DEI360 took 10 years of data analysis and expertise to create the DEI assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.
P&G Alumni Network Atlanta Chapter 6 6-17 program presentationFortuneCMO, LLC
The document provides information about an upcoming P&G Alumni Network event on June 6th featuring Steve Nilsen discussing how executive search works. The event details include that Steve Nilsen is a partner at executive search firm Boyden and will cover topics such as the executive search process, building your professional brand, working with search consultants, and executives in transition. The document also lists information about Boyden's global office locations and the two major types of executive search engagements.
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
With more access to information than ever before, job seekers are now more carefully considering their choices.
Experiences and issues exposed on social media and review sites can either undermine or enhance an employer’s reputation—all this makes building trust absolutely critical.
Download and share our “50 HR and Recruiting Statistics for 2016: A Statistical Reference Guide for Savvy Recruiters.” Consider it actionable intelligence to both inspire and make the business case to expand your own branding, recruiting and hiring initiatives.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
P&G Alumni Network Atlanta Chapter 6 6-17 program presentationFortuneCMO, LLC
The document provides information about an upcoming P&G Alumni Network event on June 6th featuring Steve Nilsen discussing how executive search works. The event details include that Steve Nilsen is a partner at executive search firm Boyden and will cover topics such as the executive search process, building your professional brand, working with search consultants, and executives in transition. The document also lists information about Boyden's global office locations and the two major types of executive search engagements.
Shaunda Zilich, Employment Branding Leader at GE, presenting at the 2017 Michigan Recruiter's Conference on building an employee ambassador program and employee advocacy.
With more access to information than ever before, job seekers are now more carefully considering their choices.
Experiences and issues exposed on social media and review sites can either undermine or enhance an employer’s reputation—all this makes building trust absolutely critical.
Download and share our “50 HR and Recruiting Statistics for 2016: A Statistical Reference Guide for Savvy Recruiters.” Consider it actionable intelligence to both inspire and make the business case to expand your own branding, recruiting and hiring initiatives.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
Is your firm ready to execute a succession plan? Is the practice one you would want to buy or is it too much of a uphill battle to make it what you would want to work in?
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
The document discusses how recruitment practices need to change to focus on engaging passive talent rather than just active job seekers. It emphasizes that recruiting should be approached like marketing and sales in order to build relationships with potential candidates. Recruiters should think of their roles as selling career opportunities rather than just job descriptions and leverage employer branding and every employee as ambassadors to attract top talent.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Analyst Tips for Finding Quality Candidates in 2018Glassdoor
The document discusses tips for using talent acquisition strategies and Glassdoor data to strengthen an organization's talent pipeline. It provides three tips: 1) understand the informed candidate journey, 2) deliver the content informed candidates need about compensation, culture, reputation and values, and 3) use Glassdoor data to track candidate behavior, ratings trends, and benchmark the interview process against competitors. The presentation aims to help talent acquisition functions source higher quality candidates.
Passive Candidate Engagement - A PlaybookDon Munro
This document provides guidance on engaging with passive job candidates, who are currently employed but open to new opportunities, in order to build a talent pipeline. It recommends finding passive candidates through social media, referrals, references, and applicants who previously expressed interest. The document encourages maintaining ongoing relationships through brand awareness and engagement activities. The goal is to have qualified candidates ready when job openings arise that may be a good fit.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...Glassdoor
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
Get the latest on the data trends impacting the HR space. With this deck, you can:
- Understand what’s driving the rise of analytics in HR
- Learn how early adopters are leveraging the power of data & insights
- Discover how to build a data-driven culture
- See how you can apply analytics to answer critical talent questions
Gaining clarity in a confused world: Streamlining the recruitment process | ...LinkedIn Talent Solutions
Oliver Harris and Kelly Patterson will share how Resource Solutions, a global RPO firm, was able to deliver efficiencies for Nomura US including: Improved direct sourcing, Streamlined vendor engagement/management with agencies, Robust weekly reporting driven by MI analysts to HR business.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
The document provides guidance and templates for conducting effective interviews. It discusses how to plan interviews, prepare interviewers, evaluate cultural fit, and handle situations where candidates mention Glassdoor reviews. Key recommendations include creating a structured interview process, communicating with candidates and interviewers, preparing interviewers with candidate and job details, asking questions to evaluate cultural fit based on company values and team traits, and being prepared to discuss a company's Glassdoor profile in interviews. The templates provide guidance on conducting pre-interviews checks, preparing interviewers, and developing cultural fit questions.
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
Talent Sentiment is capable of identifying, in real-time, employee engagement issues and provide HR leaders with actionable insights through the Talent Analytics and Insights Dashboard.
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Becoming Digitally Fit for The Future of WorkGlassdoor
This document contains a discussion between representatives from Glassdoor and Carve about preparing for the future of work. It discusses how technology is redefining interactions and the implications for employers. It also addresses topics like the importance of transparency and leaders preparing organizations for changes by enhancing reputation, talent relationships and results through social media with Carve's help. Glassdoor serves 46 million users monthly by providing jobs, salaries and company reviews to help people find jobs and employers hire informed candidates at scale.
The document discusses how to effectively recruit sales professionals. It summarizes a survey of 1,000 sales professionals that found 68% plan to look for a new job within a year, with 45% looking within 3 months. The top factors that would cause sales professionals to leave their current job are a lack of transparency about companies and recruiters not having a strong understanding of their experience. The most effective recruitment tactics are hosting meetups and blog posts by current sales professionals. Friends and online reviews are the most trusted sources of information when considering job offers. The document provides tips on understanding compensation and cultural preferences that differ between men and women.
Human Resources: Our Three Audiences - an introductionDavid Kovacovich
This document discusses three key audiences that an organization should focus on: today's executives, today's line managers, and tomorrow's top talent. It provides an overview of each audience's needs and priorities. For executives, the focus is on amplifying revenue, maximizing resources, and increasing shareholder value. Line managers need leadership training, modern tools, and the ability to drive performance. Tomorrow's top talent wants a thriving culture, flexible workplace, and evolving challenges. The document also cites a Gallup poll showing that only 13% of global employees are engaged at work.
The CheckPoint 360° survey evaluates the effectiveness of managers and leaders through feedback from direct reports, peers, supervisors and others. It assesses performance across eight competencies to provide personalized development plans and help improve job performance. By developing leadership skills, the survey encourages high performance and drives organizational results.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.
Making Diversity, Equity and Inclusion faster, easier, and actionableCenterfor HCI
CHCI took decade of data analysis and expertise to create the DEI360 assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.
LS Software is an IT services company that provides business solutions and outsourcing services including customized IT solutions, HR services, and BPO services. It has been providing 360 degree appraisal services for over 16 years, helping clients in various industries assess employee performance and potential through feedback from managers, peers, and others. The document outlines LS Software's 360 degree appraisal process and benefits it provides to individuals, teams, and organizations.
Is your firm ready to execute a succession plan? Is the practice one you would want to buy or is it too much of a uphill battle to make it what you would want to work in?
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
The document discusses how recruitment practices need to change to focus on engaging passive talent rather than just active job seekers. It emphasizes that recruiting should be approached like marketing and sales in order to build relationships with potential candidates. Recruiters should think of their roles as selling career opportunities rather than just job descriptions and leverage employer branding and every employee as ambassadors to attract top talent.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Analyst Tips for Finding Quality Candidates in 2018Glassdoor
The document discusses tips for using talent acquisition strategies and Glassdoor data to strengthen an organization's talent pipeline. It provides three tips: 1) understand the informed candidate journey, 2) deliver the content informed candidates need about compensation, culture, reputation and values, and 3) use Glassdoor data to track candidate behavior, ratings trends, and benchmark the interview process against competitors. The presentation aims to help talent acquisition functions source higher quality candidates.
Passive Candidate Engagement - A PlaybookDon Munro
This document provides guidance on engaging with passive job candidates, who are currently employed but open to new opportunities, in order to build a talent pipeline. It recommends finding passive candidates through social media, referrals, references, and applicants who previously expressed interest. The document encourages maintaining ongoing relationships through brand awareness and engagement activities. The goal is to have qualified candidates ready when job openings arise that may be a good fit.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...Glassdoor
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
Get the latest on the data trends impacting the HR space. With this deck, you can:
- Understand what’s driving the rise of analytics in HR
- Learn how early adopters are leveraging the power of data & insights
- Discover how to build a data-driven culture
- See how you can apply analytics to answer critical talent questions
Gaining clarity in a confused world: Streamlining the recruitment process | ...LinkedIn Talent Solutions
Oliver Harris and Kelly Patterson will share how Resource Solutions, a global RPO firm, was able to deliver efficiencies for Nomura US including: Improved direct sourcing, Streamlined vendor engagement/management with agencies, Robust weekly reporting driven by MI analysts to HR business.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Proactive networking: How to use connections to reel in the big fish | Talen...LinkedIn Talent Solutions
Forget about candidates. Great prospects are the key to great hires. But to hire great prospects, hiring managers must play a bigger role than ever before in the entire process. In this session, Lou Adler walks us step-by-step from the intake meeting to the final close describing how recruiters can partner with their hiring managers to improve quality of hire.
The document provides guidance and templates for conducting effective interviews. It discusses how to plan interviews, prepare interviewers, evaluate cultural fit, and handle situations where candidates mention Glassdoor reviews. Key recommendations include creating a structured interview process, communicating with candidates and interviewers, preparing interviewers with candidate and job details, asking questions to evaluate cultural fit based on company values and team traits, and being prepared to discuss a company's Glassdoor profile in interviews. The templates provide guidance on conducting pre-interviews checks, preparing interviewers, and developing cultural fit questions.
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
Talent Sentiment is capable of identifying, in real-time, employee engagement issues and provide HR leaders with actionable insights through the Talent Analytics and Insights Dashboard.
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Becoming Digitally Fit for The Future of WorkGlassdoor
This document contains a discussion between representatives from Glassdoor and Carve about preparing for the future of work. It discusses how technology is redefining interactions and the implications for employers. It also addresses topics like the importance of transparency and leaders preparing organizations for changes by enhancing reputation, talent relationships and results through social media with Carve's help. Glassdoor serves 46 million users monthly by providing jobs, salaries and company reviews to help people find jobs and employers hire informed candidates at scale.
The document discusses how to effectively recruit sales professionals. It summarizes a survey of 1,000 sales professionals that found 68% plan to look for a new job within a year, with 45% looking within 3 months. The top factors that would cause sales professionals to leave their current job are a lack of transparency about companies and recruiters not having a strong understanding of their experience. The most effective recruitment tactics are hosting meetups and blog posts by current sales professionals. Friends and online reviews are the most trusted sources of information when considering job offers. The document provides tips on understanding compensation and cultural preferences that differ between men and women.
Human Resources: Our Three Audiences - an introductionDavid Kovacovich
This document discusses three key audiences that an organization should focus on: today's executives, today's line managers, and tomorrow's top talent. It provides an overview of each audience's needs and priorities. For executives, the focus is on amplifying revenue, maximizing resources, and increasing shareholder value. Line managers need leadership training, modern tools, and the ability to drive performance. Tomorrow's top talent wants a thriving culture, flexible workplace, and evolving challenges. The document also cites a Gallup poll showing that only 13% of global employees are engaged at work.
The CheckPoint 360° survey evaluates the effectiveness of managers and leaders through feedback from direct reports, peers, supervisors and others. It assesses performance across eight competencies to provide personalized development plans and help improve job performance. By developing leadership skills, the survey encourages high performance and drives organizational results.
Your vibe attracts your tribe: Create an experience that secures top talent |...LinkedIn Talent Solutions
1) Jill Larsen presented on Cisco's transformation of their talent acquisition process to create an improved experience that attracts top talent.
2) Cisco implemented a new talent brand strategy, optimized their careers website and applicant tracking system, and developed a "People Deal" to define Cisco's commitment to employees.
3) These changes resulted in stronger talent brand recognition for Cisco and improved hiring outcomes such as increased application rates and higher candidate engagement scores.
Making Diversity, Equity and Inclusion faster, easier, and actionableCenterfor HCI
CHCI took decade of data analysis and expertise to create the DEI360 assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.
LS Software is an IT services company that provides business solutions and outsourcing services including customized IT solutions, HR services, and BPO services. It has been providing 360 degree appraisal services for over 16 years, helping clients in various industries assess employee performance and potential through feedback from managers, peers, and others. The document outlines LS Software's 360 degree appraisal process and benefits it provides to individuals, teams, and organizations.
This document proposes creating an internal social media platform for Speedway employees to improve employee engagement and promote internal talent. Such a platform could help Speedway identify qualified leaders for promotions across its many locations. It would give HR access to employee profiles specifying their interests, willingness to relocate, and desired career paths. This could help reduce high turnover costs by helping employees feel more valued and giving them opportunities to advance. The document advocates recognizing employee successes to improve retention and lower onboarding expenses.
The document discusses how The Predictive Index can help organizations with hiring, employee engagement, team development, leadership development, and sales performance issues. It offers solutions to assess and analyze workplace behaviors to attract, select, hire, and onboard the best candidates, keep employees engaged, create high-performing teams, identify and develop leaders, and get to the root of sales slumps. The Predictive Index's methodology uses proven science, intelligent software, and training from certified partners to help organizations understand their workforce and achieve business objectives.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
Job performance not a predictor of engagement (Leadership IQ whitepaper)Benjamin Crucq
The employees bringing you the least value are often more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, don’t tend to stick around very long if they aren’t engaged.
Talent brand is the new black. But, how do you measure it? In this webcast, Stephen Gundee shares how you can partner with LinkedIn to get real-time business insights that can help your organization immensely.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
P&G has been recognized as an innovative and professional leader in recruiting. They aim to attract and recruit top talent globally through practices like their online application form and campus recruiting. P&G believes recruiting is critical to their success. Their recruitment philosophy focuses on developing talent from within, recruiting the best people worldwide, and recognizing people as their greatest asset. P&G conducts a thorough recruitment process, assessing candidates on key competencies and success drivers like intellectual curiosity, leadership, and adaptability to change.
Porsche-Like 987 Strategy for SearchFunderPaul Menig
The document discusses various topics related to valuing and growing a business, including the 8 drivers of company value, 9 basic strategic areas, and tools for assessing acquisition targets, business acceleration, and more. The 8 drivers of company value listed are financial performance, growth potential, structure, valuation, recurring revenue, monopoly control, customer satisfaction, and ability to operate without a key employee. The document provides summaries and overviews of different approaches and considerations for building and assessing business value.
A 360 degree assessment provides leaders with confidential feedback from subordinates, peers, and managers in order to gain honest feedback about their leadership skills and how they are perceived. This feedback is collected via a survey tool, such as the Leadership Practices Inventory, which is based on validated leadership practices and behaviors. The feedback from a 360 assessment highlights areas for development and provides a roadmap for improving leadership skills when used in conjunction with coaching. Participating in a 360 degree evaluation demonstrates a leader's commitment to self-improvement and can yield significant returns through improved performance.
A 360 degree assessment provides leaders with confidential feedback from subordinates, peers, and managers in order to gain honest feedback about their leadership skills and how they are perceived. This feedback is collected via a survey tool, such as the Leadership Practices Inventory, which is based on validated leadership practices and behaviors. The feedback from a 360 assessment highlights areas for development and provides a roadmap for improving leadership skills when used in conjunction with coaching. Participating in a 360 degree evaluation demonstrates a leader's willingness to improve and can result in significant benefits to both individual performance and organizational results.
Recently, we had a client who built awesome offering for IT Operations Managers. But he did not know where to find prospects and how to make them aware of his product. So he asked us for help.
First of all, we gathered 50 LinkedIn profiles of IT Operations Managers which corresponded to the clients features. Then, we analyzed each profile and concluded that they had a lot of things in common. We found out what brands and influencers they followed, how their online professional networks looked like, what articles and web platforms they read and shared on social media. Based on profile analysis and web research we found out what was their average income, work challenges and goals, skills they developed, and skills they needed to improve. But we received the priceless data only after we contacted prospects directly. We asked them about the best way to reach out to them with sales offers, and we've got interesting answers.
SearchLove Boston 2017 | Rhea Drysdale | Reputation Marketing Tactics to Driv...Distilled
Reputation is about more than displacing negative search results when your company or an executive makes a mistake. Reputation (when measured and strategically aligned with your vision and audience expectations) can drive exponential growth. Rhea will share tactics you can apply in your role today to help differentiate your site online, in search and in a competitive market. Reputation marketing enhances digital activities to produce a higher ROI and effectiveness for your hard work.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
The webinar provided information on managing agile talent effectively. It discussed trends driving greater reliance on external talent, such as skills gaps and increased expertise availability globally. It outlined three approaches to agile talent and highlighted how to focus agile talent on building strategic capabilities. The webinar also reviewed key concerns with using external talent and provided a model for determining when to "rent" versus "own" talent. It stressed the importance of alignment across strategic, performance, relationship, and administrative dimensions. Finally, it offered a process for organizations to improve their management of agile talent.
ROPELLA provides leadership transformation and organizational improvement services through workshops, retreats, and assessments tailored to each client's needs and goals. Their services aim to improve leadership skills, communication, teamwork, and alignment to help organizations better achieve their objectives and gain a competitive advantage. They take a customized approach, beginning with assessing an organization and developing solutions focused on developing leadership, enhancing culture and engagement, and improving performance and results.
Employee & Customer-Based Business Transformations Qualtrics
How can companies link Customer and Employee insights and turn data into sustainable Change Plans that raise NPS? It isn’t enough to show leaders data insights and give them a list of ‘things to do’. In this session, we show you how to take leaders through a highly interactive and developmental process that addresses the Why, What and How of Change, building new mindset, capabilities and behaviors – that drive lasting business impact.
Oktane offers comprehensive HR solutions to help small and medium enterprises attract and retain quality talent. This includes creating HR strategies, developing leadership and high potentials, improving employee engagement, implementing performance management systems, and establishing standard HR processes and manuals. Oktane's goal is to help clients build strong, professional organizations by nurturing a culture of excellence, performance, and employee growth.
Similar to Diversity Equity and Inclusion Strategic Plan (20)
Empathy doesn’t only come in handy when listening to your best friend explain his woes. It’s actually very important for work, both for leaders and team members alike. The Consortium for Research on Emotional Intelligence in Organizations reports a correlation between empathy and increased sales, high performing managers of product development teams, and increased performance in highly diverse teams. Studies have also shown that empathy improves leadership ability and facilitates effective communication.
The extrovert/introvert dichotomy “traps us in stereotypes that affect how we interact with others. When you self-identify with one personality type, you’re at risk of ignoring behaviors you’re engaging in or needs you may have.” There are a few ways to embrace your ambiversion in an introvert/extrovert world. For starters, just “knowing your type when it comes to personality is important, because by increasing our awareness of where we stand in terms of introversion and extroversion, we can develop a better sense of our tendencies, manage our weak spots, and play to our strengths.” For further information, visit dei360 as it provides insights regarding diversity equity, inclusion, and online assessment and diversity and inclusion assessment tool.
Our workforce is continually changing. So is technology. As these two factors intertwine with humanity, our work lives will become more complex requiring strong vision, leadership, and adaptability. There are a few factors that will shape the future of work. These are namely, workforce demographics will be drastically different, hierarchy and centralization will be done, success will be more than profit, traditional education will hold less value and future leaders will be digital natives.
The document discusses developing trust within work teams. It provides examples of dysfunctional and high-trust teams. Dysfunctional teams lack trust and conceal weaknesses, while high-trust teams admit mistakes and appreciate each other's skills. The document also discusses how Airbnb grew from $200/week to $30 billion due to founders trusting new ideas without data. Finally, it provides three tips to develop trust: be honest, communicate openly, and meet face-to-face regularly.
Avoid Bad Meetings: Understand Cultural Differences of Time, Hierarchy and De...DEI 360 Assessment
The meeting went poorly due to cultural differences in views of time, hierarchy, and decision-making among the leaders from different countries. The CMO was early according to their culture but the CEO was late based on their culture. The COO and CMO clashed over leadership roles due to their different views of hierarchy. When decisions were needed, the CIO favored short-term solutions per their culture while the CMO focused on long-term, and no resolution was reached due to the desire for consensus from the CEO and CFO based on their cultures. Being aware of these common differences in different cultures could have prevented the conflicts and allowed for a more productive meeting.
How Do You Attract the Best Talent Five Companies Exemplify Recruiting Innova...DEI 360 Assessment
“We have seen the emergence of the Human Age, where talent is the new differentiator,” Yet organizations worldwide struggle to find the talent they need. This is especially problematic because 75 million Baby Boomers will retire within the next 10 to 15 years. Between now and then, there will be a lot of jobs to fill, and if finding great talent is difficult now, organizations are going to have to up their recruiting game, or suffer the consequences of being understaffed. There are many ways to get the talent you need. Be willing to experiment. If you are in a leadership role, let hiring managers know they can be creative when recruiting and supporting their efforts. If you’re having difficulty attracting talent now, start experimenting as soon as possible. That way you can get the ideas worked out before the real talent shortage sets in, after Baby Boomers bid their last farewell. For further information visit, dei360, which provides insights regarding diversity equity and inclusion assessment and diversity online assessment.
Stephen Frost provides a brilliant, if somewhat long and repetitive, the case for a new approach to diversity and inclusion (D&I). Stop creating a separate, expensive, and often annoying parallel organizational process. Instead, weave diversity and inclusion into your business plan so it aligns with and supports your business objectives. Instead of compliance and policing quotas, use evidence to convince your colleagues that diversity and inclusion are the correct values to carry out and the best course for your business.
Discovering Diversity Success 10 Questions to Ask Yourself.pdfDEI 360 Assessment
There are so many diversity success stories. This success can be translated to the corporate world which starts from asking 10 questions to yourself like the mission is clear, people are working with a purpose, the human connection to your work, everyone’s uniqueness is equally celebrated and acknowledged beyond the basic categories, creating safe spaces for team members to connect beyond transactional tasks, each employee feels encouraged to grow, respect and compassion part of your corporate vocabulary, diversity even valuable to your corporate goals and aware of your company’s diversity standing?
The Hidden Story Behind Your Organization’s DEI Data.pdfDEI 360 Assessment
Diversity, Equity, and Inclusion(DEI) is not limited to gender and race. It is more than that. It is about new types of workplace conversations, personal self-awareness, courage to call out micro-aggressions, organizational culture change, increased innovation, and a thorough data-driven DEI approach.DEI data analysis will expose the demographic gaps in various areas to identify where to focus more.
Diversity is a hot topic right now. Before you dive into diversity and inclusion conversations, it’s important to understand the terms and words you use in these crucial conversations. Every organization tries to adopt new equity analysis tools to see how they’re doing from the employee’s perspective.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
1. You’re Not Alone
Most organizations don’t know where to start when it comes to Diversity, Equity & Inclusion
﴾DEI﴿ in their workplace. But it’s dangerous to leave it unaddressed. It’s not only
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D O W N L O A D D E I 3 6 0 B R O C H U R E
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3. WHY DEI360
In 2020 we were flooded with more calls than ever about DEI in the
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We found out that other DEI assessments on the market would typically
take 4‐6 months ﴾too long﴿, cost over $25,000 ﴾too expensive﴿ or focus on
regulations and policies ﴾too much like an audit﴿. But we couldn’t find a
short, online, turnkey assessment that would let leadership know how
their employees rated their organization’s DEI efforts and what they
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So we created our own. We took our 10 years of data analysis and
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4. Our Team Consists of
Doctorates
0
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5. Why Our Clients Love Us
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note
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is
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sets
the
bar
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for
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ess –
both
hers
and
her
clien
ts.
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has
my
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reco
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