As a Talent Acquisition Intern Presenting Presentation on "Recruitment Article " .In this Presentation includes Different and effective ways of Recruitment, steps and plan on Recruitment using social media.
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
This webinar discusses using data to develop targeted recruitment messaging to attract a diverse talent pool. The presenter argues that companies should tailor their messaging to different demographic groups based on data about what motivates each group, rather than using a one-size-fits-all approach. Data from a survey of 52,000 people in the US revealed that different attributes are more important to different groups. For example, messages about high future earnings appeal more to computer science majors, while inspiring purpose ranks higher for natural science majors. The presenter advocates analyzing data on specific audiences to select the messages that will most effectively connect with and attract each group.
This document discusses various effective recruitment strategies and tactics, including using inclusive job postings, video interviewing, leveraging the gig economy, engaging passive candidates on social media, and using employer review sites and data. It also provides tips for getting referrals on LinkedIn such as targeting the right connections, crafting an informative message, and following up. Finally, it outlines best practices for using social media for recruitment, like planning goals, defining the target audience, posting on multiple platforms, highlighting benefits, and tracking results.
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
This Presentation consists of various tips and tricks on selecting the best candidates for your organization. It also consists of some methods which I have tried personally such as putting up Job posts on LinkedIn, Instagram and even WhatsApp Groups. This is just the beginning. You may want to use several other methods for hiring the best talent. I have mentioned few important techniques of using social media for recruitment in this article. https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4
I have also listed down some points on how to get referrals from people on LinkedIn. You may have a look. https://m-dipti00.medium.com/steps-for-getting-referrals-on-linkedin-532f2134b7a9
This was the task mentioned in the GRIP Internship program (2021) by The Sparks Foundation. #GRIPMAR21 #TheSparksFoundation
This document discusses elements of talent acquisition. It outlines six main elements: 1) Conducting workforce planning to analyze current and future workforce needs, 2) Building an employer brand, 3) Sourcing and recruiting job candidates using methods like social media, job fairs, and websites, 4) Leveraging recruiting technology like applicant tracking systems and video interviews, 5) Developing an effective onboarding program to integrate new employees, and 6) Utilizing data analysis to improve hiring and understand employees' skills and abilities. The document provides details on each of the six elements of an effective talent acquisition process.
This document discusses effective recruitment methods. It begins by defining human resource management and recruitment. It then discusses types of recruitment including internal and external recruitment. The document then outlines different modern recruitment methods such as networking events, social media, mobile recruitment, and using employer review sites. It provides steps for getting referrals through LinkedIn messages, including finding the right contact, crafting the message, and following up. Overall, the document promotes using a variety of approaches to find qualified candidates for open positions.
Learn how Hi-Tech Robotic Systemz, an Indian robotics company, came up with three unique social recruiting strategies to attract the right kind of talent; ultimately reducing their hiring costs by almost 50%.
Find more stories here: lnkd.in/ltsindia
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
This webinar discusses using data to develop targeted recruitment messaging to attract a diverse talent pool. The presenter argues that companies should tailor their messaging to different demographic groups based on data about what motivates each group, rather than using a one-size-fits-all approach. Data from a survey of 52,000 people in the US revealed that different attributes are more important to different groups. For example, messages about high future earnings appeal more to computer science majors, while inspiring purpose ranks higher for natural science majors. The presenter advocates analyzing data on specific audiences to select the messages that will most effectively connect with and attract each group.
This document discusses various effective recruitment strategies and tactics, including using inclusive job postings, video interviewing, leveraging the gig economy, engaging passive candidates on social media, and using employer review sites and data. It also provides tips for getting referrals on LinkedIn such as targeting the right connections, crafting an informative message, and following up. Finally, it outlines best practices for using social media for recruitment, like planning goals, defining the target audience, posting on multiple platforms, highlighting benefits, and tracking results.
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
This Presentation consists of various tips and tricks on selecting the best candidates for your organization. It also consists of some methods which I have tried personally such as putting up Job posts on LinkedIn, Instagram and even WhatsApp Groups. This is just the beginning. You may want to use several other methods for hiring the best talent. I have mentioned few important techniques of using social media for recruitment in this article. https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4
I have also listed down some points on how to get referrals from people on LinkedIn. You may have a look. https://m-dipti00.medium.com/steps-for-getting-referrals-on-linkedin-532f2134b7a9
This was the task mentioned in the GRIP Internship program (2021) by The Sparks Foundation. #GRIPMAR21 #TheSparksFoundation
This document discusses elements of talent acquisition. It outlines six main elements: 1) Conducting workforce planning to analyze current and future workforce needs, 2) Building an employer brand, 3) Sourcing and recruiting job candidates using methods like social media, job fairs, and websites, 4) Leveraging recruiting technology like applicant tracking systems and video interviews, 5) Developing an effective onboarding program to integrate new employees, and 6) Utilizing data analysis to improve hiring and understand employees' skills and abilities. The document provides details on each of the six elements of an effective talent acquisition process.
This document discusses effective recruitment methods. It begins by defining human resource management and recruitment. It then discusses types of recruitment including internal and external recruitment. The document then outlines different modern recruitment methods such as networking events, social media, mobile recruitment, and using employer review sites. It provides steps for getting referrals through LinkedIn messages, including finding the right contact, crafting the message, and following up. Overall, the document promotes using a variety of approaches to find qualified candidates for open positions.
Learn how Hi-Tech Robotic Systemz, an Indian robotics company, came up with three unique social recruiting strategies to attract the right kind of talent; ultimately reducing their hiring costs by almost 50%.
Find more stories here: lnkd.in/ltsindia
Learn how to solve the biggest hiring challenges and become a more effective recruiter with the latest and greatest tools that LinkedIn has to offer. Watch the webinar: https://lnkd.in/gMMQXj2
Search engine recruiting involves recruiters searching for candidates on search engines like Google by entering relevant keywords. Profiles posted by employees on sites like LinkedIn and blogs get indexed, making them visible to recruiters worldwide. This allows recruiters to easily find potential candidates, get references, and build a database without relying on job boards or paid sites. The main advantages are recruiters can efficiently find many qualified candidates locally or with desired skills, directly contact them, and build their referral networks and pipelines.
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
The document discusses recruitment processes and sources. It defines recruitment as identifying, attracting, interviewing, selecting, hiring, and onboarding employees to fill staffing needs. Recruitment can be done internally by promoting current employees or externally by evaluating open job candidates. Sources of recruitment discussed include internal recruitment of current employees, external recruitment of new candidates, and getting referrals through LinkedIn. Steps for getting LinkedIn referrals and for recruitment using social media like LinkedIn are outlined. An example LinkedIn job posting is also provided.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
LinkedIn recruiters are taught to tell the company's story by following this framework:
- Sharing the mission, vision, and purpose of LinkedIn
- Explaining how the company is fulfilling that purpose
- Talking about the opportunities that lie ahead
- Illustrating the company’s unique culture and values through personal stories and examples
Learn more about why storytelling is a powerful (yet often ignored) skill for recruiters: https://lnkd.in/gZG-Q46
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
“#TASCON15 Talent Acquisition & Sourcing Conclave 2015”, first of its kind of event to be held in Pune for Recruitment Professionals. Our aim is to highlight the latest trends, best practices and strategies in talent sourcing & recruitment. It is a perfect platform for industry professionals to network with thought leader and like minded individuals. We invite you to visit our event website www.tascon.in
This document provides an overview of LinkedIn Recruiter tools and strategies for improving recruitment workflow efficiency. It recommends allocating 30 minutes per day to key tasks like checking messages, alerts and profile matches, searching the network, and sending bulk messages. Metrics for measuring success as a sourcer, full-cycle or executive recruiter are outlined. Time management techniques like ABC analysis, Pareto analysis and the POSEC method are also briefly introduced to help prioritize tasks. The presentation aims to help recruiters work more efficiently by focusing on high impact activities for 30 minutes daily.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
This document summarizes the key differences between free and paid recruiting tools on LinkedIn. It discusses how companies can use their Company Page and status updates to build their brand for free. It also explains how paid tools like Career Pages, Sponsored Updates, LinkedIn Recruiter, and Job Slots can help recruiters source more passive candidates, target top candidates, and get enhanced search and outreach capabilities. The presentation encourages recruiters to leverage both free and paid tools to maximize their efforts on LinkedIn.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Presentation giving out the plans for recruitment and how social media has an influence on it along with how one can get referrals from people on LinkedIn
Sparks foundation Talent Acquisition InternshipAmrutaKubde
I am Amruta Kubde intern at the Sparks Foundation August21 Batch. From MGAHV, Wardha. I creat a Presentation on HR for Recruiting the useful candidates.
Learn how to solve the biggest hiring challenges and become a more effective recruiter with the latest and greatest tools that LinkedIn has to offer. Watch the webinar: https://lnkd.in/gMMQXj2
Search engine recruiting involves recruiters searching for candidates on search engines like Google by entering relevant keywords. Profiles posted by employees on sites like LinkedIn and blogs get indexed, making them visible to recruiters worldwide. This allows recruiters to easily find potential candidates, get references, and build a database without relying on job boards or paid sites. The main advantages are recruiters can efficiently find many qualified candidates locally or with desired skills, directly contact them, and build their referral networks and pipelines.
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
The document discusses recruitment processes and sources. It defines recruitment as identifying, attracting, interviewing, selecting, hiring, and onboarding employees to fill staffing needs. Recruitment can be done internally by promoting current employees or externally by evaluating open job candidates. Sources of recruitment discussed include internal recruitment of current employees, external recruitment of new candidates, and getting referrals through LinkedIn. Steps for getting LinkedIn referrals and for recruitment using social media like LinkedIn are outlined. An example LinkedIn job posting is also provided.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
LinkedIn recruiters are taught to tell the company's story by following this framework:
- Sharing the mission, vision, and purpose of LinkedIn
- Explaining how the company is fulfilling that purpose
- Talking about the opportunities that lie ahead
- Illustrating the company’s unique culture and values through personal stories and examples
Learn more about why storytelling is a powerful (yet often ignored) skill for recruiters: https://lnkd.in/gZG-Q46
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
“#TASCON15 Talent Acquisition & Sourcing Conclave 2015”, first of its kind of event to be held in Pune for Recruitment Professionals. Our aim is to highlight the latest trends, best practices and strategies in talent sourcing & recruitment. It is a perfect platform for industry professionals to network with thought leader and like minded individuals. We invite you to visit our event website www.tascon.in
This document provides an overview of LinkedIn Recruiter tools and strategies for improving recruitment workflow efficiency. It recommends allocating 30 minutes per day to key tasks like checking messages, alerts and profile matches, searching the network, and sending bulk messages. Metrics for measuring success as a sourcer, full-cycle or executive recruiter are outlined. Time management techniques like ABC analysis, Pareto analysis and the POSEC method are also briefly introduced to help prioritize tasks. The presentation aims to help recruiters work more efficiently by focusing on high impact activities for 30 minutes daily.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
This document summarizes the key differences between free and paid recruiting tools on LinkedIn. It discusses how companies can use their Company Page and status updates to build their brand for free. It also explains how paid tools like Career Pages, Sponsored Updates, LinkedIn Recruiter, and Job Slots can help recruiters source more passive candidates, target top candidates, and get enhanced search and outreach capabilities. The presentation encourages recruiters to leverage both free and paid tools to maximize their efforts on LinkedIn.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Presentation giving out the plans for recruitment and how social media has an influence on it along with how one can get referrals from people on LinkedIn
Sparks foundation Talent Acquisition InternshipAmrutaKubde
I am Amruta Kubde intern at the Sparks Foundation August21 Batch. From MGAHV, Wardha. I creat a Presentation on HR for Recruiting the useful candidates.
Powerful PowerPoint on Recruitment Strategy: Crafted for success, this presentation covers sourcing, branding, assessment, diversity, tech, and retention, ensuring you build a winning team.
Employer Branding from a Recruitment PerspectiveSourcingAdda
An Image of an organisation that helps consumers distinguish it from its competitors
The way your Organization’s prospective applicants, candidates, and employees perceive you as an employer
Please follow us on Twitter:
@SourcingAdda
@TheSourcePro
Video Available at: https://youtu.be/S3-tCTPaZMw
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
The document discusses recruitment, which refers to identifying, attracting, screening, and interviewing suitable job candidates. It outlines the stages of recruitment including identifying vacancies, job descriptions, advertising, screening, interviews, and onboarding. Sources of recruitment include internal promotions and transfers as well as external advertising, campus recruitment, agencies, and social media. Specific techniques for recruitment using LinkedIn and writing hiring alerts are also presented.
How Startups Can Build a Recruiting MachineDavid Skok
Something important has changed in the recruiting process: the best people are almost never on the market, and you have to develop recruiting processes to find and sell passive candidates. In many cases, it will take months or years of relationship building with these candidates to find the right moment when they are open to considering a change. Closing them takes greater selling efforts than in the past due to the intense competition over the good candidates. This leads me to believe that there is now a third crucial startup skill that needs to be developed: recruiting.
Hello everyone!
I am happy to share with you that I have completed #task1 of HUMAN RESOURCE AND CAMPUS AMBASSADOR TASKS (RECRUITMENT ARTICLE AND POSTS)at The Sparks Foundation under #GRIPAPRIL23 #gripapril23#campusabmasador #GRIPAPRIL23
#task1: RECRUITMENT ARTICLE AND POSTS
batch: #April23
The document discusses recruitment and provides details about internal and external recruitment. It defines recruitment as identifying, screening, and hiring potential candidates. Internal recruitment refers to promoting or transferring current employees, while external recruitment involves hiring new candidates from outside the organization. The document also provides tips for getting referrals on LinkedIn, including finding the right connection, sending a formal message, and following up. It gives steps for recruitment using social media, such as being specific, keeping it simple, and making the posting memorable and easy to apply to.
Societe Generale Global Solution Centre: A Social Recruiting Journey that Yie...LinkedIn Talent Solutions
Read how the HR team at Societe Generale leveraged the LinkedIn ecosystem to establish their talent brand in India, resulting in 2X ROI.
For more inspiring talent stories: lnkd.in/ltsindia
1. The document discusses talent acquisition in IT groups, comparing it to traditional recruitment. Talent acquisition is more strategic and focuses on developing a talent pipeline, employer branding, and nurturing candidates, while recruitment focuses only on filling open roles.
2. It outlines some key elements of talent acquisition, including extensive planning, understanding different workforce needs, positive employer branding, talent scoping and management, and use of metrics.
3. The document then discusses trends in India's growing recruitment agencies industry, with increasing digitalization and use of mobile phones. Technology is transforming hiring through tools like AI, social media, and analyzing candidate data online.
HUMAN RESOURCE INTERNSHIP AT SPARKS FOUNDATIONKinjalSingh15
The document discusses recruitment strategies and social media recruiting. It defines recruitment as analyzing job requirements and finding prospective candidates. Internal recruitment refers to promoting existing employees while external recruitment sources candidates from outside the organization, such as placement agencies, job boards, and walk-in interviews. Effective recruitment methods include using social media platforms like LinkedIn, Facebook, and Twitter to identify candidates, send direct messages, post about open jobs, and highlight company culture.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
How to Extract ROI from your Candidate and Employee Experience program (1)Victoria Fitoussi
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
Patrick Biddescombe - Using Inbound to Source, Interview and Hire TalentINBOUND
This document outlines how to use inbound methodology to find and hire new talent. It discusses traditional recruiting no longer working and introduces passive, inbound and social recruiting. It recommends creating a talent acquisition funnel and applicant personas. Developing a culture code to identify ideal employees is also suggested. The inbound recruitment process involves top, middle and bottom of the funnel strategies like referrals, interviews and onboarding. Key takeaways include leveraging inbound recruiting, developing a candidate persona and culture code, and creating application and onboarding processes.
Social media recruitment involves hiring candidates through platforms like LinkedIn, blogs, and other online networks. It allows companies to increase job visibility, target qualified candidates, and improve their employer brand at a lower cost than traditional recruitment methods. Some key benefits include advertising job openings on social media, engaging with passive candidates through video, connecting with relevant professionals, and checking candidates' social media profiles to learn more about them beyond just resumes. However, there are also risks to consider like privacy issues, non-job-relevant content, compliance challenges, and potential damage to an employer's online reputation from inaccurate postings.
The document discusses different and effective ways to recruit employees, including employee branding using authentic videos, social media recruitment targeting sites where candidates spend time, campus recruitment through remote options instead of only on-site visits, employee referrals which have grown in importance, and using technological innovations like AI and automation tools. It also provides steps for getting referrals on LinkedIn such as updating your profile, growing your network, finding the right connections, customizing your message, and following up. Finally, it outlines a plan for social media recruitment including researching competitors and candidates, setting goals, choosing platforms, optimizing profiles and applications, and encouraging employee advocacy.
This document outlines 8 steps for building an engaging online brand to attract candidates without large investments. It recommends:
1. Gathering data on top employees to create detailed personas to understand what draws candidates.
2. Encouraging current employees to share content about the culture and why they enjoy working there.
3. Providing tools and training for employees to become social brand ambassadors and encouraging sharing through contests.
4. Highlighting company values and culture throughout the hiring process and on the careers page.
5. Leveraging speaking opportunities to discuss culture and entering awards to promote being a great place to work.
6. Including benefits and making the application and hiring process clear on
Similar to Different and Effective ways of Recruitment (20)
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
2. Recruitment Article Content
●Different and Effective ways
of Recruitment
●How to get Refferals from
people on LinkedIn.
●Steps and Plan for
recruitment using Social Media
3. Different and Effective ways of
Recruitment
Source of Recruitment
●Internal Source
●External Source
9. Get Refferals from people on LinkedIn
●Find the right person
●Send the right message
●Followup
10. Steps And Plan for Recruitment on
Social Media
Step 1: Employer branding
Step 2: Posting the job vacancy on
Instagram and LinkedIn
Step 3: Screening the candidates
Step 4: Aptitude Tests
Step 5: Gamification
Step 6: Interview
Step 7: Building talent community
11. Recruitment using social Media
●The use of social media platforms to
identify, engage the individuals the company
want to hire.
●Attract active and passive candidates on
digital platforms
●Generate connection between iindividuals.
●Enables recruiters to reach vastly more
people.
●Social media platforms like LinkedIn,
Facebook, Twitter and other websites and
blogs are powerful tools for social media
12. Benefits using Social Media in
Recruitment Process
●There are many key benefits of social
media recruiting versus traditional ways of
recruiting.
●Connect with right people.
●Saves money.
●Saves time.
●Show case the company culture.
●Generates wide pool of candidates.
●Increases diversity and mix of employees.