When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
A Nestlé Purina we have a full time, entry-level opportunity at our manufacturing facilities to participate in our Management Trainee Rotational Program. These entry-level roles are put in place to help build the future leaders of our company and provide the grounded needed to be successful at Purina. The opportunities include Accounting, Engineering, Engineering PTC Development Program, Human Resources, IS/IT, Quality Assurance, Operations Performance, Production Management and Supply Chain. Interested in learning more about working at Purina and applying to be a Management Trainee? Visit our website at http://bit.ly/PurinaCollege.
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Recruitment suitable employees is a complex task. There is a requirement of ideal recruiting processes to ensure that the best candidates are hired by the business. For which a company requires an ideal recruiting plan. We present to you a recruiting agency proposal which you present to different companies and pitch them to collaborate with your recruiting agency. With a professional recruiting proposal you can easily illustrate the needed goals that any organization needs to achieve. Pitch the company managers by ensuring that your agency will look for the target employees that are required to achieve desired results for the business. This proposal slideshow enables recruiting agencies to identify the amount and type of talent required to meet the company’s expectations. This proposal is a great opportunity for staffing agencies to reach out to the business leaders in order to understand their expectations and hire the candidates accordingly. The recruiting agency proposal presentation includes content that can be used to generate new strategic initiatives in order to attract the best talent for the company. Use the professionally designed slides to elaborate on the project context and objectives along with the capabilities of the organization. With the help of this recruitment agency proposal, an agency can compile the information on the current state of the company and devise ideal policies for the future. Explain the business operators your action plan, which may include briefing, talent sourcing, screening, shortlisting and final selection. Also, the staffing PowerPoint slides include spaces where you can provide an overview of your agency to the companies. Use this recruiting proposal to attract the leaders. You can easily clarify how your recruiting process will benefit the organization. Therefore, download the corporate recruiting agency proposal now and hire the best employees for different companies.
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
A Nestlé Purina we have a full time, entry-level opportunity at our manufacturing facilities to participate in our Management Trainee Rotational Program. These entry-level roles are put in place to help build the future leaders of our company and provide the grounded needed to be successful at Purina. The opportunities include Accounting, Engineering, Engineering PTC Development Program, Human Resources, IS/IT, Quality Assurance, Operations Performance, Production Management and Supply Chain. Interested in learning more about working at Purina and applying to be a Management Trainee? Visit our website at http://bit.ly/PurinaCollege.
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Recruitment suitable employees is a complex task. There is a requirement of ideal recruiting processes to ensure that the best candidates are hired by the business. For which a company requires an ideal recruiting plan. We present to you a recruiting agency proposal which you present to different companies and pitch them to collaborate with your recruiting agency. With a professional recruiting proposal you can easily illustrate the needed goals that any organization needs to achieve. Pitch the company managers by ensuring that your agency will look for the target employees that are required to achieve desired results for the business. This proposal slideshow enables recruiting agencies to identify the amount and type of talent required to meet the company’s expectations. This proposal is a great opportunity for staffing agencies to reach out to the business leaders in order to understand their expectations and hire the candidates accordingly. The recruiting agency proposal presentation includes content that can be used to generate new strategic initiatives in order to attract the best talent for the company. Use the professionally designed slides to elaborate on the project context and objectives along with the capabilities of the organization. With the help of this recruitment agency proposal, an agency can compile the information on the current state of the company and devise ideal policies for the future. Explain the business operators your action plan, which may include briefing, talent sourcing, screening, shortlisting and final selection. Also, the staffing PowerPoint slides include spaces where you can provide an overview of your agency to the companies. Use this recruiting proposal to attract the leaders. You can easily clarify how your recruiting process will benefit the organization. Therefore, download the corporate recruiting agency proposal now and hire the best employees for different companies.
A presentation that throws light on the strategy that companies use when hiring an employee. This presentation is just for student base & for assignments.
Please Note : This is just a presentation & not an in-dept or accurate plan that is originally used by Google.
Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client.
University Recruiting Essentials: Interns and Your Campus Brand - Part 1 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
University Recruiting Essentials: Interns and Your Campus Brand - Part 3 - Ca...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
Back to School: The ABCs of Campus Recruiting MetricsCielo
Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics.
Webinar Takeaways:
•How to set campus recruiting goals that align with your overall talent acquisition strategy.
•How to measure and benchmark your program’s success to remain competitive.
•How to analyze your results and make adjustments that drive program excellence.
Top Industries and Companies to Score Full-Time Positions for InternsLinkedIn
When it comes to cutting your professional teeth, internships really are the new normal. In fact, 3.5 million professionals on LinkedIn have held internship positions at one point. However, which internships really pave the way for fruitful careers? Here is LinkedIn’s list of the top industries and companies that convert the most internships into full-time positions for professionals.
The Webinar on “Top CIO Priorities of 2018” was by Mr. Paul Robles who is the Chief Information Officer for Residential & Dinning Enterprises at Stanford University.
About the Presenter:
Paul holds a BS in Engineering from Texas A&M and has worked in the technology industry for 20+ years. Previously he worked at UC Berkeley where he worked as the Associate Chief Information Officer with Student Affairs. Throughout his career he has oversaw technology solutions for 32 departments within the university, including Residential and Dining services. Paul has a great passion for technology and believes that it fulfills our imaginations in ways that improve our lives.
Go Beyond: Going Beyond With Learning AnalyticsAggregage
Measurement of learning effectiveness has always been a difficult subject for learning leaders. Surveys reveal that while the executive pressure to measure the business impact of learning is growing, significant numbers don’t know how to go about Learning Measurement. Those who do it well are able to prove training is essential to drive business results by rigorously leveraging Data and Analytics.
Shifting the conversation from cost to value! How to gather the right evidenc...Dr. Regis P. Chasse, MBA
For many years, Chief Learning Officers have proudly reported the cost of a learning hour, the ratio of L&D professionals per 1000-employee, or how many people their high-priority programs reached (efficiency); however, many learning executives struggle to articulate the real business value of their learning initiatives. Moving the conversation with stakeholders from a cost perspective to a value perspective is a critical aspect of engaging in rich exchanges with the business and becoming a true business partner.
After a focused effort, Majid Al Futtaim’s Leadership Institute now uses a pragmatic and cost-effective approach to measure the business impact of learning (effectiveness). The Leadership Institute Framework for Effectiveness Evaluation (LIFE2) will be introduced, supported with real examples from its School of Leadership Development and the School of Analytics & Technology.
Objectives :
• Understand the pillars of the Leadership Institute Framework for Effectiveness Evaluation (LIFE2)
• Understand the key steps to develop their own measurement approach for a specific program
• Understand the importance of post-measurement dialog with the business and follow-though
• Gain insights on the Leadership Institute lessons learned while implementing this framework
Target audience: Learning and HR business partners and executives who want to build credibility and trust with the business, and show the business value of their learning initiatives.
Nanyang Technological University (NTU) Talent Seminar Singapore 2014Marielle Reussink
Every day we read that the expectations of talent are changing; that what we did yesterday to attract and engage this talent may not necessarily work today, and that if we truly want to win their hearts and minds, we need to do more than offering an attractive compensation package.What is it that this generation wants? How can employers engage and attract this generation to join their organisations long-term? Leveraging data from the Universum Top 100 Ideal Employers Singapore student survey 2014, the keynote speaker Ms Marielle Reussink provides actionable insights on Engaging and Attracting Millennial Talent in Singapore through her presentation at the NTU Talent Seminar 2014.
Have a look at a presentation from the Workshop in Nice which was organised within the TRIGGER project (project number: 2617309-EPP-1-2020-1-SK-EPPKA2-CBHE-JP). The aim of the project is to improve conditions at universities in Central Asia and to educate students in an innovative way so they acquire the skills needed for today's job market. In this presentation Côte d'Azur University will take you through planning, managing, and promotion of graduates employability in cooperation with employers and will introduce different services to support the students in this regard.
Student enrollments are slowing and this is not sustainable. In 7 easy steps you'll gain disruptive turnaround insight about how to innovate, grow and re-brand your school.
Measures That Matter: How to Capture and Communicate the Value of Your Learni...Casey Cramer
By Noelle K. Akins, L.P.C., Navigator Management Partners
Learning Objectives
• Identify five levels of “matterful” learning evaluation
• Recognize how, when and where to gather data for each level
• Apply evaluation data to improve future programming and support organizational outcomes
Building a Talent Pipeline That Connects Businesses With Future Employees - K...Kuder, Inc.
Establishing productive partnerships with businesses and organizations allows students and adults to get prepared for the workforce and gain future opportunities in their communities. Kuder has a one-of-a-kind solution that matches student and adult career aspirations with local employers and their available opportunities.
• • •
http://www.kuder.com
Get More Information: http://www.kuder.com/contact-us/inquiry-form/
Request a Demo: http://www.kuder.com/contact-us/request-a-demo-form/
Customer Testimonials: http://www.youtube.com/playlist?list=PL6EDA60EA1D1AFFCD
Blog: https://www.kuder.com/blog
Facebook: https://www.facebook.com/KuderCareerPlanningSystem
Twitter: https://twitter.com/kuder
LinkedIn: http://www.linkedin.com/company/kuder
Pinterest: http://pinterest.com/kuderinc/
Outcome Based Education and Continuous Quality Improvement in HEIsMd. Nazrul Islam
After completion of the presentation the participants will be able to know :
- Issues in Higher Education, Teaching & Learning
- Why Outcome-based Education?
- What is the Washington Accord?
- Outcome-based Education
- Implementation of OBE
- Characteristics of OBE Curriculum
- Operation Models of OBE
- Program Objectives
- Program Outcomes
- Learning Outcomes
- Assessment Issues and Tools
- Continual Quality Improvement
Measuring Performance: Linking Money To Mission4Good.org
In the mission-oriented nonprofit world, it can sometimes be difficult to get your team to focus on the relationship between money coming in and the organization’s ability to effectively deliver programs and services to its constituents. While top-line measures are exciting they can also be distracting and counterproductive if they are not properly accounted for and effectively presented. Peeling back the covers on your finance organization can help your team, executive director, staff and board members truly understand your financial situation and see how finances directly impact programs. Financial operations reviews deliver insight. Reviews help organizations move beyond budgets and expenses into staffing, policies and processes. You will learn…
• The 5 “must ask” questions
• The 3 reports you should study
• The secrets of financial management
• How to determine financial viability of new programs and link money with mission
Strategy that Matters: Measurement beyond the Clip Report for Colleges and Un...David Geddes
Proposes a model for measurement of public relations in the context of colleges, universities, and higher education in general. Presented at the 2013 MaKi Conference 2013 for business school marketing and communication, Madrid, Spain
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
In this webinar, David Brudenell, Global Vice President of Product and Head of Digital for Universum, explores some of the critical digital activities and best practices that employers need to implement to engage top talent more deeply, lower costs and empower their internal brand. In a lively panel discussion, experts will share experiences from the trenches and guidance on how to succeed in building a employer brand that is both authentic and allows departments to maintain control of their key messages and Employer Value Proposition.
For most candidates, making a career decision is serious business and candidates want to “try before they buy.” Recruiting through social media is a great way to keep candidates engaged in your pipeline and let them experience your culture before they commit. In this webinar, Jason Kipps, Universum Canada's Managing Director, will explore how leading companies in your industry are winning talent and reducing recruiting costs through social media.
In this webinar, Universum Americas Head of Research & Insight Kevin Troy discusses how employers can attract and engage STEM students. Using data-driven insight, this webinar explores the importance of brand ambassadors, uncover what STEM talent wants from their employers, and walks through how to balance different communication channels in your recruitment efforts.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Premium MEAN Stack Development Solutions for Modern Businesses
Getting a Return on Investment from Campus Recruiting - Metrics that Matter
1. John Flato, July 2015
Getting a Return on Investment from Campus
Recruiting: Metrics that Matter
2. 2
About Universum
With over 25 years of experience
researching the field of Employer
Branding, Universum is a recognized
world leader with tried and tested
frameworks.
Universum annually conducts
quantitative and qualitative research
with over 1,000,000 talented individuals
to gather insights into their career
preferences, communication habits, and
their perception of potential employers.
For our clients around the world,
Universum is a trusted partner
providing solutions and services to
develop, improve, and implement
tailored Employer Branding strategies.
Universum is the thought leader in
Employer Branding, with local experts
in research, consulting, and
communication solutions, offering high-
quality insights.
Universum’s unique global reach
ensures the comparability of research
results across markets. We partner
with approximately 2,000 of the top
academic institutions in the world.
Universum employs smart, friendly,
and professional experts and
consultants, who work with our clients
in long-term partnerships.
EVERY YEAR
1,000,000
3. 1 million students across 50 countries share their
career preferences in the Universum Talent Survey
3
SingaporeJapan ThailandMalaysia Vietnam
ASIA/PACIFIC
Chin
a
Australi
a
IndiaHong Kong IndonesiaUSA
Argentina Chile Peru
AMERICAS
MexicoCanadaBrazil
Cost Rica Panama
Columbi
a
Ghana
Nigeria South
Africa
AFRICA
Kenya
AlgeriaMorocco
Austria Germany Switzerland
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5. About today’s speaker: John Flato, Campus Recruiting
Veteran
5
John Flato, Vice President of Advisory Services has more than twenty
years experience managing the corporate campus recruiting function,
running a career services department, and consulting with more than
sixty clients on all facets of university recruiting.
• CORPORATE LEADERSHIP: AlliedSignal (Now Honeywell), CIGNA, and Ernst &
Young/Capgemini
• UNIVERSITY: Georgetown MBA Career Services Director; Johns Hopkins U faculty
• CONSULTING FOR 9+ YEARS With Universum, Vault and own Business
• NUMEROUS SPEAKING ENGAGEMENTS AND AWARDS from NACE and EMA
Projects Delivered
• Strategy design and implementation
• Global school selection
• Custom surveys
• Training, documentation, outsourcing
and more
• Agilent
• AT&T
• BASF
• BP
• Campbell Soup
• Cisco
• Dell
• Deloitte
• GE
• IBM
• IFF
• J&J
• Macy’s
• Medtronic
• Merck
• RBS
• Schlumberger
• Shell
• Tyco International
• Walmart
Selection of more than 60 clients
across all industries
7. The 7 “R’s” of campus recruiting
7
• Rigor
– Calendar (forecast of goals, schedules on campus and internally)
– Weeding out (schools, recruiters, costs, supervisors)
• Return on Investment
– Tracking the appropriate metrics and costs
• Robustness
– Campus Team, Executive involvement
• Relationships
– Faculty, administration, clubs
• Reporting
– Routinely
– Various levels of management
• Rewards
– Cash, performance ratings, stretch assignments
• Recognition
– With CEO, intranet, gifts
Radically change your program
8. Does your culture have a
philosophy for acquiring talent?
1 2 3
Buy
Borrow
Build
8
Three predominant models when it comes to acquiring talent: Three B’s
9. Reasons to establish, or upgrade
a university recruiting program
• Growth
• Turnover
• Pending retirements
• New technologies and
skillsets are needed
• Build from within
reputation
• Cost reduction
• Diversity Improvement
• Intern programs
• No former company
cultures
The pillars for a campus recruiting program
9
10. You’ll need to determine…
• What you are investing
• Where your investment
will come from
To best understand ROI:
Financial
resources
10
Human
Capital
From which
departments?
Beware of the Golden Rule
11. Where you’ll obtain the
resources for your investment
Financial
resources
11
Corporate headquarters
Business unit or Function
Foundation or Philanthropy
Office
Diversity & Inclusion
Public Affairs or
Communications
Corporate Research
12. Corporate/Headquarters
• Manage and create
relationships at key schools,
Executives, coordinators,
event planners, training
programs
Business unit or Function
• Executives, recruiters,
interviewers, event planners,
coordinators, marketers,
campus team volunteers,
supervisors of new grads and
interns, trainers
Others
• Career fair attendees, social
media practitioners, corporate
branding professionals,
corporate philanthropy
12
Human
Capital
14. Validates your
campus recruiting
program
3
UR should be
managed like a
business
1 2
Builds a case for
changes or additions
to your program
WHY USE METRICS?
14
Banks and Consulting Firms analyze everything
15. Metrics should…
Metrics should tell a
story. Not just for
data, but for
analysis.
15
Measure what actually matters
Aligned with organization’s
changing goals (diversity,
new technologies, etc.)
Influence decision makers with
facts
Continuously evolve
Revisit annually to improve
performance
17. What to include in funnel statistics
17
Represent the number of recruits in your pipeline at each stage of the recruiting
process
# of Applicants
# of First Round Interviews
# of Second
Round Interviews
# of Offers
Extended
# of
Hires
18. Sample presentation of funnel statistics
18
100
88
50
47
25
20
15
10
0
20
40
60
80
100
120
Number of
Students in
ATS
Number of
Students Who
Applied
Number Invited
to First-Round
Interviews
Number of
First-Round On-
Campus
Interviews
Number Invited
to Second-
Round
Interviews
Number of
Second-Round
Interviews
Conducted
Number of
Offers
Extended
Number of
Acceptances
20. Example of a monthly report
20
Undergraduate report
Business
Unit/Function
Goal Hires to Date % of Goal Female % Minority % Targeted School % GPA Former intern %
Program or
Function A
Program or
Function B
Program or
Function C
Research Labs
Finance
HR
Supply Chain
21. Example of a monthly hiring chart with YoY data
21
2015 Oct Nov Dec Jan Feb Mar Apr May Jun Jul
Program A 18 28 37 69 105 143 182 187 211 229
Program B 4 6 19 22 35 48 62 89 89 89
Fin 0 2 5 13 13 13 13 13 13 13
S/C 0 1 5 7 7 7 7 7 8 8
Total 22 37 66 111 160 211 264 296 321 339
% of Goal of 300 7% 12% 22% 37% 53% 70% 88% 99% 107% 113%
2016 Oct Nov Dec Jan Feb Mar Apr May Jun Jul
Program A 20 20 30 47 53 79 102 141 141 149
Program B 5 8 12 39 40 42 42 43 43 44
Fin 4 6 9 12 12 12 12 12 12 12
S/C 3 4 5 7 8 8 8 8 8 8
Total 32 38 56 105 113 141 164 204 204 213
% of Goal
Of 250
13% 15% 22% 42% 45% 56% 66% 82% 82% 85%
22. 25%
21%
20%
18%
16%
Computer Science
Finance
Electrical Engineering
Supply Chain
24%
76%
Female Male
Gender
38%
62%
Graduate Undergrad
Grad v. Undergrad
17%
83%
Minority Non-Minority
Underrepresented
Minorities
Breakdown of Acceptors
22
% from Targeted
Universities
40%
60%
Targeted Universities
Non-targeted Universities
Major
23. Sample intern conversions
23
100
56
33 32
40
34
0
10
20
30
40
50
60
70
80
90
100
Interns Eligible for
Recruitment
Received Full-
Time Offer
Accepted Full-
Time Offer
Received 2nd-
Year Offer
Accepted 2nd-
Year Offer
25. Key school
analysis
Recruiter
effectiveness
Quality of hire
Cost per hire
Where will you
prioritize your time?
Staff and Volunteers
• Short term
feedback
• Promotions; salary
progression
• Hiring manager
feedback
• Retention,
• Performance
reviews
• Pre-employment
testing
• Club presidents
Cost savings and
spending
25
ANALYZING YOUR METRICS
Type of hire and
success on the job
Degree, major, race,
gender
26. Polling Question #1
26
Do you measure your cost per hire for new graduate hires?
a. Yes.
b. No.
c. We would consider it.
27. • Performance ratings
• Salary progression
• Promotions
• Retention
• Hiring Managers
• Test scores
• Activities/Leadership
• College/ University ratings
• Gender
• Ethnicity
• Degree Levels
QUALITY OF HIRE
27
Dissect at every level
Quality Measures
29. EXTERNAL DATA TO ACQUIRE
1 2 3
Key
competitors at
each of your
schools
Salaries within
your industry
Best practices
by other
companies
29
30. ADVANCED LEVEL ANALYSIS
30
Regression
Analysis to
Measure
Performance
Factors
LDP or Rotational
Program graduates
• Is it worth retaining
the program?
Recruiter
Effectiveness
Type of Hire
by Major or
Degree
Level-QOH
Interns vs.
those hired
from a
Recruiting
Schedule
32. USE THE DATA TO YOUR
ADVANTAGE
1 2 3 4 5
Predictive
measures of
performance,
promotions, and
retention
School selection
Change your
processes
Modify your
spend
Analyze your
sourcing
channels
32
33. Staffing leaders
HR business partners
Business unit leaders
Senior management
Who do you need to involve
and share these metrics
with?
Effectively
report metrics
to executives
33
34. • Progress toward goal
• Diversity statistics
• GPA
• % from key schools
• Balanced Scorecard
Reports and presentations to management
34
• Annual report on all facets
• Costs
• School yield analysis
• Channels (print, S/M, electronic)
Weekly/
Monthly/
Semi-Annually
Annually
35. 35
Let’s recap…
To obtain the ROI and manage a successful campus recruiting effort,
you must:
• Establish the foundation/pillars for creating an campus recruiting
program
• Ensure enterprise recognition that there are financial and human
resource commitments
• Train all employees who will be involved in the program
• Establish a consistent and meaningful employer brand
• Track your progress on those topics that are most meaningful to the
company/organization
• Analyze the results, and act upon them accordingly