Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
#FIRMday London 2nd November The Impact of Informed Candidates (and How to At...Emma Mirrington
The Informed Candidate is one that is well-researched and engaged with your company, leading to a better fit, quicker on boarding and ultimately a more productive employee. We reveal how to ensure that you are attracting thoughtful candidates who have the right expectations and why this approach will set your workforce up for success in the future.
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
From order taker to talent advisor: breaking down the drive-thru window | Tal...LinkedIn Talent Solutions
Suzanne Myers, VP, Talent Acquisition, RealPage
Shelly Patman, Sr. Manager, Corporate Recruiting, RealPage
Denielle Waite, Sr. Manager, Technical Recruiting, RealPage
Have you ever wondered why it can be frustrating to work with a manager who views recruitment as a drive-thru window? You can probably hear it now: “I’ll take 6 engineers and 2 QA analysts please.” A hiring leader expects the perfect candidate to be delivered at warp speed, while a hiring manager and a recruiter simply have different viewpoints of the process to hire talent. Managers ask for talent and expect that we - recruiters - will deliver this talent quickly and on demand. What managers don’t usually know is all that happens as part of planning and executing a search strategy. How do we expect them to believe anything else if we’ve not provided transparency into the process? Join this session to learn how to gain credibility and strengthen your partnership with hiring managers, and how to organize and lead the selection process in a way that impresses them and positions you as a talent advisor.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
#FIRMday London 2nd November The Impact of Informed Candidates (and How to At...Emma Mirrington
The Informed Candidate is one that is well-researched and engaged with your company, leading to a better fit, quicker on boarding and ultimately a more productive employee. We reveal how to ensure that you are attracting thoughtful candidates who have the right expectations and why this approach will set your workforce up for success in the future.
Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
Is employee turnover a serious issue for your organization? Are your current engagement programs and surveys no longer effective? Chances are you have the right intentions, but just the wrong tools.
In this informative webinar, Dick Finnegan, the leading Stay Interview expert and author of the best-selling SHRM book in history, The Power of Stay Interviews, will reveal how HR professionals are using Stay Interview programs to dramatically lower turnover costs and improve employee engagement for organizations of all sizes.
Key takeaways will include:
1. Rethinking Retention - 3 reasons most retention programs don't work & how to avoid them.
2. Stay Interview Structure - How to build an efficient & effective Stay Interview program (that line managers will use!)
3. Stay Interview Strategy - How to use Stay Interviews to achieve strategic HR, effective line managers and engaged employees
4. Stay Interview Solutions - How to build a business case for your Stay Interview program that guarantees ROI (and makes you look like a rockstar!)
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
You know that creating an environment for employees to realize their highest potential involves more than free baseball tickets or Friday happy hour. It requires business leaders to know their workforce on a deeper level and a commitment to meet the individual needs of every employee. When organizations take action to make these circumstances possible, employees realize their full potential and engagement increases. PXT Select™ Virtual Showcase, “Mending the Engagement Gap,” and discover how the PXT Select solution creates a consistent, scalable process that provides organizations with the information they need to engage and develop their employees fully.
You will learn:
• Why employee engagement is critical to an organization’s bottom line
• Which five conditions allow employees to engage with their work and drive results
• The full value of PXT Select as a talent management tool for coaching, improving team effectiveness, developing skills, career pathing, succession planning, and more
Contact Ron Hiller at Insights for Performance to get your questions answered.
rhiller@insightsforperformance.com
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
How to Build High-Performance Sales Teams and specifically, how the PXT Select Assessment solution can help you select and develop great sales people to drive organizational results.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Last year in one of our most popular webinars ever, we revealed "The Stay Interview Secret". Now that people have heard and read about Stay Interviews, and the HR world is buzzing about them, the question we get is - how do we get started with Stay Interviews?
Lucky for you we have invited the predominant Stay Interview expert and best-selling SHRM author, Dick Finnegan, back to show you how. Based upon his book, The Power of Stay Interviews (the best-selling book in SHRM history) you will learn the inside secrets being used by strategic HR departments to easily setup successful Stay Interview programs that are creating dramatic retention results.
For the first time ever, Dick Finnegan will be sharing in a public webinar the “how-to” of Stay Interviews. This webinar will provide a quick start plan for the structure, strategies and the systems you need to easily start your own Stay Interview program today! We will also share successful case studies on how others are using Stay Interviews to cut turnover, and reveal helpful tips for managers from Dick’s upcoming book.
In this content-packed webinar, you will learn:
1. The 5 best questions to ask in a Stay Interview
2. How to setup a successful Stay Plan
3. Easy ways to forecast and measure retention improvement
4. Tips for teaching managers how to become Stay Interview masters
Don’t miss this limited opportunity to learn the structure and strategy behind successful Stay Interviews with Dick Finnegan. After the webinar, Dick will be taking your live questions to help get you started.
Plus! Win a chance for a free Stay Interview manager training for your company!
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
Join HR manager at BambooHR, Adriana Clark and senior manager of customer success and support at Northpass, Paula Naba, as they explore the onboarding factors that help new hires form deep connections with your organization, their coworkers, and their future career.
Template to use with hiring managers on the intake (kick off call) to discuss key success criteria and optimal structured interview approach. Defined exceptional evidenced by behaviors and core competencies
Is employee turnover a serious issue for your organization? Are your current engagement programs and surveys no longer effective? Chances are you have the right intentions, but just the wrong tools.
In this informative webinar, Dick Finnegan, the leading Stay Interview expert and author of the best-selling SHRM book in history, The Power of Stay Interviews, will reveal how HR professionals are using Stay Interview programs to dramatically lower turnover costs and improve employee engagement for organizations of all sizes.
Key takeaways will include:
1. Rethinking Retention - 3 reasons most retention programs don't work & how to avoid them.
2. Stay Interview Structure - How to build an efficient & effective Stay Interview program (that line managers will use!)
3. Stay Interview Strategy - How to use Stay Interviews to achieve strategic HR, effective line managers and engaged employees
4. Stay Interview Solutions - How to build a business case for your Stay Interview program that guarantees ROI (and makes you look like a rockstar!)
Developing your Employee Engagement Strategy for Business Success: Part 2People Lab
Employee Engagement is a term used in organisations around the world, but how do you actually do it? In part 2 of this presentation, People Lab's Director Emma Bridger looks at the key components of the concept, helping you to understand how you can create successful, sustainable engagement.
A look at why corporate efforts to spur more engagement in the workforce are not enough, and the importance of purpose and passion in driving lasting engagement.
A roadmap that details key considerations and best practices for employee engagement - which drives worker productivity, loyalty, innovation and advocacy.
#FIRMday Manchester 25th Feb 2016 - Glass door ‘Build an Employee Engagement ...Emma Mirrington
Ravi Edwards, Glassdoor presents ‘Build an Employee Engagement Strategy that Works for Your Culture.’ The value of ensuring every employee shares the company’s overall mission and understands their role in realizing it. Why soliciting and responding to employee feedback inspires positive organizational changes, from culture to work-life balance.
Lucinda Carney, CEO & Founder, Actus™
The problem with traditional performance management
Using an evidence based approach to achieving high performance
How HR & Talent Leaders can develop a high performance culture
You know that creating an environment for employees to realize their highest potential involves more than free baseball tickets or Friday happy hour. It requires business leaders to know their workforce on a deeper level and a commitment to meet the individual needs of every employee. When organizations take action to make these circumstances possible, employees realize their full potential and engagement increases. PXT Select™ Virtual Showcase, “Mending the Engagement Gap,” and discover how the PXT Select solution creates a consistent, scalable process that provides organizations with the information they need to engage and develop their employees fully.
You will learn:
• Why employee engagement is critical to an organization’s bottom line
• Which five conditions allow employees to engage with their work and drive results
• The full value of PXT Select as a talent management tool for coaching, improving team effectiveness, developing skills, career pathing, succession planning, and more
Contact Ron Hiller at Insights for Performance to get your questions answered.
rhiller@insightsforperformance.com
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
How to Build High-Performance Sales Teams and specifically, how the PXT Select Assessment solution can help you select and develop great sales people to drive organizational results.
The Engagement Roadmap
4 Ways to Improve Engagement Scores Using Your Own HR Strategy & Technology
With all the buzz about engagement over the past few years, the reality is that most programs are not generating measurable, bottom-line results. But the problem is not necessarily what you are doing, but rather how you are doing it!
While many of these engagement ideas sound great on the surface, the reality is "bolting on" various engagement tools only creates a more complicated, expensive and ineffective approach. It's time to stop forcing engagement and start integrating it.
In this informative, new webinar we will share relevant and realistic ways to improve your engagement scores using the HR strategies and technology you already use every day! No more bolting on software - no more engagement plans of the month - these are real-life case studies, statistics and strategies you can use today to integrate and improve your engagement scores.
Learn 4 ways strategic HR departments are using integrating engagement including:
1. Engaging Applicants - how to increase the number of quality hires with less work
2. Engaging Employees - the guaranteed way to cut turnover 20% in your first year!
3. Engaging Line Managers - how to get managers to embrace your engagement program
4. Engaging the C-Suite - how to get buy-in for your engagement goals
Plus, get the template for creating your own Engagement Roadmap! If you have an employee engagement initiative this year – you won’t want to miss this webinar. This content-packed webinar is great for HR leaders and management of virtually any sized company.
To learn more, visit http://hrsoft.com
Last year in one of our most popular webinars ever, we revealed "The Stay Interview Secret". Now that people have heard and read about Stay Interviews, and the HR world is buzzing about them, the question we get is - how do we get started with Stay Interviews?
Lucky for you we have invited the predominant Stay Interview expert and best-selling SHRM author, Dick Finnegan, back to show you how. Based upon his book, The Power of Stay Interviews (the best-selling book in SHRM history) you will learn the inside secrets being used by strategic HR departments to easily setup successful Stay Interview programs that are creating dramatic retention results.
For the first time ever, Dick Finnegan will be sharing in a public webinar the “how-to” of Stay Interviews. This webinar will provide a quick start plan for the structure, strategies and the systems you need to easily start your own Stay Interview program today! We will also share successful case studies on how others are using Stay Interviews to cut turnover, and reveal helpful tips for managers from Dick’s upcoming book.
In this content-packed webinar, you will learn:
1. The 5 best questions to ask in a Stay Interview
2. How to setup a successful Stay Plan
3. Easy ways to forecast and measure retention improvement
4. Tips for teaching managers how to become Stay Interview masters
Don’t miss this limited opportunity to learn the structure and strategy behind successful Stay Interviews with Dick Finnegan. After the webinar, Dick will be taking your live questions to help get you started.
Plus! Win a chance for a free Stay Interview manager training for your company!
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
Join HR manager at BambooHR, Adriana Clark and senior manager of customer success and support at Northpass, Paula Naba, as they explore the onboarding factors that help new hires form deep connections with your organization, their coworkers, and their future career.
Template to use with hiring managers on the intake (kick off call) to discuss key success criteria and optimal structured interview approach. Defined exceptional evidenced by behaviors and core competencies
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Learn how to define (and improve!) the quality of hire in this webcast. Click through to see the shift from taking job orders to influencing hiring needs and identify selection strategies that provide top-quality hires in today's new work environment.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Social Customer Care, CX & Competitive DifferentiationBrandwatch
Brandwatch's VP of agency development, Jim Reynolds and iCrossing's social engagement manager, Megan Roth, discuss how the emergence of social media is influencing customer service, including:
Social customer service’s impact on real-time support
The increasing importance of omni-channel customer service
How iCrossing uses Brandwatch as a triage system for their clients
It is wise to partner with top executive search firms in Bangalore to find exceptional leaders for your organization, with the help of their thorough expertise and decades of experience.
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
Strategic Approach to Manpower Acquisition: SelectionSharon Raju
Objectives of Strategic Selection
Getting the right candidate for staffing key position
Getting the right candidate for strengthening the existing culture or for creating new one
Skills of selected candidates
Characteristics of Selection Instruments
The primary role of senior executive recruitment agencies is to bridge the gap between organizations seeking exceptional leaders and talented executives looking for new challenges.
Executive search recruitment agencies specialize in identifying and securing top executive talent for organizations. With deep industry insights and extensive networks, they connect visionary leaders with companies, driving strategic growth and ensuring a perfect fit for leadership roles.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
There are many advantages to enlisting the services of a professional executive search consultant, particularly when dealing with high-level positions where there’s greater room for error or incompetence when recruiting internally
Building Excellence - The Value Proposition of Executive Recruitment Agency.pdfAlliance International
Examine the unmatched benefits that executive recruitment agencies can offer your company. Find out how their experience, connections, and customized approaches can improve your hiring process and help you assemble a group of outstanding leaders. For more information, visit: www.allianceinternational.co.in/executive-recruitment-agencies.
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
2015 State of Talent Acquisition - Empower EventRob McIntosh
Summation of a survey of over 2,400+ recruiters, leaders and HR Technology vendors. Lots and lots of data points around the state of recruiting in 2015
Talent Acquisition and Recruiting Metrics and Analytics. Past, Present and the Future. A detailed look at Quality of Hire as a metric. Plus a new Benchmaking Solution
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
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 event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
The Impact of Artificial Intelligence on Modern Society.pdf
Exceptional Hiring Managers defined
1. Drives and Supports Change. Is supportive of changes
that need to be made to produce a more optimal
outcome.
Provides Actionable insightful information that helps the
Talent Advisor more effectively identify and attract the
best talent.
Commits to responding within 24 hours on any questions
related to the hiring process, candidate and interview
outcomes. Understands lollygagging puts the hiring of
talent at risk.
Are decisive and will make a hiring decision even after
seeing one candidate if that candidate meets the defined
key success criteria. Does not compare solely based on
candidate vs candidate.
Treats the Recruiter as a Trusted partner and constantly
looks to them for counsel and consultative insights to the
identification, attraction and assessment of talent.
Are engaged in helping define the strategies, tactics and
will leverage their own internal and external network to
help identify, attract and assess the best talent.
7 Exceptional Hiring Managers Traits
1
Are committed to an Exemplary candidate experience as they
understand the competitive advantage if they do.
“Exceptional Hiring Managers make hiring a top priority by partnering in the attraction and assessment of talent by defining
key job success criteria while committing themselves and their teams to an exemplary candidate experience.
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4
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