Personal Branding, an introduction why, what & how by Alexander CrepinAlexander Crépin
Introduction to Personal Branding.
Why, what & how, Overview of the basics of Personal Branding
In the contemporary job market is dynamic. Life time employment is disappearing. This requires a new workers attitude in order to find and get employment until retirement
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Rock stars, Ninjas, and Gurus—you support your best people, but are your best...Cathy Cecere
Managers intuitively believe that investing in people is a key way (perhaps the best way) to develop their organizational capabilities for the long term. But, how do we know that we are investing in the right people? Should we be investing in people at all, or could we instead derive more value from investing in particular roles within an organization that provide the unique fabric of differentiated value that defines a high performing organization?
This presentation begins by discussing the strategy mapping approach outlined by Kaplan and Norton [1]and focuses specifically on a customer-focused value delivered by a company as the core of its business model. Building from this we will discuss applying a portfolio approach to talent management [2]by categorizing the various roles in a company and scoring those roles on three categories: contribution to the customer-focused value chain, uniqueness to the organization and variability in performance.
Using this portfolio approach allows us to identify the key roles in an organization that provide high value to clients, are genuinely unique to the company and are most conducive to performance improvement—thereby providing the very best candidates for an organization to invest time, money and energy in recruiting/retaining/developing personnel for those roles.
Top tips for job seekers and fresh graduates by Lee Yat ThongMui Han Koh
Every Friday Evening, a group of Experienced Malaysian Business Professionals & Corporate Managers host a class of Fresh Graduates, Undergraduates & Young Professionals (with less than 3 years of working experience) on Zoom for an hour-long virtual mentoring session, better known as #primedforsuccess.
These tips are advices given by the Lee Yat Thong to the Mentees in his group and reproduced in an engaging way to read and to share. He combines his strong business acumen with more than 20 years of working and business experience to provide succinct inputs to those in their early careers or just embarking on a job.
He has done various leadership and business appointments from an Army Commander to fashion retailing, to running a SME business, to heading project management and operational management for a leading global MNC.
Whether you’re still an undergraduate, or some recently graduated or even you have a few years of working experience, Top Tips for Job Seekers and Fresh Graduates Vol. 1 will help you to get ready for your next job interview and take you to the next level!
What does it take to be a relevant HR leader? This presentation will show you what you should be doing to enhance the credibility and respect your brand deserves.
Judging creative idea guide, this material will help the marketer especially those who work on advertising or brand to be able to formulate rational and structured thinking of judging creative idea
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
New Agency Models Drive Collaboration : IAB KeynoteLindsey Slaby
The Next $50 Billion will come from media, ad tech & publishing being a part of the creative advertising idea. Learn about how Sunday Dinner inspires collaboration with partners through our process of Active Briefing.
Personal Branding, an introduction why, what & how by Alexander CrepinAlexander Crépin
Introduction to Personal Branding.
Why, what & how, Overview of the basics of Personal Branding
In the contemporary job market is dynamic. Life time employment is disappearing. This requires a new workers attitude in order to find and get employment until retirement
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Rock stars, Ninjas, and Gurus—you support your best people, but are your best...Cathy Cecere
Managers intuitively believe that investing in people is a key way (perhaps the best way) to develop their organizational capabilities for the long term. But, how do we know that we are investing in the right people? Should we be investing in people at all, or could we instead derive more value from investing in particular roles within an organization that provide the unique fabric of differentiated value that defines a high performing organization?
This presentation begins by discussing the strategy mapping approach outlined by Kaplan and Norton [1]and focuses specifically on a customer-focused value delivered by a company as the core of its business model. Building from this we will discuss applying a portfolio approach to talent management [2]by categorizing the various roles in a company and scoring those roles on three categories: contribution to the customer-focused value chain, uniqueness to the organization and variability in performance.
Using this portfolio approach allows us to identify the key roles in an organization that provide high value to clients, are genuinely unique to the company and are most conducive to performance improvement—thereby providing the very best candidates for an organization to invest time, money and energy in recruiting/retaining/developing personnel for those roles.
Top tips for job seekers and fresh graduates by Lee Yat ThongMui Han Koh
Every Friday Evening, a group of Experienced Malaysian Business Professionals & Corporate Managers host a class of Fresh Graduates, Undergraduates & Young Professionals (with less than 3 years of working experience) on Zoom for an hour-long virtual mentoring session, better known as #primedforsuccess.
These tips are advices given by the Lee Yat Thong to the Mentees in his group and reproduced in an engaging way to read and to share. He combines his strong business acumen with more than 20 years of working and business experience to provide succinct inputs to those in their early careers or just embarking on a job.
He has done various leadership and business appointments from an Army Commander to fashion retailing, to running a SME business, to heading project management and operational management for a leading global MNC.
Whether you’re still an undergraduate, or some recently graduated or even you have a few years of working experience, Top Tips for Job Seekers and Fresh Graduates Vol. 1 will help you to get ready for your next job interview and take you to the next level!
What does it take to be a relevant HR leader? This presentation will show you what you should be doing to enhance the credibility and respect your brand deserves.
Judging creative idea guide, this material will help the marketer especially those who work on advertising or brand to be able to formulate rational and structured thinking of judging creative idea
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
New Agency Models Drive Collaboration : IAB KeynoteLindsey Slaby
The Next $50 Billion will come from media, ad tech & publishing being a part of the creative advertising idea. Learn about how Sunday Dinner inspires collaboration with partners through our process of Active Briefing.
(CONSECUTIVE INTERPRETATION)
1- Mục tiêu khoá học (objectives):
• Trang bị những kỹ năng cần thiết, cơ bản cho người phiên dịch hiện tại và tương lai
• Nâng cao tính chuyên nghiệp trong công tác phiên dịch.
• Học viên sẽ tăng được khả năng tập trung (power of concentration), ghi nhớ ngắn/dài hạn; kỹ năng tốc ký (chép nhanh) khoa học, logic…, kỹ năng thuyết trình và các kỹ năng xử lý các tình huống phiên dịch thường hay gặp trên thực tế.
• Học viên sẽ nâng cao mức độ sử dụng ngôn ngữ tốt hơn: lựa chọn từ chuẩn xác, hợp ngữ cảnh nhất, phản xạ bật để dịch trôi chảy hơn.
• Học viên hiểu rõ về vai trò của người phiên dịch, đạo đức nghề dịch, tác phong và tính chuyên nghiệp nghề dịch cũng như các vấn đề về văn hóa, bản địa hoá và ngôn từ sử dụng khi dịch.
• Học viên có thể tăng vốn từ chuyên ngành, các cấu trúc cố định, và cấu trúc khó khi phiên dịch.
• Học viên có khả năng dịch đuổi (dịch nối tiếp) tốt cho các buổi họp, hội thảo… có yêu cầu phiên dịch như: họp nhóm, khoá tập huấn, khảo sát hiện trường, tháp tùng với cán bộ, kỹ sư, chuyên gia… vềmột số lĩnh vực: kinh tế, thương mại, thương thảo, ký kết hợp đồng, tài chính, xây dựng, giao thông…
2- Đối tượng tham dự khoá học (Participants)?
• Làm công việc phiên dịch, hướng dẫn viên nhưng chưa qua đào tạo bài bản, hệ thống, thực hành Phiên dịchthực tế.
• Những ai mong muốn và/hoặc chuẩn bị làm công tác phiên dịch cho cơ quan, tổ chức của mình.
• Những ai mong muốn nâng cao kỹ năng phiên dịch/dịch nói của mình.
• Học viên đã học các lớp biên dịch của VEDICO-EDU tổ chức (không cần xét đầu vào)
3- Phương pháp giảng dạy (Methodology):
• Thực hành sâu, kết hợp giảng lý thuyết song song, lấy kết quả thực hành để giảng lý thuyết và ứng dụng tức thời hiệu quả và tạo “nhớ” tốt.
• Bài giảng lấy thực hành làm chủ đạo, được lồng ghép các tình huống thực tế,
• Thực hành các kỹ năng, kỹ thuật, “ngón nghề” qua các bài tập tình huống (thuyết trình)
• Làm việc nhóm, thảo luận, chia sẻ kinh nghiệm theo từng tình hống và nội dung học
• Cung cấp tài liệu tham khảo trước và sau khóa học, bao gồm văn bản, hình ảnh, Video Clips.
Công Ty Cổ phần Giáo dục và Dịch Thuật VEDICO
Địa chỉ liên hệ:
liên hệ trực tiếp tại Văn phòng VEDICO-EDU tại: số nhà 8, ngõ 495 đường Nguyễn Trãi – Thanh Xuân – Hà Nội (gần ĐH Hà Nội, đối diện đường Lương Thế Vinh sang). Tel. 0466573941; 0435533958; Hotline (Edu): 0987 63 63 99 ; 0902 063 175
Website: www.daotaodichthuat.edu.vn
Email liên hệ: dichthuat@vedico.com.vn
Strategies for Identifying and Assessing Talent for the Staffing Industry by ...Engage
Jay Brunetti has been in the business of finding and placing professionals at staffing agencies for years. In this session, Jay will discuss strategies and an action plan to find exceptional staffing talent despite a tight labor market.
As per PTU's HRM Syllabus, MBA Unit No. 2: Recruitment & Selection: Meaning & Concept, Process & Methods Recruitment & Selections. Induction & Placement Process.
Training & Development: Meaning & Concept of Training & Development, Methods of Training & Development, Difference Between Training & Development, Aligning Training to Business Needs, Future of Training & development. Career Planning & Coaching & Mentoring.
July 23rd Breakout Session at ServiceMaster International Conference, Boston, MA. presented by Glen Cooper, President of Maine Business Brokers. The subtitle is \'Planning for the Day You Will Sell."
Taking the Dark Arts Out of Hiring for Culture FitRoundPegg
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Taking the Dark Arts Out of Hiring for Culture Fit
Fresh Ideas and Simple Truths
1. “Fresh Ideas & Simple Truths for Finding Great
Talent…That Fit”
2. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Background
• Average tenure for a CMO currently is 28 months
– Will this ever approach levels of other C-Suite roles?
• Marketing has lost luster and influence in executive quarters
– 7% of most highly compensated executives have marketing in their title
• Client budget levels reduced 20+%
– Will they return to historical levels?
• Agency client relationships average 2 years
– AOR?
• Big reviews for new business (except media) dramatically reduced
– New business has gone underground and organic
• Marketing and agency staffing levels reduced to historical lows
– Will they return to historical levels?
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3. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Why?
• Profitability maintenance at reduced revenue levels
• Uneven abilities of CMO’s and agencies to apply accountability
metrics to support and track marketing recommendations/programs
• Uneven abilities of CMO’s and agencies to solve business problems in
new ways in expanding communications channels – with a back drop
of elevated expectations for new approaches
• Expectations misalignment
• Cultural fit misalignment
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4. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
What Does It mean?
• No need to wait – we are not returning to historical levels of anything
• Great work = ideas that work
• The ground is leveled between assorted sized communications resources
• Additions to staff will be more stringently viewed, created and vetted by:
– Relationship to revenue
– Creating new/changing capability
– Cultural fit
– Transformational players
• One person with great talent who fits will make more of a difference
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5. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Purpose For This discussion
Overall talent level for marketing & advertising
professionals must be raised. The question is who
will get a greater share of the improving talent?
• Fresh ideas
• Simple truths
• Fit*
* Fit does not equal homogeneity
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6. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Talent is table stakes. The real difference is
the quality of the person and their fit with
your Company.
• There is no search so narrow that only one person has the right
experience
• Marketing/advertising is about problem solving and problems…quality
people rise to the challenge differently in a consistent manner
• Fit allows people to activate the company resources effectively
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7. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Fit is everything. Project candidates into
your company & opportunity.
• Into your company’s culture
– Explicitly agree & articulate your values required with your interview team & then vett for
alignment
• Into the responsibilities
• Into the group they would lead
• Into their collaborative peer group
• Into the processes and protocols they need to succeed in/with
• Into your clients
– Personal value system, work & pacing style, view of partnership, client view of agency
highest value and space for improvement
• Future circumstances
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8. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
The best experience is circumstantial. Finding
people that have been through what lies
ahead of your business is most important.
• Category experience is over worked
• Look harder at the relevance in people’s careers
• Hire people for what’s ahead versus the issue of now
• Metrics accountability and progressive thinking in digital marketing are
premium
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9. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Courage, curiosity, thought leadership and
persuasiveness are the most important
characteristics.
• Marketing and advertising agency work is lonely, early adopter,
leadership work that takes courage
• Many opportunities for personal standards degradation
• Curiosity and thought leadership are entwined and represent the
intersection of intelligence and passion
• Thought leadership requires persuasive selling
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10. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Develop a set of strategies for talent
acquisition.
• Consistent selling points
– Company & culture
– People
– Location
• Consistent articulation of growth vision
• Protocol/process for doing a search
– May vary by level of function
– Interviewing and decision making
• Team, approach, roles, prep/briefing ahead of time, feedback, decision method
– Timing expectations
• Define the type of search firm(s) that would be a good fit for your company
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11. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Different staff solutions are good at
different times. Pause every time a role is
open and evaluate whether it’s a good time
for something different.
• Eliminate inertia-based replacement
• People are what really change company direction not strategy
articulation
• Review and update job descriptions of an open position and within
their group
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12. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Talent is attracted to talent. Your current
team defines the talent you can attract, so
show candidates your best players.
• It’s like college football recruiting
• How you treat them and their capability are key
• It doesn’t happen over night…start with a few pillars
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13. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Talent is attracted to authenticity. Great
talent wants to understand and internalize
your values, humanness and realness. So let
it show.
• Changing jobs is risky, you need to create trust
• This creates emotional commitment and that helps negate issues that
arise
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14. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Problems come in small packages... drill deep
to find candidates' little deal breakers.
• Understand how and what candidate’s are emotionally wired to
• Just like marketing…understand influencers
• Where are they with other opportunities?
• Heavy travel has become an issue for candidates
• Relocation has become an issue for candidates
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15. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
References should work harder. Make
references more than a routine – they can be
a key to helping you determine fit.
• Early phase if needed for additional candidate perspective
• Ask references to rate a candidate on key dimensions and derive
strengths/weaknesses and issues from this
• Ask references to project a candidate into your opportunity
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16. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Pre-qualify your offer.
• Avoid a yes-no response situation to an unknown offer letter
• Create a “mutually acceptable” tone to the negotiation process
• Discover the must haves and bendable issues in the compensation
package
• Increase your success rate
• Give yourself better warning to engage back-up candidate(s) or
sourcing continuation
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17. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
It's about selling. to get the best talent you
need an impactful, well-rounded selling
strategy for every search.
• No such thing as a buyers market for the best talent
• Share a vision
• Issue a challenge
• Develop a POV on what your selling points are. What’s special about:
– The company
– The people
– The role
– The location
• Selling and treating candidates right are the same thing
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18. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Selling and treating candidates right are the
same thing.
• Do a brief, not a job description
• Be even toned
• Work to gain trust
• Be authentic
• Be straight. Be realistic.
• Give’em a good workout
• See the person
• DWYSYD
• Move quickly
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19. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Move quickly.
• Tune your responsiveness setting to the same speed as client
responsiveness
• The time transpired curve works just like new business development
– Time transpired reduces success rate
• Search process decision making = candidate’s projected decision
making process for your company
• Update, update, update
– Candidates get frustrated with the process
– Candidates create imagined scenarios
– Candidates need to juggle effectively to stay engaged in a search
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20. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Candidates who don’t make it.
• If you are not going to go forward with them, tell them quickly
– Do it live
– Tell them why
• Give them a perspective for the long-term with your agency
• Treat them like you would like to be treated
• Help them be better
• Help them connect
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21. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Some different tactical ideas to consider.
• Develop a compelling portion of your website devoted to talent
acquisition
• Create a signature take away for candidate visits
• Do thank you notes for visiting which include:
– Why we like you
– Why you fit
– Why this would be good for you
– What are next steps and the process timing
• Put “great talent conversations” onto your leadership meeting agenda
• Build “acquires great talent” into your performance evaluation system
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22. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
Wrap-up - To consider.
• The bar is low – it’s easy to stand out
• Doing well in finding great talent is largely about vigorously practicing simple truths
and then folding in fresh ideas
• Are the right people on point at your agency to find great talent?
• CEO involvement in acquiring key talent should be active and part of the process
– Can be a powerful part of selling
– Veto power on who we are about to hire sets the tone occasionally
• WOM is very powerful in attracting talent…and it crosses back and forth with new
business development
• Tell clients about what you are doing to elevate your team and find great talent
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23. Fresh Ideas & Simple Truths for Finding
Great talent…That Fit
How To Contact Us
Ralph Cutcher
Telephone: 440/256-3410
Fax: 440/256-3490
E-mail: rcutcher@brickhousepartners.net
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