Glassdoor - Employees as Brand Ambassadors - FINAL FINAL
•Download as PPTX, PDF•
1 like•431 views
Nitro is a software company that provides document productivity and e-signing solutions. It has over 200 employees across 5 global offices and is growing rapidly. The presentation discusses Nitro's talent philosophy and culture, outlines its ambitious hiring plans, and describes its revamped Talent Ambassador Program to leverage existing employees as recruiters. The new program provides training, tools, and incentives to generate more qualified referrals. In 2015, 45% of Nitro's hires came through the program, up from 35% the prior year, showing its success in fueling the company's growth through referrals from current employees.
Report
Share
Report
Share
Recommended
SF Rebels of Recruiting Roadshow | Jennifer Trendler from Nitro
Jennifer Trendler from Nitro talked about turning your employees into effective talent ambassadors in her presentation at the San Francisco Rebels of Recruiting Roadshow stop!
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
Hiring Hacks: The ROI of Making the Right Hires
This document discusses performance-based hiring and how to improve the quality of hires. It advocates for using a performance-based approach to job descriptions, interviews, and sourcing candidates. The document calculates that improving hire quality by 20% could yield over 1000% return on investment by increasing annual profits by millions of dollars. It also outlines strategies like focusing 40% of hires on candidates with potential but not perfect experience and getting referrals from those candidates.
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship Program
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
BetterUp: Product Manager
BetterUp is a mobile-based platform that provides personalized professional coaching to employees. It helps individuals, managers, and teams improve performance and find greater purpose in their work. The company was founded by behavioral scientists and is used by major companies to develop talent. BetterUp is seeking a product manager to help design coaching experiences that drive behavior change and transform leadership. The role involves collaborating closely with a cross-functional team to rapidly deliver high-quality products and experiences.
Director of Coach Development @ BetterUp
BetterUp is a mobile-based platform that provides personalized professional coaching to employees. It helps individuals grow personally and professionally through evidence-based coaching approaches. BetterUp is seeking a Director of Coach Development to design scalable learning programs that equip BetterUp's network of over 1,200 coaches worldwide. The role involves defining a coaching development strategy, building a team, and creating resources to support coaches' ongoing mastery of skills.
Recommended
SF Rebels of Recruiting Roadshow | Jennifer Trendler from Nitro
Jennifer Trendler from Nitro talked about turning your employees into effective talent ambassadors in her presentation at the San Francisco Rebels of Recruiting Roadshow stop!
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
Hiring Hacks: The ROI of Making the Right Hires
This document discusses performance-based hiring and how to improve the quality of hires. It advocates for using a performance-based approach to job descriptions, interviews, and sourcing candidates. The document calculates that improving hire quality by 20% could yield over 1000% return on investment by increasing annual profits by millions of dollars. It also outlines strategies like focusing 40% of hires on candidates with potential but not perfect experience and getting referrals from those candidates.
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship Program
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
BetterUp: Product Manager
BetterUp is a mobile-based platform that provides personalized professional coaching to employees. It helps individuals, managers, and teams improve performance and find greater purpose in their work. The company was founded by behavioral scientists and is used by major companies to develop talent. BetterUp is seeking a product manager to help design coaching experiences that drive behavior change and transform leadership. The role involves collaborating closely with a cross-functional team to rapidly deliver high-quality products and experiences.
Director of Coach Development @ BetterUp
BetterUp is a mobile-based platform that provides personalized professional coaching to employees. It helps individuals grow personally and professionally through evidence-based coaching approaches. BetterUp is seeking a Director of Coach Development to design scalable learning programs that equip BetterUp's network of over 1,200 coaches worldwide. The role involves defining a coaching development strategy, building a team, and creating resources to support coaches' ongoing mastery of skills.
How to build a tech hiring ecosystem at scale | Talent Connect 2016
Erica Lockheimer, LinkedIn
Tito Magobet, LinkedIn
Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people.
In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s:
P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks.
P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach.
P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale.
Session highlights:
2-3 Actionable tips and examples on how to establish a pipeline hiring approach.
2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders.
2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.Geekend 2011: Distributed Teams and the Modern Company: Matters of Trust
Distributed teams and the modern company: is this the new way of getting a business off the ground? Is this the new way to grow an organization when the local talent pool isn’t sufficient? If not nearby, you can get what you need (talent, skill, experience, etc.) elsewhere and still reach success. But there’s a catch. How do you build trust among a team when they’re rarely together?
Arnold Blinn - Talent42 2015
GoDaddy has employed several strategies to recruit top technology talent, including opening new offices in major tech hubs, improving their on-campus recruiting presence, communicating challenging problems at their scale, and focusing on workforce gender diversity and career growth programs. They have transformed their company culture and technical strategy after being acquired by private equity in 2012.
Advanced linkedin business workshop presentation
LinkedIn is the world's largest professional social network with over 161 million members across 200 countries. It allows users to expand their professional network and sphere of influence by sharing their experiences and expertise. Members can promote their companies, services, products and find new talented staff. Having an account is not enough - users must have a strategy to enhance their credibility and create business opportunities. A one-day advanced LinkedIn workshop is available to help users quickly and efficiently accomplish their goals via LinkedIn.
Session 7: Building an Effective Learning Partnership With Your CEO (David Ha...
David Hanrahan, VP of People Operations at Zendesk, will share his experience as a People leader navigating complex relationships with CEOs at Twitter, Change.org and Zendesk. He'll also share how he leveraged these relationships to champion important L&D initiatives for the organizations he was a part of.
Summit14 -T3.4: Time-To-Hire KIXEYE
The document discusses reducing time-to-hire at the gaming company KIXEYE. It notes that KIXEYE grew from 104 employees in 2012 to 500 employees in just 18 months by focusing on reducing time-to-hire. The director of recruiting at KIXEYE provides tips for reducing time-to-hire such as identifying company culture, building a specialized recruiting team, engaging hiring managers and internal experts, developing a network of top talent, and only settling for the best candidates. The ultimate goal of reducing time-to-hire is to allow companies to build and scale teams faster which creates an environment of creativity, experimentation, and internal opportunities for employees.
Accelerate Adoption for Microsoft Teams
This document introduces Ron Jones and David Chapman as directors at Perficient, a Microsoft partner with nearly 4,000 team members globally. It promotes Perficient's remote-ready services for digital transformation projects using Microsoft 365, including free virtual consultations, rapid Teams deployment in 10 days, and crisis communication solutions. An agenda outlines training and engagement activities to accelerate Teams adoption. Upcoming webinars on security, change management and knowledge management are also listed.
Redefining employee growth and engagement: Using development to unlock employ...
Redefining employee growth and engagement: Using development to unlock employ...LinkedIn Talent Solutions
Ron Storn, Lyft
In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena.
Session highlights:
How to use structured 1:1’s as key building blocks for successful growth and talent development.
How to develop employees at all levels in a distributed workplace.
Why simple, self-explanatory core values are instrumental for alignment and engagement.Leading in the New Normal . Tesse Akpeki Associates and Effective Leadership
The new normal throws up an environment of great challenge and uncertainty. Effective leadership becomes even more vital to ensure that everyone in the organisation is connected to and driven by a common goal.
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
You think you know how much work it takes to make a strong hire, but have you actually put a number to it? Under Armour has.
Over the course of 2 years, they’ve gathered enough data for MyFitnessPal, a wholly owned subsidiary of Under Armour based in San Francisco, to understand that it takes 200 outbound emails to make a single engineering hire. How did they figure this out? And how does this information affect their recruiting strategy?
Leslie Dutton, Sr. Manager, Talent Acquisition at Under Armour, has used data to help build the foundation of the recruiting program for MyFitnessPal, which tripled the size of the company in under two years and helped lead to their acquisition by Under Armour.
It’s not just about numbers, though. Leslie has found that personalization is the key component of driving a successful recruiting campaign. Join our webinar to learn how you can combine data and personalization to scale your hiring from just barely getting by to off the charts.
In this webinar, you’ll learn:
- Which metrics recruiters should be tracking
- How to make sense of the data you’ve gathered
- Tips to align your recruiting strategies with your product roadmap
- How to differentiate your employee value proposition with personalized messaging
How to Build a Great Drupal Team
This document outlines a 5-step process for building an effective Drupal team. The steps include: 1) understanding typical team roles and structures, 2) defining project requirements, 3) writing targeted job descriptions, 4) posting jobs in relevant online communities and publications, and 5) evaluating applicants through technical assessments and community involvement reviews. Key advice includes focusing job postings on company culture, transferable skills, and community engagement to attract top Drupal talent.
How to win a solar race using agile bangalore
Jeroen Molenaar discusses how he helped a solar car racing team called Forze use Scrum to build a solar-powered car and win a solar race. Some key aspects included starting with Agile practices to build the right things faster with the team, creating an overview and cadence together, visualizing the work, experimenting and testing early, and having a shared goal and value system as a team. Some lessons were that having a shared goal, a unified value system, and visualizing work are very helpful for teams. Using Scrum and Agile practices helped the team adapt quickly and ultimately win the solar race by eight minutes.
Startupfest 2013 - Super-size me - Rahul Sood
Congratulations! You've sold your startup, it's going global, and it's your job to help oversee a smooth transition. Your job is done, right? Or does the real work actually start now?
In this session Rahul Sood tells the story of starting a small, Canadian company; growing; and surviving the acquisition by a massive US Organization; and how he’s surviving as an entrepreneur in the world’s largest software company. He'll share his experiences, epic failures, and invaluable insights gained in a candid discussion that every entrepreneur in search of an exit needs to hear."
Chelsey Lambert - Building Culture in the Workplace
The kind of culture in your firm is reflected in both your employees’ work environment and in your clients’ experience. Learn more about building an office that they (and you) will enjoy coming in to, day after day.
Reward and engage your team
Yolanda Lopez Bueno founded Aroundireland.ie to organize cultural experiences and tours in Ireland and Spain. A research by the Irish government found that remote working is increasing employers' and employees' flexibility but can impact engagement. Some ways to engage remote teams include virtual coffee breaks, fundraising events, and reward programs. Microsoft recommends a hybrid workplace strategy combining flexibility and in-person interactions to maintain work-life balance.
LinkedIn | Kongsberg presentation May 6 2013
LinkedIn talent solution presentation presented by Enterprise Account Executive Nordics, Charles Chung.
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...LinkedIn Talent Solutions
With over 400 staffing professionals around the globe, getting the most out of LinkedIn can be a monumental task! Learn how Microsoft partners with LinkedIn to better understand the product, user adoption and skills, and helps drive staffing teams to get the most out of their partnership—ultimately resulting in better proven ROI from their investment and a more successful recruitment team.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafSaaStrU 101: How to Attract and Hire and Build a Diverse Sales Team with Hand...
I speak to organizations every day who are looking to add diversity to their organization. Attracting and hiring diverse sales people can be a challenge but there are some changes that you can make to your brand, and your application, interview, and offer process that will help find the talent you are trying to attract and hire. I will be speaking to the ways you can be successful in hiring diverse talent.
Make everyone a recruiter dave story and dk burnaby
Tableau grew from a startup to over 3,000 employees by making everyone a recruiter. They redesigned their development team recruiting model to have hiring managers spend 5-10 hours per week sourcing candidates alongside recruiters. This led to over 80% of hires coming from referrals, referral events, and direct recruiting efforts with the development team. Tableau also empowered hiring managers with recruiting data transparency and accountability. Their approach scaled the "elite startup hiring engine" of having founders and early employees hands-on in recruiting to their larger organization.
Cloud Sherpas GDRoadshow Presentation
Cloud Sherpas is a global consulting firm focused on cloud technologies like Salesforce and Google. They have grown rapidly since merging in 2011 from $75M to $180M in revenue with over 900 employees worldwide. They have developed a strong employment brand called #SherpaLife through engaging candidates similarly to customers, creating compelling content, and embracing feedback on sites like Glassdoor and internally. Going forward, they aim to make recruiting more proactive, automated and mobile-focused.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
More Related Content
What's hot
How to build a tech hiring ecosystem at scale | Talent Connect 2016
Erica Lockheimer, LinkedIn
Tito Magobet, LinkedIn
Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people.
In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s:
P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks.
P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach.
P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale.
Session highlights:
2-3 Actionable tips and examples on how to establish a pipeline hiring approach.
2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders.
2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.Geekend 2011: Distributed Teams and the Modern Company: Matters of Trust
Distributed teams and the modern company: is this the new way of getting a business off the ground? Is this the new way to grow an organization when the local talent pool isn’t sufficient? If not nearby, you can get what you need (talent, skill, experience, etc.) elsewhere and still reach success. But there’s a catch. How do you build trust among a team when they’re rarely together?
Arnold Blinn - Talent42 2015
GoDaddy has employed several strategies to recruit top technology talent, including opening new offices in major tech hubs, improving their on-campus recruiting presence, communicating challenging problems at their scale, and focusing on workforce gender diversity and career growth programs. They have transformed their company culture and technical strategy after being acquired by private equity in 2012.
Advanced linkedin business workshop presentation
LinkedIn is the world's largest professional social network with over 161 million members across 200 countries. It allows users to expand their professional network and sphere of influence by sharing their experiences and expertise. Members can promote their companies, services, products and find new talented staff. Having an account is not enough - users must have a strategy to enhance their credibility and create business opportunities. A one-day advanced LinkedIn workshop is available to help users quickly and efficiently accomplish their goals via LinkedIn.
Session 7: Building an Effective Learning Partnership With Your CEO (David Ha...
David Hanrahan, VP of People Operations at Zendesk, will share his experience as a People leader navigating complex relationships with CEOs at Twitter, Change.org and Zendesk. He'll also share how he leveraged these relationships to champion important L&D initiatives for the organizations he was a part of.
Summit14 -T3.4: Time-To-Hire KIXEYE
The document discusses reducing time-to-hire at the gaming company KIXEYE. It notes that KIXEYE grew from 104 employees in 2012 to 500 employees in just 18 months by focusing on reducing time-to-hire. The director of recruiting at KIXEYE provides tips for reducing time-to-hire such as identifying company culture, building a specialized recruiting team, engaging hiring managers and internal experts, developing a network of top talent, and only settling for the best candidates. The ultimate goal of reducing time-to-hire is to allow companies to build and scale teams faster which creates an environment of creativity, experimentation, and internal opportunities for employees.
Accelerate Adoption for Microsoft Teams
This document introduces Ron Jones and David Chapman as directors at Perficient, a Microsoft partner with nearly 4,000 team members globally. It promotes Perficient's remote-ready services for digital transformation projects using Microsoft 365, including free virtual consultations, rapid Teams deployment in 10 days, and crisis communication solutions. An agenda outlines training and engagement activities to accelerate Teams adoption. Upcoming webinars on security, change management and knowledge management are also listed.
Redefining employee growth and engagement: Using development to unlock employ...
Redefining employee growth and engagement: Using development to unlock employ...LinkedIn Talent Solutions
Ron Storn, Lyft
In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena.
Session highlights:
How to use structured 1:1’s as key building blocks for successful growth and talent development.
How to develop employees at all levels in a distributed workplace.
Why simple, self-explanatory core values are instrumental for alignment and engagement.Leading in the New Normal . Tesse Akpeki Associates and Effective Leadership
The new normal throws up an environment of great challenge and uncertainty. Effective leadership becomes even more vital to ensure that everyone in the organisation is connected to and driven by a common goal.
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
You think you know how much work it takes to make a strong hire, but have you actually put a number to it? Under Armour has.
Over the course of 2 years, they’ve gathered enough data for MyFitnessPal, a wholly owned subsidiary of Under Armour based in San Francisco, to understand that it takes 200 outbound emails to make a single engineering hire. How did they figure this out? And how does this information affect their recruiting strategy?
Leslie Dutton, Sr. Manager, Talent Acquisition at Under Armour, has used data to help build the foundation of the recruiting program for MyFitnessPal, which tripled the size of the company in under two years and helped lead to their acquisition by Under Armour.
It’s not just about numbers, though. Leslie has found that personalization is the key component of driving a successful recruiting campaign. Join our webinar to learn how you can combine data and personalization to scale your hiring from just barely getting by to off the charts.
In this webinar, you’ll learn:
- Which metrics recruiters should be tracking
- How to make sense of the data you’ve gathered
- Tips to align your recruiting strategies with your product roadmap
- How to differentiate your employee value proposition with personalized messaging
How to Build a Great Drupal Team
This document outlines a 5-step process for building an effective Drupal team. The steps include: 1) understanding typical team roles and structures, 2) defining project requirements, 3) writing targeted job descriptions, 4) posting jobs in relevant online communities and publications, and 5) evaluating applicants through technical assessments and community involvement reviews. Key advice includes focusing job postings on company culture, transferable skills, and community engagement to attract top Drupal talent.
How to win a solar race using agile bangalore
Jeroen Molenaar discusses how he helped a solar car racing team called Forze use Scrum to build a solar-powered car and win a solar race. Some key aspects included starting with Agile practices to build the right things faster with the team, creating an overview and cadence together, visualizing the work, experimenting and testing early, and having a shared goal and value system as a team. Some lessons were that having a shared goal, a unified value system, and visualizing work are very helpful for teams. Using Scrum and Agile practices helped the team adapt quickly and ultimately win the solar race by eight minutes.
Startupfest 2013 - Super-size me - Rahul Sood
Congratulations! You've sold your startup, it's going global, and it's your job to help oversee a smooth transition. Your job is done, right? Or does the real work actually start now?
In this session Rahul Sood tells the story of starting a small, Canadian company; growing; and surviving the acquisition by a massive US Organization; and how he’s surviving as an entrepreneur in the world’s largest software company. He'll share his experiences, epic failures, and invaluable insights gained in a candid discussion that every entrepreneur in search of an exit needs to hear."
Chelsey Lambert - Building Culture in the Workplace
The kind of culture in your firm is reflected in both your employees’ work environment and in your clients’ experience. Learn more about building an office that they (and you) will enjoy coming in to, day after day.
Reward and engage your team
Yolanda Lopez Bueno founded Aroundireland.ie to organize cultural experiences and tours in Ireland and Spain. A research by the Irish government found that remote working is increasing employers' and employees' flexibility but can impact engagement. Some ways to engage remote teams include virtual coffee breaks, fundraising events, and reward programs. Microsoft recommends a hybrid workplace strategy combining flexibility and in-person interactions to maintain work-life balance.
LinkedIn | Kongsberg presentation May 6 2013
LinkedIn talent solution presentation presented by Enterprise Account Executive Nordics, Charles Chung.
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...LinkedIn Talent Solutions
With over 400 staffing professionals around the globe, getting the most out of LinkedIn can be a monumental task! Learn how Microsoft partners with LinkedIn to better understand the product, user adoption and skills, and helps drive staffing teams to get the most out of their partnership—ultimately resulting in better proven ROI from their investment and a more successful recruitment team.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafSaaStrU 101: How to Attract and Hire and Build a Diverse Sales Team with Hand...
I speak to organizations every day who are looking to add diversity to their organization. Attracting and hiring diverse sales people can be a challenge but there are some changes that you can make to your brand, and your application, interview, and offer process that will help find the talent you are trying to attract and hire. I will be speaking to the ways you can be successful in hiring diverse talent.
Make everyone a recruiter dave story and dk burnaby
Tableau grew from a startup to over 3,000 employees by making everyone a recruiter. They redesigned their development team recruiting model to have hiring managers spend 5-10 hours per week sourcing candidates alongside recruiters. This led to over 80% of hires coming from referrals, referral events, and direct recruiting efforts with the development team. Tableau also empowered hiring managers with recruiting data transparency and accountability. Their approach scaled the "elite startup hiring engine" of having founders and early employees hands-on in recruiting to their larger organization.
What's hot (20)
How to build a tech hiring ecosystem at scale | Talent Connect 2016
How to build a tech hiring ecosystem at scale | Talent Connect 2016
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Geekend 2011: Distributed Teams and the Modern Company: Matters of Trust
Geekend 2011: Distributed Teams and the Modern Company: Matters of Trust
Session 7: Building an Effective Learning Partnership With Your CEO (David Ha...
Session 7: Building an Effective Learning Partnership With Your CEO (David Ha...
Redefining employee growth and engagement: Using development to unlock employ...
Redefining employee growth and engagement: Using development to unlock employ...
Leading in the New Normal . Tesse Akpeki Associates and Effective Leadership
Leading in the New Normal . Tesse Akpeki Associates and Effective Leadership
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized Recruiting
Chelsey Lambert - Building Culture in the Workplace
Chelsey Lambert - Building Culture in the Workplace
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...
Making the Connection: Establishing a True Partnership with LinkedIn | Talent...
SaaStrU 101: How to Attract and Hire and Build a Diverse Sales Team with Hand...
SaaStrU 101: How to Attract and Hire and Build a Diverse Sales Team with Hand...
Make everyone a recruiter dave story and dk burnaby
Make everyone a recruiter dave story and dk burnaby
Similar to Glassdoor - Employees as Brand Ambassadors - FINAL FINAL
Cloud Sherpas GDRoadshow Presentation
Cloud Sherpas is a global consulting firm focused on cloud technologies like Salesforce and Google. They have grown rapidly since merging in 2011 from $75M to $180M in revenue with over 900 employees worldwide. They have developed a strong employment brand called #SherpaLife through engaging candidates similarly to customers, creating compelling content, and embracing feedback on sites like Glassdoor and internally. Going forward, they aim to make recruiting more proactive, automated and mobile-focused.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
LinkedIn Recruiting presentation for Staffing
The document provides an agenda for a LinkedIn event on talent solutions being held in Stockholm, Sweden on November 14, 2013. The agenda includes presentations on Nordic recruitment trends, LinkedIn solutions for social media, recruitment, staffing companies, and trends. It also includes short biographies of the presenters Marcela and Liselott.
Employer Brand Playbook Webinar
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
How to build a highly compelling talent brand via social media
This document discusses how to drive a compelling talent brand through social media. It emphasizes the importance of talent brand and outlines a 5-step process for building a highly social talent brand: 1) Get buy-in from leadership by using data, 2) Listen to employees and audit your brand, 3) Craft an authentic approach by being real, personal and consistent, 4) Promote and engage through social platforms and leading by example, and 5) Measure performance and adjust using metrics like the Talent Brand Index. Developing an effective talent brand through social media can help companies lower costs, reduce turnover, and influence job candidates.
Customer Success - Leveraging the OGSM model
Our Customer Success Team recently presented at ConnectIn London on the OGSM touching on the below:
- What is OGSM: Understanding the methodology
- OGSM for LinkedIn recruiters
- Q&A with special guest Daniel Hayward
5 essential steps to a social talent brand featuring sky
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
No tech best practices when using recuiting technologies
Presentation given to online audience about remembering the fundamentals when using recruiting technologies.
Vanina santana sweeney
This document discusses using LinkedIn and social media for online sustainable recruitment strategies. It provides statistics on LinkedIn user demographics and usage by Fortune 100 companies. It then outlines specific LinkedIn tools recruiters can use like Recruiter, Business, Boolean search, job posts in groups, and advertising. The document advocates using these tools along with Facebook, Twitter, mobile apps and engaging all employees to leverage social networks and act as recruiters to source talent proactively.
Implementing a New Recruitment Tool
Liza Voticky from The Coca-Cola Company tells us how to
ensure your process is integrated and efficient while maintaining a human touch.
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...LinkedIn Talent Solutions
Maximize your impact and measure your investment’s success across your recruiting organization with these tips from TMX Group, Realogy Franchise Group, Uni-Select and Wipro Limited.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafLinkedIn Social HR Finding and Developing Top Talent - Dean DeLisle - The P...
This is the webinar recording from the June 23 webinar, LinkedIn Social HR - How to Find and Develop Top Talent, co-hosted by The PrivateBank and the Chicagoland Chamber of Commerce and produced by Forward Progress.
This recording is designed to help you build a solid team within your company and attract new talent with the use of social media.
UPSTART Live Spring Summit - The New, New Thing
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
Culture Summit 2015 - The Evolution of Traditional HR into Employee Experien...
Fairly or unfairly, ‘traditional’ Human Resources conjures images of problems, paperwork, and processes with an unhealthy amount of bureaucracy and red tape. Unlike traditional HR, which was focused on protecting the company, Employee Experience is first and foremost about protecting and supporting employees. It is geared toward enabling, supporting and growing employees to be happy and successful which ultimately boosts overall business success.
To view this talk and learn more please visit http://www.culturesummit.co
An Agile Culture Beyond Technology at Vistaprint - Amy Jackson and Staci Dub...
The document discusses how Vistaprint implemented agile practices beyond just technology teams. It started with an email marketing pilot in 2015 that saw benefits from using agile such as increased flow and reduced lead times. Over subsequent years, agile was expanded to other creative teams and parts of the talent experience organization. By 2018, agile had been used to improve various human resources functions through practices like experimentation, feedback, and self-organizing teams. The document advocates that agile is about delivering value and can be applied successfully beyond just software development.
2015 HR Award - Best Recruitment Campaign - Deloitte Australia
Deloitte launched a new graduate recruitment campaign called "Disrupt your thinking" to challenge misconceptions students have about the firm and attract a more diverse pool of applicants. The campaign used authentic employee stories shared on video and social media to show the variety of roles beyond accounting. It launched a new website to help students self-select roles and received over 13,000 registrations. The reengineered application process improved the candidate and recruiter experience. Analytics dashboards provided new insights into the recruitment process and success of attracting over 7,000 graduate applications, a 7.2% increase in brand familiarity, and hires from more universities.
Talent Pipeline Customer Success Story Red Hat
Talent Pipeline helps Red Hat build long-term relationships with candidates and maintain a centralized pool of qualified talent. It allows recruiters to have warm contacts with candidates instead of cold calls. Recruiters can also leverage previous work to quickly find suitable candidates for new roles. New recruiters can immediately access a ready pipeline of talent. Talent Pipeline helps Red Hat recruit more efficiently and be a better partner to its business.
Tuesday presentation 2013 09-24 (1)
This document provides an overview and agenda for a new hire onboarding program at Millward Brown. The agenda includes introductions, an overview of the Pathway onboarding program, organizational structure of WPP, Kantar, and Millward Brown, and a discussion of company values and culture. It outlines goals for new hires to get to know colleagues, learn about the business, and identify resources during their first weeks and months. Presenters include the Global and North America CEOs who will provide background on the company's leadership and operations.
HRsocial at 1-800 Flowers
Social apps like Facebook have transformed the way we connect, share and engage in our personal lives - but what if we could use a similar approach at work? Would bringing a social, collaborative approach to performance management help people be more productive and engaged? Hear first hand from 1-800 Flowers how they leverage social technologies to engage, motivate, and align their people and help them work better, together.
Summit'15: Breakout Session - Improving the Candidate Experience
Summit'15 breakout session presented by Jon Stanners of Talend. San Francisco, May 8, 2015. Improving the Candidate Experience.
Similar to Glassdoor - Employees as Brand Ambassadors - FINAL FINAL (20)
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar Slides
How to build a highly compelling talent brand via social media
How to build a highly compelling talent brand via social media
5 essential steps to a social talent brand featuring sky
5 essential steps to a social talent brand featuring sky
No tech best practices when using recuiting technologies
No tech best practices when using recuiting technologies
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...
LinkedIn Social HR Finding and Developing Top Talent - Dean DeLisle - The P...
LinkedIn Social HR Finding and Developing Top Talent - Dean DeLisle - The P...
Culture Summit 2015 - The Evolution of Traditional HR into Employee Experien...
Culture Summit 2015 - The Evolution of Traditional HR into Employee Experien...
An Agile Culture Beyond Technology at Vistaprint - Amy Jackson and Staci Dub...
An Agile Culture Beyond Technology at Vistaprint - Amy Jackson and Staci Dub...
2015 HR Award - Best Recruitment Campaign - Deloitte Australia
2015 HR Award - Best Recruitment Campaign - Deloitte Australia
Summit'15: Breakout Session - Improving the Candidate Experience
Summit'15: Breakout Session - Improving the Candidate Experience
Glassdoor - Employees as Brand Ambassadors - FINAL FINAL
- 1. Turning your Employees into Effective Talent Ambassadors Jennifer Trendler – Director, Talent at Nitro #GrowNitro
- 2. • San Francisco • Dublin • Nitra • St. Petersburg • Melbourne Who is Nitro? Founded in Australia With our Global HQ in San Francisco. Hired 80+ people in 2014 Have Hired 50+ in 2015 200 Employees across 5 Locations
- 3. What do we do? The first and now leading replacement for Adobe Acrobat Nitro Pro The easiest and most powerful way to share documents for eSigning, approvals, collaboration and workflow Nitro Cloud
- 4. Our culture: Use technology to work more efficiently and effectively
- 5. 1. Talent at Nitro 2. Hiring Climate 3. Employment Brand 4. Talent Ambassador Program What’s on Tap
- 6. • Talent is the best determinant of a company’s long term success • Working at Nitro is a career defining opportunity Talent Philosophy
- 7. Nitronaut Core Values High Performance Be GoodNo Bullshit
- 9. Hiring Climate • Hiring Plan: Ambitious; Global • Highly Competitive Job Market
- 10. Employment Brand • Social: Glassdoor, LinkedIn, The Muse, Talent-focused Blog posts • Employee Engagement: GaggleAmp, Referral Programs • Branding Campaign: Wombat Nation • End Goal: Reaching, then hiring, great people
- 12. Talent Ambassador Program 1.0 • Enthusiastic team = Lots of Referrals • Pain points: Response time; Quality of referrals
- 14. Leverage Technology, Implement Training, Reinforce Goals: • Keep it simple • More qualified referrals • Excellent employee experience • Phenomenal candidate experience Talent Ambassador Program 2.0
- 15. Our goal was to have 80% of every office participating…
- 17. Talent Ambassador Program 2.0 Onboarding: • Tools • Terms • Do’s and Don’ts Ongoing: • Contests • Acknowledgements – Team Meetings • Quarterly Celebration
- 18. 2015 45% of our hires-to-date came from the Talent Ambassador Program 2014 35% of our hires came from the Talent Ambassador Program