Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
This document provides information about Sphere, an award-winning digital recruitment agency. It summarizes Sphere's services in recruiting candidates for marketing, sales, analytics, creative, technology and administrative roles. It also describes Sphere's process for graduate group assessments, which allows companies to quickly hire multiple graduates through a group interview format. Positive testimonials from clients praise Sphere's expertise, ability to understand their needs, and success in filling challenging roles.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Advertising Week Europe: Jennifer Brett, Head of EMEA Insights for Marketing Solutions, LinkedIn &
Grant Duncan, Leader of Spencer Stuart UK Technology, Media & Telecommunications Practice at the LinkedIn B2B Forum 2016.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Learn how to set realistic expectations with hiring managers by using LinkedIn data, to have those difficult conversations, and to activate your hiring managers to participate in their searches.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
This document provides information about Sphere, an award-winning digital recruitment agency. It summarizes Sphere's services in recruiting candidates for marketing, sales, analytics, creative, technology and administrative roles. It also describes Sphere's process for graduate group assessments, which allows companies to quickly hire multiple graduates through a group interview format. Positive testimonials from clients praise Sphere's expertise, ability to understand their needs, and success in filling challenging roles.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Advertising Week Europe: Jennifer Brett, Head of EMEA Insights for Marketing Solutions, LinkedIn &
Grant Duncan, Leader of Spencer Stuart UK Technology, Media & Telecommunications Practice at the LinkedIn B2B Forum 2016.
Presentation delivered to talent acquisition and HR leaders at KPMG New Zealand office, covering some of the latest global trends in recruiting and talent.
Learn how to set realistic expectations with hiring managers by using LinkedIn data, to have those difficult conversations, and to activate your hiring managers to participate in their searches.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn sits down with the CEO of Imperative (Aaron Hurst) to talk about Purpose at Work (2016 Global Report); highlighting purpose-driven companies and their professionals. In this discussion, Aaron Hurst explains why purpose matters and how you can activate it.. Specifically, the conversation narrows in on building a purpose-driven approach in regards to talent acquisition, providing interesting data on topics such as professional satisfaction, engagement, and development.
You'll learn how you can:
- Find purpose in your work
- Benefits of purpose-driven companies and employees
- Purpose driving talent acquisition
- Purpose and company culture
To learn more, visit us: http://bit.ly/2cXuuPH
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
The webinar provided an overview of LinkedIn's new job posting flow and tips for writing effective job descriptions. The new flow uses LinkedIn's data on 433 million members to automatically recommend relevant skills and qualifications to quickly build out job postings. It also demonstrated how to craft irresistible job descriptions in 7 tips, such as using a conversational tone, highlighting the candidate's impact, and painting a picture of the company culture. The webinar concluded with a Q&A and information on additional resources for learning about the new job posting tools and features.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
The document discusses best practices for HR managers to optimize the use of Slack in their organizations based on interviews with 10 HR professionals. Some key practices include using Slack to crowdsource user guides for roll-outs, provide instant feedback and praise to employees, house informational resources for employees, understand workplace conversations while maintaining privacy, spark hiring discussions, build company culture, conduct remote training, lower barriers for employee communication, and ensure communication practices fit the company identity. The document encourages HR managers to understand Slack and help shape its use in a way that builds a better employee experience.
Using Assessments for Hiring and Retaining Good PeopleGregory P. Smith
Hiring and retaining good people is far better than constantly hiring, training and then replacing them all over again. Discover how using hiring assessments can help you build a better organization pleasing customers and clients.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
The document outlines LinkedIn's vision for reinventing its talent acquisition model through a talent advisor model. It discusses key aspects of the new model including making talent a top priority, providing transparency, implementing a defined career framework with global calibration, and coaching and developing employees for performance and navigation. It also references using data and insights to understand how the new talent acquisition model can be scaled efficiently and effectively.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
From measuring, to defining, living, and evolving...
a successful company culture creates a positive, unique working environment where business AND employees can thrive. Book a DH Breakout session to kick start your company's journey to a culture of happiness.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Energiaa, uusia innovaatioita, rohkeutta uudistua... Dreamforce to You -tapahtuma kokosi Helsinkiin yli 750 asiakasta ja yhteistyökumppania 3.11.2016. Tapahtuman jaettavat esitysmateriaalit koottuna.
LinkedIn sits down with the CEO of Imperative (Aaron Hurst) to talk about Purpose at Work (2016 Global Report); highlighting purpose-driven companies and their professionals. In this discussion, Aaron Hurst explains why purpose matters and how you can activate it.. Specifically, the conversation narrows in on building a purpose-driven approach in regards to talent acquisition, providing interesting data on topics such as professional satisfaction, engagement, and development.
You'll learn how you can:
- Find purpose in your work
- Benefits of purpose-driven companies and employees
- Purpose driving talent acquisition
- Purpose and company culture
To learn more, visit us: http://bit.ly/2cXuuPH
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
From funky to fresh: How LinkedIn's Pipeline Builder will help reignite a pip...LinkedIn Talent Solutions
Autodesk is transforming the way their customers buy and use their products. As a result, they are growing rapidly in new regions, markets and industries. With an added challenge of low brand awareness, Autodesk’s recruiters need to find quality talent they’ve never engaged with before. Learn how Autodesk is leveraging LinkedIn’s newest solution to build robust pipelines and engage the best talent for their growing business.
Check out the best of Talent Connect: https://lnkd.in/gTcVZ3x
The webinar provided an overview of LinkedIn's new job posting flow and tips for writing effective job descriptions. The new flow uses LinkedIn's data on 433 million members to automatically recommend relevant skills and qualifications to quickly build out job postings. It also demonstrated how to craft irresistible job descriptions in 7 tips, such as using a conversational tone, highlighting the candidate's impact, and painting a picture of the company culture. The webinar concluded with a Q&A and information on additional resources for learning about the new job posting tools and features.
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
The document discusses best practices for HR managers to optimize the use of Slack in their organizations based on interviews with 10 HR professionals. Some key practices include using Slack to crowdsource user guides for roll-outs, provide instant feedback and praise to employees, house informational resources for employees, understand workplace conversations while maintaining privacy, spark hiring discussions, build company culture, conduct remote training, lower barriers for employee communication, and ensure communication practices fit the company identity. The document encourages HR managers to understand Slack and help shape its use in a way that builds a better employee experience.
Using Assessments for Hiring and Retaining Good PeopleGregory P. Smith
Hiring and retaining good people is far better than constantly hiring, training and then replacing them all over again. Discover how using hiring assessments can help you build a better organization pleasing customers and clients.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Reinventing Recruiting in the New Work EnvironmentLinkedIn Europe
The document outlines LinkedIn's vision for reinventing its talent acquisition model through a talent advisor model. It discusses key aspects of the new model including making talent a top priority, providing transparency, implementing a defined career framework with global calibration, and coaching and developing employees for performance and navigation. It also references using data and insights to understand how the new talent acquisition model can be scaled efficiently and effectively.
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
From measuring, to defining, living, and evolving...
a successful company culture creates a positive, unique working environment where business AND employees can thrive. Book a DH Breakout session to kick start your company's journey to a culture of happiness.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Stacy Zapar, Tenfold
Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Once you've build your employer brand and EVP, find out how to leverage your LinkedIn Career Page with targeted messaging to different audiences across different regions.
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Enhancing the Recruiter and Candidate Experience with LinkedIn Integrations |...LinkedIn Talent Solutions
Learn about LinkedIn plugins and integrations and how they can be leveraged along with other core products to enhance your company's brand, to target the right candidates, to remove friction from the candidate application process, and to make your recruiters much more effective in their day to day activities.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Energiaa, uusia innovaatioita, rohkeutta uudistua... Dreamforce to You -tapahtuma kokosi Helsinkiin yli 750 asiakasta ja yhteistyökumppania 3.11.2016. Tapahtuman jaettavat esitysmateriaalit koottuna.
The document criticizes Common Core education for being too focused on established facts and not allowing for creative or abstract thinking. It argues Common Core would have discouraged innovation from people like Albert Einstein, Steve Jobs, and Oprah Winfrey. The document promotes checking the website NNOV8NOTCOMMON.COM to learn how to prevent Common Core from stifling future innovators.
This document discusses 20 brands that are using data creatively. It identifies 6 ways that brands can use data creatively: 1) data-driven insights, 2) data-driven messages, 3) data-driven services, 4) data-driven targeting, 5) data-driven planning, and 6) data-driven creation. For each category, there are case studies of brands that demonstrate creative uses of data in their marketing and campaigns. The document was created by the strategic planning team at DigitasLBi Paris to show how data can be used in creative ways beyond just analytics and targeting.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
“An investment in knowledge always pays the best interest.” – Benjamin Franklin. Here is a list of 10 books that I believe that every developer should read. Take a look.
5 Steps for Building an Ideal Company culture (and what to watch out for!)Qualtrics
According to a Columbia University study, job turnover at an organization with rich company culture is 13.9 percent, compared to 48.4 percent at companies with poor culture. So what makes a rich company culture? And how can you build one that works with your core values?
Key Learnings
How to decide what your culture will focus on
Building your culture with your employees
Communicating your culture so it sticks
How to build culture with remote workers
Working with toxic employees
Join Qualtrics and BambooHR as we share our 5 steps to build an ideal culture.
I delivered a TEDx speech, sharing the phonegraphy stories. In past 1001 days, I took a photo via my phone everyday, and I will keep doing this for next 10k days...Everyday there must be at least one moment that is worthy of remember....
My stroke of insight Tedx talk by jill taylorSameer Mathur
Jill Bolte Taylor is a neuroanatomist who experienced a massive stroke at age 37, which damaged the left side of her brain. Over the course of four hours, she watched as her brain deteriorated and lost its ability to process information. It took eight years to fully recover. As a rare case of being able to study her own brain and recovery, she gained valuable insight into the organ. Her experience of losing functions like walking and talking, but gaining an appreciation of life, inspired her work helping others.
This document discusses how body language and physical posture can influence a person's mindset, hormones, and performance. It notes that high-power poses where individuals expand their physical size are associated with increased testosterone and decreased cortisol in humans and other primates, influencing feelings of confidence and dominance. The document describes an experiment where participants who adopted high-power poses before a stressful job interview experienced these hormonal effects and were perceived as more competent by independent observers compared to those who used low-power poses. It recommends adopting power poses for 2 minutes daily to benefit from these psychological and physiological impacts.
Will the 9th U.N. secretary-general be a woman?Devex
In its 70 years of existence, the U.N. has never been led by a woman. But in 2016, as current Secretary-General Ban Ki-moon enters his last year in office, there’s clamor for change. Here are seven women to consider for secretary-general.
This document provides information about Sphere, an award-winning digital recruitment agency. It summarizes Sphere's services in recruiting candidates for marketing, sales, analytics, creative, technology and administrative roles. Sphere hosts graduate group assessments to quickly hire graduates for clients. The assessments involve group interviews of 5-10 graduates over 4 hours to assess skills. Sphere has a high success rate of placements from its graduate groups. The document shares positive testimonials from clients that praise Sphere's expertise, ability to find good candidates, and dedication.
O documento resume as atividades e situação financeira da CAPREM (Caixa de Previdência dos Servidores Municipais) no período de março de 2015 a março de 2016. Destaca-se que a CAPREM tem 805 segurados ativos e paga benefícios para 181 aposentados e pensionistas. A receita total em 2015 foi de R$10,8 milhões e as despesas somaram R$4,8 milhões, gerando um superávit mensal médio de R$499 mil.
Deep Dive on AWS Lambda - January 2017 AWS Online Tech TalksAmazon Web Services
AWS Lambda lets you run code without provisioning or managing servers. You pay only for the compute time you consume - there is no charge when your code is not running. With Lambda, you can run code for virtually any type of application or backend service - all with zero administration. Just upload your code and Lambda takes care of everything required to run and scale your code with high availability. You can set up your code to automatically trigger from other AWS services or call it directly from any web or mobile app. In this session, we dive deep into AWS Lambda to learn about capabilities, features and benefits.
Learning Objectives:
• Dive deep into AWS Lambda
• Learn about the capabilities, features and benefits of AWS Lambda
• Learn about the different use cases
• Learn how to get started using AWS Lambda
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Glen Callum Associates is a specialist recruitment firm for the automotive, engineering, and industrial sectors. They have an impressive client base of leading manufacturers and distributors throughout the UK and Europe. The firm provides bespoke recruitment solutions tailored to each client's needs. They attribute their success to providing a high level of service and guidance using an up-to-date database and focused recruitment team. Client testimonials praise Glen Callum Associates' professionalism and ability to find the right candidates.
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Career Networkz is a recruitment agency that specializes in providing social media recruitment and staffing solutions. They offer both online and offline recruitment and staffing services to help clients find qualified professionals. Their services include job posting, screening candidates, scheduling interviews, and providing access to their candidate database. They aim to understand client needs and source candidates with the right skills and qualifications. Career Networkz takes a personalized approach to recruitment and works closely with clients throughout the hiring process.
We recruit for a variety of jobs in technology and creative. If you are interested in applying for any of our roles call 0203 728 2973 or email a CV to Sphere Digital Recruitment.
At TSC we manage the full life cycle recruiting process for both consulting and full-time positions within the Manufacturing, IT, R&D and Technical Marketplace.
Working across all industries with some of the best clients in the market, responsible for sourcing new talent as well as maintaining a network of Interactive & Technical professionals. Screening candidates against existing requirements, conducting interviews both over the phone as well as in person, presenting the best match possible to existing job requirements, and managing the entire process from the first phone call, through the interview to the placement.
Responsibilities:
*Develop a strategic plan to advance the company's mission and objectives and to promote revenue, profitability, and growth as an organization.
*Plan, develop, and implement strategies for generating resources and/or revenues for the company.
*Approve company operational procedures, policies, and standards.
*Review activity reports and financial statements to determine progress and status in attaining objectives and revise objectives and plans in accordance with current conditions.
*Evaluate performance of executives for compliance with established policies and objectives of the company and contributions in attaining objectives.
*Other duties as assigned.
Work hard, play hard environment. We are a group of fun, energetic, outgoing professionals working together.
LET'S WORK TOGETHER!!
Design & Construct is a leading recruitment agency established in 2004 that specializes in providing high quality design and construction recruitment solutions. They adopt a personalized approach to recruit contract and permanent employees for all levels of the building, construction, engineering and architectural industries in Australia. Their team of passionate consultants have proven skills and understand both client and candidate motivations to make successful matches. Services include contingency recruitment, exclusive recruitment, contract recruitment, executive search, retained search, advertising, and psychometric testing.
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Skyline Placements is a recruitment firm that specializes in providing human resource consulting and recruitment solutions. They have a team of experienced consultants and utilize innovative methods to identify and recruit talented candidates at all levels for clients. Skyline aims to become a global one-stop shop for meeting all HR needs through total commitment to clients and a focus on quality service.
Mercurial Partners is a global consulting firm providing people-based consultancy services and strategic hiring. They undertake assignments collaboratively across various industries, with a focus on successful delivery through pragmatic approaches, realistic expectations, and effective project methodologies. Mercurial provides quality consultants to meet client objectives on a project or individual basis. Their value proposition aims to deliver more than agencies and cost less than large consultancies.
This document summarizes the services of a Malaysian headhunting company called Global Talent. The company specializes in placing talented people in great jobs through various recruitment methodologies. Its mission is to provide the right candidate for the right job with the right value, timing, and compatibility. The company focuses on building long-term partnerships and believes in creating unique relationships, improving organizations with extraordinary talents, and being the propeller for greater career heights. It offers recruitment consultancy and mass project hiring services to suit different client needs.
Aspire is a recruitment agency that has specialized in recruiting for the market research sector since 2000. They recruit for a wide range of roles including planning, project management, data collection, and analysis. Market research is important for organizations to make better business decisions. Aspire prides itself on sourcing talented professionals to enable effective market research. They provide recruitment services for a broad range of clients including research agencies, data collection companies, media agencies, consultancies, and companies with in-house research teams.
Humres Recruitment is a leading recruitment agency specializing in finding candidates for the building envelope sector. They have 15 years of experience in this niche field and a database of over 6,000 candidates. They aim to form long-term partnerships with clients and find the best candidates through an extensive recruitment process.
Humres Recruitment is a leading recruitment agency specializing in finding candidates for the building envelope sector. They have 15 years of experience in this niche field and a database of over 6,000 candidates. They aim to form long-term partnerships with clients and find the best candidates through an extensive recruitment process.
This document provides an overview of Maximus IT, a specialist recruitment firm focused on ERP and CRM sectors. It outlines Maximus' core values of integrity, humility, listening/creating value, and respect. It then describes Maximus' services including permanent and contract recruitment, specialized expertise in technologies like Oracle, SAP, and Salesforce, and solutions like contingent, exclusive, retained, and contract recruitment. Testimonials from clients praise Maximus' deep understanding and ability to find the right cultural fit.
Sphere International Recruitment is an award-winning digital recruitment agency that specializes in filling roles across media, technology, marketing, analytics and creative fields. They have a global client list that includes advertising technology, marketing technology and media agencies. Sphere provides retained search, project staffing and permanent hiring services with a specialized expertise in the digital and e-commerce sectors. Several of Sphere's clients praise their ability to quickly deliver exceptional candidates and results through their in-depth market knowledge.
Grad - Media owners and publishers 2017Niomi Cowling
This document provides information about Sphere, an award-winning digital recruitment agency. It summarizes Sphere's services, which include placing candidates in marketing, sales, analytics, creative, and tech roles. Sphere hosts graduate group assessments to quickly hire graduates for clients. These assessments involve interviews with 5-10 graduates over 4 hours. On average, 6 first-stage interviews, 2 second-stage interviews, and 80% of Sphere's graduate groups result in a placement. The document also shares positive feedback from Sphere clients who praise the agency for understanding their needs, screening candidates well, and consistently delivering results beyond expectations.
This document summarizes Sphere, an award-winning digital recruitment agency. It provides information on the types of candidates and clients they work with, including marketing, sales, analytics, and tech roles. It describes the benefits of Sphere's graduate group assessments, which allow companies to quickly hire multiple graduates through a group interview process. Testimonials from clients praise Sphere's expertise, ability to understand their needs, and success in filling roles with well-matched candidates.
The document is a survey report from Sphere Digital Recruitment about employee benefits and attitudes. It finds that over 94% of candidates surveyed said benefits were very important or influenced their decision to join or stay with a company. The top three preferred benefits were working from home, bonuses, and healthcare. Working from home was especially important for those in brand and ad tech roles. The report recommends companies review their benefits against peers, listen to employee feedback, and address benefits to attract and retain top talent.
Sphere is an award-winning digital recruitment agency that specializes in unearthing hard-to-find digital talent for clients across media, creative, technology, and marketing sectors. They provide contract, permanent, graduate, and international hiring solutions as well as project staffing and executive search. Clients praise Sphere for consistently delivering results beyond expectations through their bespoke, intuitive service and in-depth market knowledge.
To stand out from the crowd is challenging for any recruitment business and it depends very heavily on the people you employ, the training and development they receive, and the leadership from the directors and managers.
The results of our employee benefits survey. Are you providing benefits to attract, retain and engage employees? Info which will help companies benchmark themselves within the sector and against companies of a similar size. www.spherelondon.co.uk
Sphere is an award-winning digital recruitment agency that recruits for roles across media, technology, marketing, analytics and creative fields. They have a team with years of experience finding digital talent and helping businesses grow. Their services include contract, permanent, graduate and international recruiting as well as premium services, projects/teams, interim assignments, and executive search. Sphere prides itself on applying deep expertise to each market and client to consistently deliver results beyond expectations, as supported by positive feedback from clients.
Digital Graduate Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
Digital Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
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Speaker: Lydia Di Francesco
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
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2. Hello and welcome to the world of Sphere, an award
winning digital recruitment agency working across the
entire digital sphere. Our dynamic team draws from many
years of experience unearthing tough-to-find digital talent
and helping businesses like yours grow
Candidates we place
• Marketing
• Account Management
• Sales
• Ad Operations/ Campaign Management
• Insights and Analytics
• Creative and Design
• Tech – Developers
• Admin/ Support
Our awards
3. We can save you time and money by hosting Graduate
group assessments. They are a great way to hire brilliant
graduates quickly, whether you are a small or big business
and whether or not you are looking to one graduate for
your team or make multiple hires.
Graduate Groups
A graduate group assessment is a group interview for a 5-10 graduates. It gives you a
chance to meet a number of applicants in close proximity, at the same time, and asses
them and their skills and behaviours.
Sphere’s winning formula
A grad day or 1/2 day tends to last for about 4 hours depending on the number of
applicants. You can host the assessment day at your offices, or at ours and we will on
hand to conduct as much of the day as you would like us to.
We’ve tried and tested our graduate day format here are our averages for making a
placement:
• 6 X 1st stage interviews
• 2 X 2nd stage interviews
• 80% of our grad groups have resulted in a placement
4. We know that the only way to deliver the best results is to
apply a deep level of expertise to each of our markets.
That’s why we have built a team who can bring a
specialised, expert service to our fantastic client list. A
client list we are hoping you will soon join.
A small selection of our clients Our services
Contract
Permanent
Graduate
International
Premium services
Projects and teams interim
Assignments
Executive search
5. We provide a bespoke and intuitive service, delivered
with in-depth knowledge of the digital and ecommerce
market at every step. Our clients trust us to consistently
deliver results beyond their expectations. Here’s what a
few of them have to say about working with us.
“The process - from first
stage interview through to
offer and acceptance - was
smooth and tightly controlled
with minimal input needed
from myself and my team.
Candidates were always
suitably matched to our
expectations and were
thoroughly prepared and
ready to meet with us to
discuss the role and our
industry.”
TomHicks - Client Services
Director at Amobee
“Sphere have been a great
recruitment partner to work
with. They understood what
we were looking for,
screened candidates well
and ultimately delivered.
They were able to fill a
challenging role, kept the
process on-track and
provided great insight and
advice along the way. I
would definitely recommend
Sphere and will certainly use
them again”
Andrew Moore - EUMDat
SpotX
“I love working with Sam.
When we started working
together she got to know me
and my business, getting
familiar with our roles and
environment. Sam only
introduces me to candidates
that are a good fit for my
team, and who would thrive
at my company.”
Sophie Wheeler - Senior
Manager of AdOps and
Account Services at Collective
“From our experience so far,
Sam and the of the Sphere
team have proved to be
attentive, helpful and always
eager to help. Sam’s
dedication to finding the right
candidate makes her great to
work with and she’s been
great in helping us place
valuable members of the
existing team.”
Xi Weng - Client Strategy
Director at Capitfy