Cruit pitch deck
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Cruit is developing an intelligent job recommendation system that creates skill profiles for job seekers and translates job descriptions to help match candidates to jobs more effectively than existing platforms through its tag management system, integrated applicant tracking system, and referral system incentivizing people to refer relevant candidates. The company plans to initially test the platform with recruiters in Chennai and expand through job postings on social media and sales to companies while introducing a pay-per-day model for job postings and monthly subscription fees once usage thresholds are met.
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* Save employees time by automating mundane tasks allowing people to focus on high-value work
* Engage and retain employees
* Ensure critical employee data is up-to-date, and accurate
* Empower HR professionals with insights.
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This document discusses an employee outplacement support service called IMPACT Group. It provides the following:
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2) Training for remaining employees to help them focus on the future and support for management on having difficult conversations around staff reductions.
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2) Training for remaining employees to help them focus on the future and support for management on having difficult conversations around staff reductions.
3) Resources for exiting employees like dedicated career coaches, an online career portal, and support until they secure new positions or pursue retirement or entrepreneurship. Coaches help employees find new roles faster through local expertise and real-time assistance.
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Yatoria Turnage is seeking an entry-level position and has over 6 years of customer service experience working for Hewlett Packard, Care Link, and Sykes Inc. She has a background in early childhood education and healthcare and holds certifications as a CNA, in CPR, and First Aid. Her experience includes providing customer support, patient care, and transportation as well as strong communication, time management, and problem-solving skills.
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* Save employees time by automating mundane tasks allowing people to focus on high-value work
* Engage and retain employees
* Ensure critical employee data is up-to-date, and accurate
* Empower HR professionals with insights.
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* The benefits of a self-serve intranet site
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* The vital steps that lead to higher adoption.
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How to hire the perfect Digital Marketing Coordinator?
1. Craft a compelling job description
Whether you're hiring a beginner or a seasoned Digital Marketing Coordinator, the job description should accurately outline the job's duties and expectations. It should also highlight the company's values, perks, and opportunities for career growth. Doing so will help attract top candidates who align with the company's vision and goals.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant content writers from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
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4. Assess candidates
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5. Interview candidates
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6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Conduct reference checks
After shortlisting candidates, it's important to check their work history and performance in past roles. This helps confirm their claims and learn about their strengths and areas for improvement.
Also, ask about their teamwork skills and ability to fit into the company culture since collaboration with various teams is crucial for this role.
8. Selection and onboarding
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Improving the candidate experience is an ongoing priority for HR and TA leaders. Good progress has been made in areas like mobile-friendly career sites, shorter apply times and standardized interview methods.
Process improvements are important, but what candidates are telling us they really want is more communication.
The latest Talent Board research shows that job seekers rated their candidate experience higher when there was open, transparent and two-way communication (including feedback) between them and the employer throughout their candidate journey.
It turns out that a great candidate experience has come down to meeting a few basic human needs: the chance to be heard, the satisfaction of getting a response and the feeling of being respected.
It’s time for us to take the next step in improving the candidate experience. It’s time to HUMANIZE it.
This Ideabook will inspire you to humanize the candidate experience through new strategies and technologies that enable better communication and engagement.
How to hire the perfect Sales team for your organisation
1.Craft a compelling job description
Creating a job description that precisely outlines the roles and responsibilities is vital, regardless of whether you're recruiting entry-level candidates or seasoned professionals.
2.Discover relevant candidates
Although the talent pool for sales teams is extensive in the US, the number of actively seeking candidates is relatively low.
3.EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds the sales team with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4.EasyAssess offers pre-built and customized adaptive skill assessments that validate sales teams' technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5.EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6.EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee.
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Phase I involves departmental rotations, stakeholder meetings, and client introductions to understand processes and expectations.
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Phase III focuses on implementation through full cycle recruitment, enhancing the client experience, cultivating relationships, building grassroots partnerships, and ensuring continuous education.
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Staff augmentation a perfect model to scale your team
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It is like an outsourcing strategy used to add a workforce to a project to fulfil business objectives. The model consists of evaluating the regular employees. It determines which additional skills are required. Here is the perfect place to get started.
Agile Recruiting White Paper
The document discusses integrating an agile recruiting model called Recruiting as a Service (RaaS) at GE Digital to meet their need to quickly hire thousands of digital talent globally. The key elements of RaaS are a recruiting scrum team, scrum master, headcount owner, and talent platform. This allows recruiting to operate like agile software teams by focusing on priorities, limiting work in progress, providing daily visibility, measuring performance, and innovating quickly. Using this model resulted in 70% faster hiring and 54% higher customer satisfaction.
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How to hire the perfect Digital Marketing Coordinator?
1. Craft a compelling job description
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2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant content writers from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description and finds content writers with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate Digital Marketing Coordinators’ technical and workplace skills along with their personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
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6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Conduct reference checks
After shortlisting candidates, it's important to check their work history and performance in past roles. This helps confirm their claims and learn about their strengths and areas for improvement.
Also, ask about their teamwork skills and ability to fit into the company culture since collaboration with various teams is crucial for this role.
8. Selection and onboarding
An offer letter is crucial as it safeguards both the employer and the employee. It should provide comprehensive details about the position, including the title, responsibilities, salary, and benefits.
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The document discusses various strategies for identifying and hiring great employees, including:
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2. Managing employment interviews to directly observe candidates and assess skills;
3. Conducting pre-employment assessments to screen for abilities and personality fits.
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The document is a brochure from MTD Human Resource Consulting that outlines their services. They provide customized HR solutions and aim to add value beyond expectations. Their services include organization design and strategy, job analysis and role profiling, recruitment and selection, and retention strategies. They take a consultative approach and ensure legal compliance in all their work.
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Improving the candidate experience is an ongoing priority for HR and TA leaders. Good progress has been made in areas like mobile-friendly career sites, shorter apply times and standardized interview methods.
Process improvements are important, but what candidates are telling us they really want is more communication.
The latest Talent Board research shows that job seekers rated their candidate experience higher when there was open, transparent and two-way communication (including feedback) between them and the employer throughout their candidate journey.
It turns out that a great candidate experience has come down to meeting a few basic human needs: the chance to be heard, the satisfaction of getting a response and the feeling of being respected.
It’s time for us to take the next step in improving the candidate experience. It’s time to HUMANIZE it.
This Ideabook will inspire you to humanize the candidate experience through new strategies and technologies that enable better communication and engagement.
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1.Craft a compelling job description
Creating a job description that precisely outlines the roles and responsibilities is vital, regardless of whether you're recruiting entry-level candidates or seasoned professionals.
2.Discover relevant candidates
Although the talent pool for sales teams is extensive in the US, the number of actively seeking candidates is relatively low.
3.EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds the sales team with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4.EasyAssess offers pre-built and customized adaptive skill assessments that validate sales teams' technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5.EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6.EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/sales-team
4 Ways Technology is Impacting Recruiting & Retaining the Right Talent.pptx
CandidateZip helps recruiters who need to manage resumes/jobs easily in their hiring workflow automation without any technical hassle. They can automate the process & quickly select the most relevant candidate. It will help them save their time and do what they love (close more jobs).
Data Integration: Huntflow and PowerBI | Case Study | Software Development Co...
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Here is the case study on data integration from Huntflow, a professional recruiting CRM system, with PowerBI software, that provided informative dashboards and helped:
✔️ Recruiters to get a clear picture of the talent pipeline, showing the path of every candidate from every source through every stage of the hiring process;
✔️ The company to fill the positions 21% faster than it used to;
✔️ C-levels to make the necessary adjustments to the wage scale.
Reach out to *instinctools Business Intelligence experts if you have a similar project idea or challenge with data integration > contact@instinctools.com
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Why businesses need it, questions they ask and 7 principles for success.
In the past 10 years, Agile has become the defacto method for cost-conscious businesses to build and launch beautiful, working software. Increasingly though teams looking to accelerate or scale operations are stymied by the scarcity of available technical talent. More companies are looking for staff out-of-state or even out-of-country to grow.
The move toward distributed software teams begs the question, “Can they pair with Agile methodology?” Naysayers will argue no, citing co-location and collaboration as barriers. For teams willing to consider the potential, the savings extend beyond revenue gains and increased capacity. They revolutionize the business. With over 15 years managing distributed Agile software teams, we share how.
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and gives you an actionable candidate list.
Devry university hrm 410 homework help
Get help for DeVry University HRM 410 complete course. We provide assignment, homework, discussions, quiz and case studies help for all subject DeVry University for Session 2015-2016.
FOURSIS E-CORNER - EDITION-8 - OCTOBER
Cascade communication is an important tool for spreading information throughout an organization by passing messages from senior executives down to junior executives, managers, and employees. It is a more personal way of communication compared to alternatives like mailers or videos. The role of HR in organizational development includes conducting job analyses to ensure positions align with strategic plans, designing job descriptions, recruiting and interviewing candidates, and ensuring compliance with employment laws. HR professionals must have business savvy to understand how changes can enhance profitability and be able to project cost savings from restructuring.
90 day plan
This 90 day strategy document outlines a 3 phase plan for a new Talent Acquisition Sr. Recruiter role at US Cellular:
Phase I involves departmental rotations, stakeholder meetings, and client introductions to understand processes and expectations.
Phase II establishes a staffing strategy including optimizing the applicant tracking system, expanding sourcing methods, and defining ideal candidate and client experiences.
Phase III focuses on implementation through full cycle recruitment, enhancing the client experience, cultivating relationships, building grassroots partnerships, and ensuring continuous education.
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Cruit pitch deck
- 3. Features/Productdifferentiator • TheCruitProfileandJobPosting:Sharethesameformat,enablesuserstofindjobsthattakestheirpastexperience intoconsiderationunlikeeveryotherplatformwhichuselinearkeywords. • TagManagementSystem:Eliminatesneedforakeywordmatch.AllowsCruittodynamicallyimproveaprofile/job postingbasedonuserbehaviour,suchamechanismisnotpresentinanyofourcompetitors. • LiveDatabase:Anintegratedapplicanttrackingsystemthatrelaysanyupdatestoaprofiletoeveryemployerto whichajobseekerhasappliedfor.Thiscombinesthebestofastaticapplicanttrackingsystemandaprofessional socialnetwork. • ReferralSystem:Allowsemployerstoattachareferralbountytojobswhichcreatesanincentiveforpeopletorefer relevantcandidates.Thistrumpsallexistingopenreferralplatformsbytargetingrelevantusersforreferrals.
- 4. MarketingPlan • Wealreadyhave25recruitersinChennaireadytotesttheplatform,westartfromthereandmanuallysource candidatesfortheserecruitersandmakethemuseourplatform.Onceweachievesomekindoftractionfromthese recruiters,wehopetoexpandthemanualsourcingtomoreandmorecompanies,tillthemarketreadyproductis launched. • JobpostingsinCruitcanbesharedonthesocialplatformslikeLinkedInandFacebookwhichwouldincreaseour visibility. • Freejobpositingtillwehita100kusers(jobseekers)markwhichwouldattractalotofrecruitersespeciallyinIndia. • WewouldalsocontinueB2Bsalestocompanies(especiallySMEandStartups)topostjobsonCruitandenjoythe benefitsof"nomoresourcingforcandidates",Cruitunderstandingthecomplexityofthejob,referralplatform,live databaseallataminimalcost.
- 5. BusinessModel JobPostings: • WeintroduceaPay–Per–Daymodelforjobpostingswhichprovidesflexibilitytoemployers/recruiters and allowsustotargetsmallandmediumsizeenterprises. LiveDatabase: • Onceanemployerexceedsathreshold,weplantochargethemamonthlysubscriptionfeeforadditional capacity. ReferralBounty: • Weplantotakeacutoutofeveryreferralbountythatispaidouttouserswhosereferralsturnouttobe employments.