Adventures in Recruiting: Hiring for an Industry That Didn't Exist in 2007Travis Barnes
When MediaMath was founded in 2007, it established a completely new platform for marketers. In the 8 years since, we've grown to a 700+ person company, but we've had to find new ways to find or create the experts to lead the charge on building and using our platform– experts in a brand new field. At the Glassdoor Rebels of Recruiting Roadshow, Peter Phelan– Chief People Officer at MediaMath– describes how we've kept pace with our relentless need for talent with data-driven recruiting methods and by creating experts where none existed.
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
Cielo's 2017 Americas Talent Rising Summit - Day 1 DeckCielo
This document is a summary from a Cielo, Inc. summit on talent acquisition. It discusses measuring quality of hire through meaningful metrics unique to each company and role. Quality of hire is influenced by levers like employee value proposition, workforce planning, and onboarding. The summit sought to learn attendees' current and aspired quality of hire metrics and influencing levers to improve talent acquisition.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
Adventures in Recruiting: Hiring for an Industry That Didn't Exist in 2007Travis Barnes
When MediaMath was founded in 2007, it established a completely new platform for marketers. In the 8 years since, we've grown to a 700+ person company, but we've had to find new ways to find or create the experts to lead the charge on building and using our platform– experts in a brand new field. At the Glassdoor Rebels of Recruiting Roadshow, Peter Phelan– Chief People Officer at MediaMath– describes how we've kept pace with our relentless need for talent with data-driven recruiting methods and by creating experts where none existed.
CareerBuilder’s Road(map) to the FutureCareerBuilder
Abdel Tefridj & Scott Helmes show us how CareerBuilder is building new and innovative technology to improve your ability to find, hire and manage great talent.
Overcoming Global Talent Shifts with RPO 3.0 Cielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
This presentation will help you identify and articulate what RPO 3.0 offers for organizations in the Asia Pacific region and how to maximize its potential.
Creating the Vision for Next Generation Talent AcquisitionCielo
Global shifts in talent (multigenerational workers), economic power (West to East) and technology (automation) have forced business to adapt to a new world. A key component to success going forward will be realizing the benefits brought by RPO 3.0, which builds upon the first generations of RPO and adds more long-term, strategic value.
Cielo's 2017 Americas Talent Rising Summit - Day 1 DeckCielo
This document is a summary from a Cielo, Inc. summit on talent acquisition. It discusses measuring quality of hire through meaningful metrics unique to each company and role. Quality of hire is influenced by levers like employee value proposition, workforce planning, and onboarding. The summit sought to learn attendees' current and aspired quality of hire metrics and influencing levers to improve talent acquisition.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
Our annual European Talent Rising Summit brought together organizations from across Europe for a day of learning and networking. This year's theme was Talent Acquisition in a Diverse and Changing World. It was wonderful to welcome all of our attendees to London for another successful event!
The document outlines 15 top HR trends for 2017, including revitalizing performance management through more comprehensive software, using predictive analytics to improve hiring and retention, encouraging self-directed learning, having a blended workforce, streamlining talent acquisition, focusing on career mobility, going digital, using social media to build your employment brand, focusing on data analytics, moving to intelligent platforms, creating an ethical work culture, using design thinking, meeting millennial expectations, providing a compelling employee experience, revisiting management models, and acquiring an accelerated HR team. The trends are aimed at aligning HR efforts with high-impact business outcomes.
Transformational Talent: Portrait of the High-Potential Workforce Matt Burney...TALiNT Partners
The document discusses strategies for recruiting transformational talent. It recommends emphasizing a company's mission and vision to inspire candidates by showing how their work will make an impact. It also suggests making the application process fast and simple, as transformational talent are proactive in their job search and will apply elsewhere if an application takes too long. Companies should follow up quickly with candidates and focus on qualities like problem-solving, passion and strategic thinking when evaluating candidates.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
FIRMday Birmingham 12th May Changeworknow presentationEmma Mirrington
Richard Adams, The Access Group (previously ChangeWorkNow) will present ‘Are your recruiters
stuck in reaction mode’ A discussion around how recruiters should be more proactive with the resource
available in 2016 and how to manage applicants / candidates through an ATS and taking a look at specific
areas such as:Previous applicants, CV databases, Work experience and Networking
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
How CareerBuilder Uses Innovation to Solve Talent Acquisition ProblemsCareerBuilder
Scott Helmes introduces us to CareerBuilder's experts on talent acquisition and the innovations they are creating to solve the industry's biggest problems.
7 Trends Impacting Your Staffing Firm in 2018 and BeyondCareerBuilder
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Carmen hudson 1 pager - sourcing is about more than booleanTalent42
The document provides guidance on developing an effective sourcing strategy to attract, recruit, select, and hire the right talent. It discusses the key components of a sourcing strategy, including understanding the business and candidate profile, assessing the talent market, developing a value proposition, predicting return on investment from different sourcing channels, estimating timeline and workload, and creating a sourcing plan. The document also provides templates and examples to help analyze the talent market, build candidate profiles, identify target companies and roles, develop pitching narratives, and plan recruitment activities and timelines.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Digitalisation has impacted the value of different skills in many industries. The search for digital talent to implement all kinds of enterprises' digital business strategies have been a constant challenge and a delicate balance between cost and value. Since Artificial Intelligence and Automation are certain to play important roles in our workforce, every organisation is looking at how to fully optimise the potential of human and machines working together to unleash new value for the businesses. This talk will cover topics on impact of Digitalisation on Skills, leverage on the Diversity in Digital Talent Pools, Job Redefined To Unleash New Value and redesign Talent Strategy for Digital Age.
The document discusses top trends in the world of work and how new recruitment needs are driving technology advances. It outlines several key trends, including declining workforce participation rates that will return to 1977 levels by 2022. It also discusses the growing freelance workforce and evolving roles of both recruiters and candidates. New technologies like artificial intelligence, automation, enhanced applicant tracking systems, and voice assistants are changing the recruitment landscape. The future of work is shifting towards a growing gig economy with more temporary and freelance jobs.
How Manual vs. Tech-Driven Is Your HCM Strategy?CareerBuilder
The document discusses how companies transition from manual to more tech-driven human capital management (HCM) strategies. It notes that the path of transition is consistent, beginning with core HR functions and moving to areas like recruiting, talent management, and payroll over time. The document also examines differences between small-to-midsize businesses and large enterprises in their HCM needs and capabilities. Finally, it provides recommendations for priorities in adopting new HCM technologies and evolving HCM strategies to fully leverage available tools.
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
El documento discute las perspectivas psicoanalíticas sobre la drogodependencia. Desde el psicoanálisis, la drogadicción no es considerada un síntoma, sino un intento de evitar la angustia o depresión ante la incapacidad de procesarlos psíquicamente. Varias escuelas psicoanalíticas ven la droga como un sustituto del objeto primario de apego, como la madre o el pecho, representando una frustración en ese vínculo temprano.
This document summarizes an action research project conducted in the village of Tahatajpur, Uttar Pradesh. The objectives of the study were to gather data through interaction with villagers, understand village dynamics and livelihood activities. Key findings include that 80% of land is held by 38 of 110 households, and expenses on land preparation and chemicals are similar for Kharif (monsoon) and Rabi (winter) seasons, though sowing expenses are higher for Kharif. Vegetable farming is more profitable than wheat or paddy but few farmers grow vegetables. Recommendations include using solar water pumps for irrigation to increase incomes and adopting mushroom cultivation as another livelihood option. The interns learned about rural life, developing
Our annual European Talent Rising Summit brought together organizations from across Europe for a day of learning and networking. This year's theme was Talent Acquisition in a Diverse and Changing World. It was wonderful to welcome all of our attendees to London for another successful event!
The document outlines 15 top HR trends for 2017, including revitalizing performance management through more comprehensive software, using predictive analytics to improve hiring and retention, encouraging self-directed learning, having a blended workforce, streamlining talent acquisition, focusing on career mobility, going digital, using social media to build your employment brand, focusing on data analytics, moving to intelligent platforms, creating an ethical work culture, using design thinking, meeting millennial expectations, providing a compelling employee experience, revisiting management models, and acquiring an accelerated HR team. The trends are aimed at aligning HR efforts with high-impact business outcomes.
Transformational Talent: Portrait of the High-Potential Workforce Matt Burney...TALiNT Partners
The document discusses strategies for recruiting transformational talent. It recommends emphasizing a company's mission and vision to inspire candidates by showing how their work will make an impact. It also suggests making the application process fast and simple, as transformational talent are proactive in their job search and will apply elsewhere if an application takes too long. Companies should follow up quickly with candidates and focus on qualities like problem-solving, passion and strategic thinking when evaluating candidates.
As our lives become increasingly digital, the organizations that will succeed are the ones that provide employees with a work environment that best supports their needs and expectations. Because HR is the one function of the business that touches every employee, the digital workplace gives HR the opportunity to move from the back-office and truly be in the front lines to lead change. In order to better serve employees, HR deserves service - technology with a user experience that matches our consumer technology experiences today.
Master the three dimensions of talent magnetism, reach, reputation and experience to attract and engage talent and build a community of future workers.
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
FIRMday Birmingham 12th May Changeworknow presentationEmma Mirrington
Richard Adams, The Access Group (previously ChangeWorkNow) will present ‘Are your recruiters
stuck in reaction mode’ A discussion around how recruiters should be more proactive with the resource
available in 2016 and how to manage applicants / candidates through an ATS and taking a look at specific
areas such as:Previous applicants, CV databases, Work experience and Networking
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and you’re confident about the immediate future of talent acquisition technology.
How CareerBuilder Uses Innovation to Solve Talent Acquisition ProblemsCareerBuilder
Scott Helmes introduces us to CareerBuilder's experts on talent acquisition and the innovations they are creating to solve the industry's biggest problems.
7 Trends Impacting Your Staffing Firm in 2018 and BeyondCareerBuilder
This document discusses 7 trends impacting staffing firms in 2018 and beyond. It finds that referrals are still the top driver for new business but proof is also needed to get hired. The buying process is increasingly happening online, so firms need an online presence. Online reputation is also important for both prospects and candidates. There is a rise in non-traditional employment like freelancing. Pre-hire candidate engagement can impact opportunities. Service expectations are rising as dissatisfied customers share their experiences. Finally, relationships between account managers, recruiters, and clients are key to service success.
Matt Ferguson discusses the state of the labor market, solving the skills gap, opportunities in human capital management and CareerBuilder's commitment to innovation.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
Carmen hudson 1 pager - sourcing is about more than booleanTalent42
The document provides guidance on developing an effective sourcing strategy to attract, recruit, select, and hire the right talent. It discusses the key components of a sourcing strategy, including understanding the business and candidate profile, assessing the talent market, developing a value proposition, predicting return on investment from different sourcing channels, estimating timeline and workload, and creating a sourcing plan. The document also provides templates and examples to help analyze the talent market, build candidate profiles, identify target companies and roles, develop pitching narratives, and plan recruitment activities and timelines.
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Digitalisation has impacted the value of different skills in many industries. The search for digital talent to implement all kinds of enterprises' digital business strategies have been a constant challenge and a delicate balance between cost and value. Since Artificial Intelligence and Automation are certain to play important roles in our workforce, every organisation is looking at how to fully optimise the potential of human and machines working together to unleash new value for the businesses. This talk will cover topics on impact of Digitalisation on Skills, leverage on the Diversity in Digital Talent Pools, Job Redefined To Unleash New Value and redesign Talent Strategy for Digital Age.
The document discusses top trends in the world of work and how new recruitment needs are driving technology advances. It outlines several key trends, including declining workforce participation rates that will return to 1977 levels by 2022. It also discusses the growing freelance workforce and evolving roles of both recruiters and candidates. New technologies like artificial intelligence, automation, enhanced applicant tracking systems, and voice assistants are changing the recruitment landscape. The future of work is shifting towards a growing gig economy with more temporary and freelance jobs.
How Manual vs. Tech-Driven Is Your HCM Strategy?CareerBuilder
The document discusses how companies transition from manual to more tech-driven human capital management (HCM) strategies. It notes that the path of transition is consistent, beginning with core HR functions and moving to areas like recruiting, talent management, and payroll over time. The document also examines differences between small-to-midsize businesses and large enterprises in their HCM needs and capabilities. Finally, it provides recommendations for priorities in adopting new HCM technologies and evolving HCM strategies to fully leverage available tools.
This webinar delves deep into three different talent acquisition models – Enterprise Recruitment Process Outsourcing (RPO), Hybrid RPO and In-house Recruitment – to describe the experiences of working with either an RPO partner or an in-house team.
El documento discute las perspectivas psicoanalíticas sobre la drogodependencia. Desde el psicoanálisis, la drogadicción no es considerada un síntoma, sino un intento de evitar la angustia o depresión ante la incapacidad de procesarlos psíquicamente. Varias escuelas psicoanalíticas ven la droga como un sustituto del objeto primario de apego, como la madre o el pecho, representando una frustración en ese vínculo temprano.
This document summarizes an action research project conducted in the village of Tahatajpur, Uttar Pradesh. The objectives of the study were to gather data through interaction with villagers, understand village dynamics and livelihood activities. Key findings include that 80% of land is held by 38 of 110 households, and expenses on land preparation and chemicals are similar for Kharif (monsoon) and Rabi (winter) seasons, though sowing expenses are higher for Kharif. Vegetable farming is more profitable than wheat or paddy but few farmers grow vegetables. Recommendations include using solar water pumps for irrigation to increase incomes and adopting mushroom cultivation as another livelihood option. The interns learned about rural life, developing
This document is a curriculum vitae for Charles Llewellyn that provides information about his professional experience and technical skills. It summarizes that he has 12 years of experience designing, implementing, and maintaining scalable systems for service providers. It also lists that he currently works as an Infrastructure Architect at UKCloud where he leads a team that delivers OpenStack cloud platforms for the UK public sector.
London Rebels of Recruiting Roadshow | Lauren Wright Glassdoor WelcomeGlassdoor
The document outlines the agenda and presentation for a Glassdoor recruiting roadshow event. The schedule includes presentations from Glassdoor and other companies on topics related to recruiting and the evolving job market. Glassdoor's presentation discusses their origins as a company that aimed to bring transparency to the job search process, and how their platform now bridges the gap between recruiters and candidates by providing user reviews and insights that help both parties find the right job/company fit. It also covers challenges recruiters now face in finding quality candidates and higher than expected employee attrition rates.
Cayman Chemical is a company located in Ann Arbor, Michigan that supplies biochemical products to advance medical research. It has 150 salaried and 70 hourly employees. The company is proposing to adopt a new, comprehensive time keeping software to replace its outdated system. The new software would integrate with existing payroll and HR systems to streamline timekeeping and approval processes across the organization. It is estimated the new system could save the company over $93,000 per year in operational efficiencies.
Sonoma County Library is unusual among public libraries in managing extensive special collections of photographs, rare books, wine-related materials, and local historic items. These materials are housed in several locations and represent only some of the library’s many hidden collections. We began digitizing and making photographs available online from the late 1990s to the mid-2000s with minimal metadata; today we leverage outsourcing and partnerships to bring over 40,000 digitized items with extensive metadata to the Web. Encouraging statistics show worldwide viewing and great local interest, yet many challenges remain: prioritizing collections, choosing platforms, developing standards-based workflows, preserving the digital and physical objects, developing and maintaining partnerships, and many more.
In addition to describing the ways we are addressing these challenges, we will also illustrate a particular case—an ongoing project of the Sonoma County Wine Library. Beginning as a clippings file decades ago, the current manifestation of the International Wine Research Database (IWRDB) resides at iwrdb.org. A recent grant awarded to the Wine Library offered the chance to upgrade the raw data and the search interface, and the project remains an exciting opportunity for potentially bringing together staff and researchers from wine libraries in the US and abroad.
Este documento apresenta um teste com quatro quadrados (A, B, C e D) e quatro questões sobre dividir as áreas brancas de cada quadrado em partes iguais. O objetivo é testar a capacidade de agir de maneira independente ao responder às questões.
Training course on digital media and social media. It covers basics of Facebook, Twitter, Augmented Realities with extensive case studies on how online media is affecting business strategy across different sectors.
This presentation was developed by Mohammad Ahmad Abdulmuttaleb (MoeTaleb); social media consultant and difgital marketing trainer & speaker from New Egypt Consulting.
Tune in for a deep dive into what it takes to become a Best Place to Work.
Juliandra Rittman, Director, HR Talent Management at The Clorox Company
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
El documento resume el concepto del "viaje del héroe" según Joseph Campbell, el cual consiste en un esquema o "monomito" que se repite en la mayoría de las obras de la antigüedad. Este esquema incluye etapas como la llamada del héroe, su negativa inicial, la ayuda mágica que lo motiva a emprender la aventura, enfrentar al guardián del umbral, superar pruebas, encontrar aliados y dioses, cumplir una misión, regresar al mundo cotidiano y aplicar las lecciones aprendidas
Vancouver Rebels of Recruiting Roadshow | Garrett Fitzpatrick DemoGlassdoor
Almost two-thirds of job applicants, and 65% of millennials, are more skeptical now than in 2011 of claims made by employers. The job advertising landscape has evolved from newspapers to online job boards and social networking sites. Glassdoor provides a career community where people can find jobs and companies they love based on reviews of workplace culture and jobs. It helps candidates make employment decisions by providing insights from both peers and employers.
Glassdoor Client Training: 4 Ways to Use Your Remaining 2015 Recruiting Budge...Glassdoor
Have leftover recruiting budget in 2015? We've got you covered. Learn 4 ways to use your remaining 2015 recruiting budget on Glassdoor in this Glassdoor Client Training.
The document discusses the business case for employer branding. It outlines how a strong employer brand can increase the quality of candidates, reduce costs per hire, and improve retention. It also discusses how today's job seekers extensively research company reputations online and prioritize culture fit. The presentation recommends that companies measure their brand awareness, reputation, and engagement; tell their authentic story across reviews sites and social media; and embrace transparency to improve their employer value proposition. Developing a strategic action plan and understanding the ROI of employer branding are emphasized.
US Glassdoor Demo Day: Recruiting Great Talent on GlassdoorGlassdoor
This document outlines a webinar presentation by Lauren Heying of Glassdoor on how companies can recruit great talent on Glassdoor. The webinar covers topics like today's candidate behavior, Glassdoor's value as the fastest growing job site, solutions Glassdoor offers like job advertising and display advertising, a live demo of job postings on Glassdoor, and next steps for participants. The goal is to help companies learn how to source quality applicants and recruit across channels by leveraging Glassdoor's large audience of active and open job seekers.
Client Training: Glassdoor's New Job Search ExperienceGlassdoor
This document summarizes Glassdoor's new job search experience. It includes an agenda for a webinar on the topic presented by Kelly Payne. The new experience features a more intuitive job search interface that allows users to view more job descriptions. All jobs will now be hosted on Glassdoor, including employer ratings, reviews and salary information. Sponsored jobs can include branded employer content within the job description. Key benefits are attracting informed candidates, increasing employer brand awareness, and helping employers stand out from competitors.
Seattle Talent Warriors Roadshow: Alison Hadden from GlassdoorGlassdoor
Glassdoor offers three advertising products: Job Ads, Enhanced Profiles, and Display Ad Campaigns. Job Ads allow companies to target and recruit quality candidates across Glassdoor's platforms. Enhanced Profiles help companies manage their brand and promote open jobs. Display Ad Campaigns enable targeted awareness campaigns. Case studies found Job Ads improved hiring metrics for various companies, while Enhanced Profiles drove more candidate traffic than LinkedIn.
The document summarizes a presentation given by Kelly Payne of Glassdoor about the company's services. The presentation discusses how Glassdoor provides reviews and insights about companies and jobs to help job seekers make informed decisions. It also explains how employers can use Glassdoor to build their employer brand, advertise jobs, and respond to reviews to influence job candidates. Key topics included the importance of employer branding, optimizing for mobile, and responding to reviews on the company's profile.
10 Ways to Win With Recruitment MarketingGlassdoor
The document outlines 10 ways to win with recruitment marketing. It discusses creating a unique and strong employer brand, training internal brand ambassadors, tracking key performance indicators, sharing results with stakeholders, simplifying recruitment messaging, monitoring competitors, responding to every candidate, creating a marketing calendar, running a referral program, and using social media at every step of the recruitment process.
Agency Training: Glassdoor's New Job Search ExperienceGlassdoor
The document discusses Glassdoor's new job search experience. It provides an overview of key aspects of the new experience, including that it features a more intuitive interface, hosts all jobs on Glassdoor, and allows sponsored jobs to include branded employer content. Benefits highlighted are helping employers attract informed candidates, increase their brand awareness, and stand out from competitors by differentiating themselves within job listings. The presentation concludes with contact information for questions.
The document discusses Glassdoor's 2014 recruiting budget and strategies. The budget totaled $1.7 million to support a goal of hiring 225 employees. Key challenges included hiring specific roles, scaling sales and marketing hires, and improving the recruiting team and systems. The budget was allocated to people, programs, job advertising, employee referrals, agencies, employer branding, and systems. Glassdoor analyzed sources of hires and metrics like time to fill and cost per hire to improve its recruiting.
The document discusses strategies for competing against companies that pay more for sales talent. It recommends 5 tips: 1) invest in coaching and mentoring sales talent, 2) provide opportunities for growth, experience, and networking, 3) be transparent about the pros and cons of working at the company, 4) hire rookie salespeople who are recent college graduates, and 5) advertise jobs strategically on online job sites. The document emphasizes that quality sales talent is important and outlines factors like compensation, career growth, company culture, and leadership that motivate sales professionals to seek opportunities elsewhere.
Top 5 Recruiting Challenges and How to Solve ThemGlassdoor
The document discusses 5 top recruiting challenges and how to solve them:
1. Looking critically at competitors' hiring strategies and comparing processes.
2. Understanding candidate experience by leveraging analytics on Glassdoor.
3. Nurturing employer brand by crafting compelling value propositions and customizing company profiles.
4. Targeting informed candidates on Glassdoor, who engage throughout their job search.
5. Posting compelling job ads by including perks, reviews, and sponsoring for greater visibility and applicants.
Business Case for Employer Branding: GlassdoorGlassdoor
Katie Williams from Glassdoor gave a webinar on employer branding. She discussed defining employer brands as an organization's reputation among job candidates. Strong employer brands attract more and higher quality candidates, increase retention and productivity. Candidates rely heavily on company reviews when researching employers. Williams outlined steps companies can take to improve their Glassdoor profile, such as adding their logo, company details, benefits, and actively responding to reviews. An enhanced Glassdoor profile can increase traffic to a company's careers site and save on hiring costs.
TalentView x Indeed Webinar: Employer Branding with Glassdoor and Indeed: Why...TalentView
Want to know the key to attracting your top talent and standing out from your competitors?
Discover the power of employer branding and how leveraging Indeed and Glassdoor can help your company attract top talent and stand out in today's competitive market.
Join us as our guest speakers from TalentView and Indeed discuss:
-The state of today’s employment market in the Philippines
-How Employer Branding increases your talent acquisition outcome
-What can you do today to improve your employer brand
Similar to Chicago Rebels of Recruiting Roadshow | Jodie Kubiak Demo (20)
Becoming Digitally Fit for The Future of WorkGlassdoor
This document contains a discussion between representatives from Glassdoor and Carve about preparing for the future of work. It discusses how technology is redefining interactions and the implications for employers. It also addresses topics like the importance of transparency and leaders preparing organizations for changes by enhancing reputation, talent relationships and results through social media with Carve's help. Glassdoor serves 46 million users monthly by providing jobs, salaries and company reviews to help people find jobs and employers hire informed candidates at scale.
Analyst Tips for Finding Quality Candidates in 2018Glassdoor
The document discusses tips for using talent acquisition strategies and Glassdoor data to strengthen an organization's talent pipeline. It provides three tips: 1) understand the informed candidate journey, 2) deliver the content informed candidates need about compensation, culture, reputation and values, and 3) use Glassdoor data to track candidate behavior, ratings trends, and benchmark the interview process against competitors. The presentation aims to help talent acquisition functions source higher quality candidates.
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
The document discusses improving the candidate experience through three key areas: making an employer brand irresistible, improving the hiring process, and using data. It provides tips for understanding the candidate journey, delivering necessary information, and making a strong first impression. Additionally, it outlines three steps to improving the hiring process: building relationships with hiring managers, branding the candidate experience, and using data to continuously optimize the process. The goal is to attract and hire the best talent by treating candidates as valued partners throughout their journey.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
Live Demo, Managing your Employer Brand UKGlassdoor
The document discusses how job seekers today extensively research companies online before making decisions. It notes that job seekers use an average of 18 sources and read 7-8 reviews before applying to a job. The document then defines what an employer brand is - the reputation and perceptions people have about a company based on employee reviews, ratings, salaries and more. Finally, it provides an overview of Glassdoor's solutions for companies to enhance their employer brand through features like an enhanced company profile, job advertising, and analytics.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
Fueling Retention With Employee EngagementGlassdoor
Representatives from BambooHR and Glassdoor participated in a panel discussion on employee engagement. They discussed how their companies measure engagement, convey needed changes to employees, align individual and company goals, determine if engagement initiatives are working, and build sustainable engagement. They also addressed what to do with highly skilled employees in wrong roles when no other positions are available.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
The document summarizes a presentation by Kira Federer of Glassdoor on how companies can use Glassdoor to brand and recruit. It discusses how today's candidates extensively research companies online before applying, including reading employee reviews on Glassdoor. It then outlines Glassdoor's solutions to help companies promote their employer brand, advertise jobs, analyze recruiting metrics and compare themselves to competitors. The presentation concludes with a live demo and Q&A.
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
This document is a presentation by Alicia Garibaldi from Glassdoor about how companies can win talent on Glassdoor. The presentation covers building an employer brand, responding to reviews, using metrics to measure employer brand, and recruiting informed candidates. The agenda includes building the employer brand, reviewing management, discussing metrics, and recruiting informed candidates. Key takeaways are to build your employer brand profile, respond to reviews, monitor candidate activity, and optimize your presence to attract informed candidates.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
10 Tips for Getting Campus Recruiting RightGlassdoor
The document provides 10 tips for effective campus recruiting. It begins with an introduction to Generation Z and what matters most to them, such as entrepreneurship, career growth opportunities, and transparency from employers.
The tips include building an authentic employer brand online, showcasing the employee value proposition, developing internship programs, making the application process easy on mobile, focusing career conversations on meaningful work, and creating clear career paths. Emphasis is placed on human connection through campus visits and follow ups with candidates.
The essential metrics for calculating success.
Megan Likely, Recruiting Programs Specialist at Zynga
Kirsten Davidson, Senior Partner, Employer Branding at Employera
Lisa Holden, Employer Communications Manager at Glassdoor
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.
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?
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.
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.
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
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.
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.
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.
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.