- Instead of standard explanations, try to find out from the employers the reasons for refusing the
candidates after interviews
- I would like to be more involved in new projects Stanton Chase has in the market
- I had an excellent experience and contact with your consultant
- Very professional approach and market understanding. I especially liked open communication and
getting all the information.
13. About Stanton Chase
Stanton Chase International is an internationally specialized Executive Search company, which
by using the expertise of its consultants, provides its clients with the best services of finding and
assessing the top managerial staff. What makes us different is our knowledge of international,
regional and local movements on the workforce market, as well as the accessibility to candidates
from all over the world. Stanton Chase International is a company which consists of 73 offices
in 46 countries around the world. According to the most recent research in this industry, the
company is ranked one of the top 10 leading international Executive Search consulting firms in
terms of size, speed of development and reputation. Among its clients the company is especially
valued for its exceptional quality of business, above all for its successful work assessment in the
complicated process of finding and choosing top management staff.
Stanton Chase Belgrade office was founded in 2002 and provides a full spectre of services in
the area of Human Resources (HR) based on the multifaceted approach to the human resource
needs of our clients. Such a multifaceted approach includes not only different services, but above
all our ability to adapt to the needs of the client. Our complete activity during the selection of
candidates or consulting is adapted to the specific needs of every client and is based on the type
of industry that the client belongs to as well as their characteristic needs.
Today Stanton Chase Belgrade is placed among
the leading Executive Search companies in Serbia.
Our team constitutes of consultants and researchers specialized for certain branches of industry.
We particularly want to emphasise that our consultants have acquired their knowledge, skills
and experience in leadership positions in the industries that they are specialized in.
Our specialized fields
We offer industry specializations in nine dynamic fields:
Industrial
Technology (IT & Telecom)
Consumer Products & Services
Life Sciences & Healthcare
Financial Services
Professional Services
Natural Resources & Energy
Logistics & Transportation
Government, Education & Non Profit
Using the latest methodology for the assessment of competences and personality profiles (on-line
psychometric testing and strategic exercises in the form of business simulations) we provide a
successful and fast assessment of the best staff relevant for project work.
Blvd. Oslobodjenja 75, 11000 Belgrade
+381 11 3973676
www.stantonchase.com
www.stantonchase.com