How to Close Candidates Faster and Navigate Counter OffersGlassdoor
To attract and close the best talent, companies need to amplify their employer story (and brand), improve their application and interview processes and give candidates the right information at the right time to build trust in their organization. In fact, the more a job candidate knows about an employer—its culture, its mission, its workforce, its brand—the better they can decide if the position (and company) is right for them. For employers, the more knowledgeable the candidate, the better the potential fit.
Inside the Candidate's Head: The 5 Stages of the Candidate ExperienceGlassdoor
Inside the Candidate's Head: The 5 Stages of the Candidate Experience
Chris Brablc, Director of Product Marketing, SmashFly
Kira Federer, Product Marketing Manager, Glassdoor
Your Glassdoor Profile: How to Use It To Your AdvantageGlassdoor
Your Glassdoor Profile: How to Use It To Your Advantage
Katie Burke, Vice President, Culture and Experience at HubSpot
Molly McKinstry, Enterprise Client Partnerships Manager at Glassdoor
How Leading Staffing Firms Leverage GlassdoorGlassdoor
How Leading Staffing Firms Leverage Glassdoor
Adam Bleibtreu, Chief Marketing Officer at Creative Circle, Advertising + Creative Staffing
Dan Eliasi, Senior Account Executive, Staffing at Glassdoor
Highlight your transparency to job seekers and become an OpenCompany. This webinar covered:
-The 5 steps required to earn an OpenCompany distinction and badge
-How to leverage OpenCompany to attract higher-quality candidates
-How to adopt employee engagement and branding best practices
Product Release: How to Leverage New Tools from GlassdoorGlassdoor
Join us as we cover our newest product releases.
Ann Poletti, Senior Director, Employment Brand Marketing at DocuSign
Kirsten Davidson, Head of Employer Brand at Glassdoor
Mike Walsh, Senior Product Marketing Manager at Glassdoor
Kira Federer, Product Marketing Manager at Glassdoor
Hire Better Talent Faster: How to Optimize Your Employer Brand and Candidate ...Glassdoor
Leaders from Allegiant Travel Company, SmartRecruiters and Glassdoor share the importance of creating a compelling employer brand, while providing an exceptional candidate experience.
Rebecca Ahmed, Manager, Talent Acquisition & Employment Services at Allegiant Travel Company
Bjorn Eriksson, Chief Marketing Officer at SmartRecruiters
Kira Federer, Product Marketing Manager a Glassdoor
For other related content, check out our eBooks, Employer Branding for Dummies, http://gldr.co/EmployerBrandingFD, and Responding to Glassdoor Reviews http://gldr.co/RespondingReviews
How Lockheed Martin Built its employer brand and uses Glassdoor to drive talent attraction and employee engagement initiatives.
Resources:
3 Reasons Bad Reviews Are Good for Business: http://gldr.co/2b4NURV
The Business Case for Employer Branding: http://gldr.co/2bnntdo
Responding to Glassdoor Reviews: What, Why and How: http://gldr.co/2bnojqD
Enterprise Employee Engagement Playbook: http://gldr.co/2aZGGMR
How to Close Candidates Faster and Navigate Counter OffersGlassdoor
To attract and close the best talent, companies need to amplify their employer story (and brand), improve their application and interview processes and give candidates the right information at the right time to build trust in their organization. In fact, the more a job candidate knows about an employer—its culture, its mission, its workforce, its brand—the better they can decide if the position (and company) is right for them. For employers, the more knowledgeable the candidate, the better the potential fit.
Inside the Candidate's Head: The 5 Stages of the Candidate ExperienceGlassdoor
Inside the Candidate's Head: The 5 Stages of the Candidate Experience
Chris Brablc, Director of Product Marketing, SmashFly
Kira Federer, Product Marketing Manager, Glassdoor
Your Glassdoor Profile: How to Use It To Your AdvantageGlassdoor
Your Glassdoor Profile: How to Use It To Your Advantage
Katie Burke, Vice President, Culture and Experience at HubSpot
Molly McKinstry, Enterprise Client Partnerships Manager at Glassdoor
How Leading Staffing Firms Leverage GlassdoorGlassdoor
How Leading Staffing Firms Leverage Glassdoor
Adam Bleibtreu, Chief Marketing Officer at Creative Circle, Advertising + Creative Staffing
Dan Eliasi, Senior Account Executive, Staffing at Glassdoor
Highlight your transparency to job seekers and become an OpenCompany. This webinar covered:
-The 5 steps required to earn an OpenCompany distinction and badge
-How to leverage OpenCompany to attract higher-quality candidates
-How to adopt employee engagement and branding best practices
Product Release: How to Leverage New Tools from GlassdoorGlassdoor
Join us as we cover our newest product releases.
Ann Poletti, Senior Director, Employment Brand Marketing at DocuSign
Kirsten Davidson, Head of Employer Brand at Glassdoor
Mike Walsh, Senior Product Marketing Manager at Glassdoor
Kira Federer, Product Marketing Manager at Glassdoor
Hire Better Talent Faster: How to Optimize Your Employer Brand and Candidate ...Glassdoor
Leaders from Allegiant Travel Company, SmartRecruiters and Glassdoor share the importance of creating a compelling employer brand, while providing an exceptional candidate experience.
Rebecca Ahmed, Manager, Talent Acquisition & Employment Services at Allegiant Travel Company
Bjorn Eriksson, Chief Marketing Officer at SmartRecruiters
Kira Federer, Product Marketing Manager a Glassdoor
For other related content, check out our eBooks, Employer Branding for Dummies, http://gldr.co/EmployerBrandingFD, and Responding to Glassdoor Reviews http://gldr.co/RespondingReviews
How Lockheed Martin Built its employer brand and uses Glassdoor to drive talent attraction and employee engagement initiatives.
Resources:
3 Reasons Bad Reviews Are Good for Business: http://gldr.co/2b4NURV
The Business Case for Employer Branding: http://gldr.co/2bnntdo
Responding to Glassdoor Reviews: What, Why and How: http://gldr.co/2bnojqD
Enterprise Employee Engagement Playbook: http://gldr.co/2aZGGMR
The Benefits Employees Want Most
Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition at ATB Financial
Dr. Andrew Chamberlain, Chief Economist at Glassdoor
Lisa Holden, Employer Communications Manager at Glassdoor
Did you miss our first ever Glassdoor Employer Branding Summit? Don't worry about it! We have a full recap of all of the presentations right here. Check out Josh Bersin's presentation from the big day.
How to Recruit Millennials by Going Mobile and Embracing Company TransparencyGlassdoor
Join Glassdoor and Jibe for a webinar on mobile recruiting entitled, “How to Recruit Millennials by Going Mobile & Embracing Company Transparency.”
Key Takeaways:
-How to optimize your career site for mobile devices or integrate mobile with your Applicant Tracking System (ATS)
-What Millennials look for in employers and how they do their research
-How to improve your job candidate experience to win over candidates
Emily Sarver, Social Media & Marketing Manager at JBCStyle & JCBconnect
Marisa Meiskin, Social Media & Marketing Manager at JBCStyle & JBCconnect
Angie Dierikx, Senior Account Executive, Search and Staffing at Glassdoor
How to Master the Art of Responding to ReviewsGlassdoor
Lamar Daniels, Head of Employment Brand at GoDaddy
Aaron Szenyes, Program Manager at GoDaddy
Molly McKinstry, Sales Manager, Enterprise Account Management at Glassdoor
Top 5 Highlights Of The 2016 Glassdoor SummitGlassdoor
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
Hear best practices for analyzing and leveraging your Glassdoor data.
Cody Loveland, Social Media Strategist at KF Futurestep and Global Talent Acquisition RPO at Alcon
Chris Miller, Enterprise Account Executive at Glassdoor
Lessons learned from growing LinkedIn to 400m members - Growth Hackers Confer...Aatif Awan
Aatif Awan, Head of Growth & International products at LinkedIn, shares LinkedIn's growth story, why principles matter more than tactics and other lessons learned from growing to 400M members.
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
56% of recruiters are hurting for qualified candidates. Are you happy with your pipeline of quality candidates? Do you know what makes the qualified job seeker tick?
Join Jobvite's VP of Marketing, Matt Singer, and learn what’s driving the modern job seeker, what they want in a new position, and how to use this information to your recruiting advantage.
This presentation will highlight:
- How your location affects job seekers’ job outlooks
- Which benefits are most important to your candidates (besides $$)
- Where job seekers say they found their best and most satisfying jobs
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
Employment law lunch & learn - Hiring Interns and Drafting Employee HandbooksGuy Milhalter
Presentation from a lunch & learn seminar at the WeWork offices in Washington, DC. Attorneys Guy Milhalter and Noah Peters presented on employment law issues related to hiring interns and drafting employee handbooks for small businesses.
The Benefits Employees Want Most
Kimberlea Kozachenko, Senior Leader, Talent Attraction & Acquisition at ATB Financial
Dr. Andrew Chamberlain, Chief Economist at Glassdoor
Lisa Holden, Employer Communications Manager at Glassdoor
Did you miss our first ever Glassdoor Employer Branding Summit? Don't worry about it! We have a full recap of all of the presentations right here. Check out Josh Bersin's presentation from the big day.
How to Recruit Millennials by Going Mobile and Embracing Company TransparencyGlassdoor
Join Glassdoor and Jibe for a webinar on mobile recruiting entitled, “How to Recruit Millennials by Going Mobile & Embracing Company Transparency.”
Key Takeaways:
-How to optimize your career site for mobile devices or integrate mobile with your Applicant Tracking System (ATS)
-What Millennials look for in employers and how they do their research
-How to improve your job candidate experience to win over candidates
Emily Sarver, Social Media & Marketing Manager at JBCStyle & JCBconnect
Marisa Meiskin, Social Media & Marketing Manager at JBCStyle & JBCconnect
Angie Dierikx, Senior Account Executive, Search and Staffing at Glassdoor
How to Master the Art of Responding to ReviewsGlassdoor
Lamar Daniels, Head of Employment Brand at GoDaddy
Aaron Szenyes, Program Manager at GoDaddy
Molly McKinstry, Sales Manager, Enterprise Account Management at Glassdoor
Top 5 Highlights Of The 2016 Glassdoor SummitGlassdoor
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
Hear best practices for analyzing and leveraging your Glassdoor data.
Cody Loveland, Social Media Strategist at KF Futurestep and Global Talent Acquisition RPO at Alcon
Chris Miller, Enterprise Account Executive at Glassdoor
Lessons learned from growing LinkedIn to 400m members - Growth Hackers Confer...Aatif Awan
Aatif Awan, Head of Growth & International products at LinkedIn, shares LinkedIn's growth story, why principles matter more than tactics and other lessons learned from growing to 400M members.
Recruiting the Modern Job Seeker: What You Need to KnowJobvite
56% of recruiters are hurting for qualified candidates. Are you happy with your pipeline of quality candidates? Do you know what makes the qualified job seeker tick?
Join Jobvite's VP of Marketing, Matt Singer, and learn what’s driving the modern job seeker, what they want in a new position, and how to use this information to your recruiting advantage.
This presentation will highlight:
- How your location affects job seekers’ job outlooks
- Which benefits are most important to your candidates (besides $$)
- Where job seekers say they found their best and most satisfying jobs
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
Employment law lunch & learn - Hiring Interns and Drafting Employee HandbooksGuy Milhalter
Presentation from a lunch & learn seminar at the WeWork offices in Washington, DC. Attorneys Guy Milhalter and Noah Peters presented on employment law issues related to hiring interns and drafting employee handbooks for small businesses.
Getting Started - Creating products and services that make life betterSagar Arlekar
Foodlets Team at SVS College of Management Studies, Goa.
An interactive session where we shared the Foodlets story and engaged with the students on different aspects of Entrepreneurship and how to look for opportunities around.
Driving Sales Effectiveness with Great ContentSAVO
In this session, you'll learn what world-class sales enablement teams are doing to drive seller effectiveness with great content that aligns to the sales motion.
A value-added service (VAS) is a popular telecommunications industry term for non-core services, or in short, all services beyond standard voice calls and fax transmissions. However, it can be used in any service industry, for services available at little or no cost, to promote their primary business. In the telecommunications industry, on a conceptual level, value-added services add value to the standard service offering, spurring the subscriber to use their phone more and allowing the operator to drive up their ARPU. For mobile phones, technologies like SMS, MMS and data access were historically usually considered value-added services, but in recent years SMS, MMS and data access have more and more become core services, and VAS therefore has begun to exclude those services. Mobile VAS services can be categorized into:
1. Consumer behavior VAS
2. Network VAS
3. Enterprise VAS
Leveraging Social Media to Engage Alumni presented to Johns Hopkins UniversityGoody PR and Goody Awards
This social media marketing training deck is a high level overview of how you can leverage social media (Facebook, Twitter and YouTube) to engage alumni that was presented by Liz H Kelly, Goody PR & Goody Awards Founder, to the Johns Hopkins University Alumni Council on the Homewood Campus in Baltimore, MD,
October 2013. Liz is based in CA, a graduate of the Johns Hopkins Carey Business School, worked for Fox Interactive Media/MySpace, and has managed $million advertising campaigns for clients such as Toyota, University of Phoenix and Southern California Edison. If you'd like to discuss how to leverage social media for your business with an engagement strategy and compelling content, email liz AT goodypr DOT com.
Digital Demo Day: Building your Employer Brand - Strategies & Best Practices...TalentView
Attract top talents, boost your reputation, and improve hiring efficiency.
Discover how Glassdoor can help you craft a future-proof employer brand. During this session, you will also discover:
- How can Employer Branding Boost Your Talent Acquisition Success
- How Glassdoor reviews and ratings can impact your brand
- Simple actions you can take today to enhance your employer brand
Watch the recording here: https://www.talentview.com/digital-day-demo-building-your-employer-brand-strategies-best-practices-with-glassdoor-and-indeed/
For any questions or clarifications, email us at inquiry@talentview.com
In this webinar, Leslie Vickrey, CEO & Founder of ClearEdge Marketing, shares 3 marketing strategies for driving your growth. She focuses on website optimization, target account programs (sales campaigns) and social media marketing.
To succeed in the Digital Era, organizations turn to Microsoft Digital Advisory Services. Digital Advisors like myself work with organizations to reimagine and transform customer
engagement, employee experiences, business models and operations, to empower organizations to reach their digital aspirations.
Welcome to learn more about our Advisory Services.
Marketing for Where You WANT TO BE: 3 Proven Ways to Get Leads & GrowClearEdge Marketing
Presented by ClearEdge Marketing CEO & Founder, Leslie Vickrey, at the New York Staffing Association (NYSA) Webinar on September 22, 2014.
Topics covered:
- Connecting with new buyers with a target account program
- Ensuring your website is effective, regardless of the device
- Launching referral campaigns that drive connections
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
Your Rock Solid Digital Approach to Attract More Industry AttentionAtlas Integrated
Learn how to identify which digital tools attract attention from companies, how to incorporate industry attraction into your digital media strategy, how to digitally target entrepreneurs within an industry, and how to digitally target site selectors and business location decision makers.
This edition of The SoDA Report On… explores the creative agency’s perspective on the state of agency workflow management, processes and tools. Created in partnership with Deltek, the findings of the research highlight key issues that agencies face, the challenges they need to address, and delivers valuable insight into the current state of workflow management. In addition to the research component, the Report includes original articles by the industry's finest minds.
How to Master Product Management Case Studies by fmr Groupon PMProduct School
Main takeaways
- How does one proceed in an interview when given a product case study to solve
- What are some of the most common case questions to practice
- What hiring managers are looking for when asking candidates to solve a product case
- The importance of a good hypothesis
- Best frameworks that can come in handy
Pitching is a key skill of every successful entrepreneur. How do you communicate your business clearly to employees, customers, and investors? How to put together a pitch deck? What are some common pitching mistakes that make you look inexperienced? What is the best way to pitch your business?
The Four Steps to Digital Transformation - PRWD Founder & CEO Paul RoukePRWD
At Integrated Live 2016 PRWD Founder & CEO presented the Four steps to digital transformation. Paul has worked in digital transformation since his 1st role in the digital industry in 1999, were he became the 1st web designer at Shop Direct, now a multi-billion UK retailer. In this presentation Paul shares client stories in digital transformation from brands Schuh, Skyscanner, Moss Bros, AO.com and Wilko
A short presentation introducing you to what we do and how we do it, includes our high level proposition and introduction to the senior partners with contact details
Similar to Client Training: How to Recruit New Grads and Millennials (20)
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
A memorable candidate experience is the key to finding great talent (and keeping it). But, creating a consistent series of interactions that are branded, human and easy to mirror across multiple offices is no small task.
What makes your candidate experience memorable? Learn impactful stories of how experts J.T. O’Donnell, Founder & CEO at Work It Daily, and Martin Pisciotti, VP of Employee Careers at T-Mobile, have designed every phase of the recruiting process to attract the right people, positively influence corporate reputation, boost employee referrals, and encourage more informed candidates to apply.
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.
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
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.
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
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
2. #GDCHAT
Webinar Tips for Attendees
You can connect to audio using your
computer’s microphone and
speakers.
Or, you may select “Use Telephone”
after joining the Webinar.
All lines will be muted to avoid
background noise.
You can ask questions at any time
by typing them into the Questions
Pane.
4. #GDCHAT
Featured Speakers
Kelly Payne
Director of Customer Success at Glassdoor
linkedin.com/kellypayne22 | @kelly_payne22
Andy Stemmler
Principal at Triage Consulting Group
linkedin.com/in/andystemmler | @AndyStemmler
5. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
7. #GDCHAT
Source: 1 How Millennials Want to Work and Live, Gallup, May 2016
NACE Survey, 2014
Glassdoor, January 2015
8. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
12. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
13. #GDCHAT
Job Description
SweetLabs is looking for a talented Senior Software Engineer to join our Seattle development team!
SweetLabs has created a unique and powerful distribution channel for apps by offering differentiation and
monetization solutions to Android and Windows OEM manufacturers. Our app stores and recommendation
systems help great developers get their software discovered by enabling manufacturers to get their share
of the app marketplace. Come join us in revolutionizing the way apps are distributed!
WHAT YOU’LL DO:
We’re scaling up our systems and building a new architecture to accommodate our rapid growth.
We have a variety of projects that are large scale and high availability, with lots of analytics, data collection,
and manipulation. We don’t make websites. You’ll build server-side solutions and high-performance
systems in Linux by collaborating with back-end and middle-tier developers, Systems, and QA. You’ll drive
projects from requirements through to production (think estimation, design, development, testing, and
release) while providing advice/expertise on optimal design and implementation.
WHAT YOU BRING:
• Innate curiosity with an insatiable need to learn, grow, and solve abstract and interesting problems
• Judgment to make pragmatic design decisions that meet business requirements, but also know when
you need to ask for help
• Willingness to share and explore with the team to keep the ideas and information flowing
14. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
19. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
21. #GDCHAT
• Career Centers
• Interests Groups That Relate to
Our Industry
• Greek Organizations
• Speaking Engagements
• Hold Information Sessions
• Use Frontline Staff as Recruiters
Build Relationships With: Attend Career Fairs:
22. #GDCHAT
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3
Gives the intern a dry run working for your company
Increases awareness of what it’s like to work for your company
Develop skills before you unleash them on the job
Great method to recruit and keep your cost-per-hire low.
24. #GDCHAT
How to engage Millennials:
How Millennials Want to Work and Live, Gallup, May 2016
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2
3
4
Celebrate wins
Host volunteer days
Host quarterly team off-sites
Team Happy Hours
25. #GDCHAT
Culture and hiring:
NACE Survey, 2013
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Hire for a culture fit to maintain
the culture we’ve worked hard
to build
Use it as a recruiting mechanism
to draw in candidates
26. #GDCHAT
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3
Maintain a fast response rate
Have a low time-to-hire — most essential in spring and
summer for getting new grads to accept offers
Be decisive — don’t lose a good candidate to a competitor
27. #GDCHAT
agenda
Millennials on Glassdoor
what new graduates and Millennials want from a job
how companies attract top grads
land the right grads and lower your cost-per-hire
speaker spotlight: Triage Consulting Group
Q&A
Sydney
Hi everyone. Thanks for joining us for our Client Training today.
My name is Sydney Cohen, I’m a Marketing Coordinator here at Glassdoor. On behalf of everyone here, thanks for taking the time to join us as we share some insights on new grad and Millennial hiring
Sydney
Before we begin, I’d like to share a couple tips for attendees.
You can connect to audio in two ways: as you see here you can opt to use your computer’s microphone and speakers, or you can select “Use Telephone” and dial in to join the Webinar.
We’re going to mute all lines to avoid background noise, but if you have a question please go ahead and type them into the Questions Pane. We’ll be addressing questions at the end of the webinar, so please stick around for that!
You will receive a copy of the slides and a recording of today’s webinar, so look out for an email from our marketing team in the next couple of days.
Sydney
Also if you’re on twitter please join the conversation using the hashtag #GDChat and be sure to follow our handle @gdforemployers
Sydney
Now, I’d like to introduce our featured speakers for the day.
Andy Stemmler from Triage Consulting Group, a past Best Places to Work winner
And our very own,
Kelly Payne
Director of Customer Success here at Glassdoor
If you’d like to connect with our speakers, their contact info is listed here!
Kelly
According to research conducted by Gallup, the number of Millennials in the labor force has surpassed the number of Gen-Xers in the labor force.
They are now the most dominant generation in the workforce.
This year, Millennials make up 36% of the workforce in the U.S.
By 2022, they will make up 46% of the workforce in the U.S. (University of North Carolina, Kenan-Flager Business School and the YEC Survey, 2012)
This is why it’s important to prioritize your Millennial recruiting strategy
Kelly
Millennials are the most wired generation, they are the first generation of digital natives the world has ever seen.
71% Millennials use the internet as their primary source for news and information (How Millennials Want to Work and Live, Gallup, May 2016)
Millennials also turn to the internet to manage their finances, pay bills, shop online and watch/listen to content (How Millennials Want to Work and Live, Gallup, May 2016)
So it stands to reason that Millennials will turn to the internet to make one of the most important decisions they will ever make: Where they will work.
65% of Millennials say they hear about companies through friends or job boards (NACE Survey, 2013)
As far as your recruiting strategy on Glassdoor goes, keeping Millennials in mind is critical.
More than 1/3 of all Glassdoor users are Millennials (Glassdoor, Jan. 2016)
6.3% are college students and interns looking for entry-level work (Glassdoor, Jan. 2016)
Glassdoor is the prefect platform for new grad & millennial hiring
Use your analytics! Check your age demographic data to see what age groups your Glassdoor profile is currently attracting.
Kelly
Millennials want to work for an organization with a mission and a purpose.
In contrast with the generations that came before them, salary isn’t the top driver for making decisions about employment (Gallup, May 2016)
64% of Millennials would rather make $40k a year at a job they love than $100k a year at a job they think is boring (The Columbus Dispatch, Study Conducted by the Intelligence Group, 2014)
Values drive their decisions at work
Globally 56% of Millennialls have completely ruled out working for an organization because of it’s values and standard of conduct. (Deloitte. Millennial Survey, 2016)
When asked to state the level of influence of different factors have on their decision making at work, personal values ranked first. (Deloitte. Millennial Survey, 2016)
Kelly
More than free lunch and branded backpacks, Millennials want to be taught and have the opportunity for upward mobility.
60% of Millennials consider growth opportunities to be the most attractive work perk. (Glassdoor Survey, 2013)
44% of Millennials who reported having regular meeting with their manager, were also engaged at work. (How Millennials Want to Work and Live, Gallup, May 2016)
Millennials also get a reputation for not having as much loyalty to their employers as employees from previous generations. (How Millennials Want to Work and Live, Gallup, May 2016)
A lot of this has to do with lack of development opportunities at their jobs.
46% of millennials left their last job because of lack of career growth (Glassdoor Survey, 2013)
71 % of those likely to leave their jobs in the next 2 years are unhappy with how their leadership skills are being developed (Deloitte. Millennial Survey, 2016)
Millennials care less about the hype or the buzz that surrounds a certain business. Most aren’t impressed by age or scale of a company.
When it comes to evaluating businesses and developing a perception of them, millennials take into account what a business actually does and how it treats it’s people.
6 out of 10 use quality of products and satisfaction of employees as references when forming an opinion about an organization (Deloitte. Millennial Survey, 2016)
A big name, or exciting job description may entice grads to apply, but it isn’t enough to retain them once they’re hired.
Kelly
This is the generation that put the word ‘selfie’ in the dictionary. Don’t just sell your company, sell what’s in it for the job seeker!
This description is from our partner, SweetLabs
Use “you” statements in your job descriptions
Let new grads know: How they will contribute to their teams, what they will learn, how they will impact the company’s mission, rewarding aspects of the job etc.
Kelly
Don’t over embellish an entry level position. Be truthful about roles and responsibilities within job descriptions, mission and culture. This will pay off in your retention rate later.
Kelly
Be truthful about roles and responsibilities within job descriptions, mission and culture. This will pay off in your retention rate later.
Why Work For Us: Be sure your Why Work for Us Section accurately describes your work environment, hint: this will make for better fit candidates applying to your jobs. This gives candidates they may be a poor fit for your company an opportunity to opt out.
75% of new grads look for a culture fit with their employer. (NACE Survey, 2013)
2. Photos: Use real photos of real employees at your company. This not only gives job seekers a more accurate vision of what it’s like to work at your company, but it’s also more interesting!
3. Reviews: 61% of job seekers look for reviews and ratings before making a decision to apply for a job. (Glassdoor U.S. Site Survey, Jan. 2016) If you do have reviews, be sure to respond. If you don’t invite your employees to write reviews. Good times to invite employees to leave reviews are: During onboarding, after promotions, during quarterly reviews, any time you speak to the company as a whole (trainings, announcements, etc.)
4. Become an OpenCompany. In the employer’s center you’ll find the steps you need to become an OpenCompany, make sure you fulfill all of those requirements. This badge on your profile will let job seekers know that you are committed to being a transparent employer.
Kelly
LinkedIn isn’t the only way to recruit on a social platform.
Kelly
Share open jobs on Twitter, Facebook and Instagram. Use Snapchat to show what it’s like to work for your company in real time.
Pro Tip: Know where your ideal candidates are spending their time.
i.e.: 71% of Snapchat users are 18-34 year-olds where as 34% of LinkedIn users are 18-34 year-olds (Update: A breakdown of the demographics of each social network, Business Insider, June 2015)
Don’t miss an opportunity to share you company’s story.
Display new ways to use your product on instagram
Share industry news and press releases on twitter and facebook
Show your audience the what it’s like to work for your organization day to day on Snapchat
Integrate your social media with your Glassdoor profile. We offer Hootsuite integration so you can utilize this content on your Glassdoor profile as well as on those platforms. (Hootsuite is a social media management platform)
Kelly hand off to Andy
Kelly hand off to Andy
Andy
For the California region, we recruit from UC Berkeley, Cal Poly, USC, UCSD, UCLA, UC Davis and Stanford and we’re starting to build our relationships with the career center at the Claremont Colleges
Important organizations to build relationships with:
Career resources on-campus
Interest groups that relate to our industry (For Triage, business and healthcare)
Greek organizations
Capitalize on speaking engagements
This is a good way to get face time with candidates and increase awareness about your company and what you do.
Career fairs:
In addition to attending career fairs we also hold separate information sessions
We only have 1 recruiter. We have alumni from our staff run our booth at career fairs
This helps students feel like they are getting information about Triage from someone they trust
Andy
Internship programs have so many benefits when it comes to new grad hiring.
Gives your organization the opportunity to test out a candidate in your workplace.
Increases awareness among your interns’ networks.
Tip: Advertise your internship programs on university job boards and start developing a relationship with university career sources in areas where you hire.
Develop skills with a candidate before you unleash them on the job to minimize risk
What if you don’t have the resources to develop an internship program? Consider holding job shadowing days or informational interviews. Getting face time with Millennials is a great way to build awareness around your employer brand and a way to get word of mouth recommendations.
Because you can test out these candidates for a relatively low cost, or interact with them via job shadowing for free, this is a great method to recruit and keep your cost-per-hire low.
Andy
Definition of employee engagement:The emotional commitment the employee has to the organization.
Andy
Millennials are the least engaged generation at work
29% of Millennials are engaged at work v.s. 33% of baby boomers and 45% of traditionalists
(How Millennials Want to Work and Live, Gallup, May 2016)
Meaning that if you can engage them, you will beat the competition in new grad hiring.
How to engage Millennials:
Celebrate wins
Host volunteer days (This picture is from Redding School)
Host quarterly team off-sites
Team Happy Hours
Andy
One of the Hallmarks of Triage is our culture
We emphasize social responsibility, green initiatives and we take a lot of pride in our people and our culture.
We make sure to display this on our Glassdoor profile by speaking to it in our Why Work For Us Section, integrating our social accounts, and uploading photos regularly.
Culture and hiring:
Hire for a cultural fit to maintain the culture we’ve worked hard to build.
We also use it as a recruiting mechanism to draw in candidates
75% of Millennials look for people and cultural fit with employers (NACE Survey, 2013)
Andy
Millennials value instant gratification. This is why keeping your process moving and speedy is essential when recruiting this sector.
Maintain a fast response rate:
This will pay off in your interview rating. Good companies get back to candidates.
Keeping a good reputation among Millennials is essential because they are highly likely to share their experience with your company with their peers.
Having a low time-to-hire
If you want to increase the amount of people that accept your offers, you want to be cognizant of the amount of time your process is taking. If you give a new grad an offer in the spring or as late as the summer, and you’ve moved through the process quickly with them, it’s highly likely they are going to accept (as this is the time when they will be most anxious to enter the workforce)
Because new grads are actively looking for positions, don’t be indecisive when you find one you like. Chances are they are a hot commodity and will be scooped up by the competition if you don’t act quickly.