Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Jen Paxton, Director of Talent at LevelUp, became data-driven in her previous roles to improve hiring processes and scale rapidly. She outlines her process for evaluating performance using metrics like time to hire, cost per hire, source per hire, and referral rates. Paxton recommends creating standardized checklists to regularly measure recruiting funnel stats, job description effectiveness through A/B testing, and metrics tailored to managers and executives. She advocates using tools to inform decisions and drive actionable results, emphasizing that data-driven insights should be put into practice without delay.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Jobvite Summit'15 Chicago: Breakout Session - Making Top Talent Come to YouJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Making Top Talent Come to You. Sourcing Campaigns. #JobviteSummit
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Jobvite Summit'15 Chicago: Breakout Session - Building a "Best Place to Work"...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Carlos Teran, Sr, Director of Product Management - May 21, 2015. Bulding a "Best Place to Work" Organization - The Recruiters Equation #JobviteSummit
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Jen Paxton, Director of Talent at LevelUp, became data-driven in her previous roles to improve hiring processes and scale rapidly. She outlines her process for evaluating performance using metrics like time to hire, cost per hire, source per hire, and referral rates. Paxton recommends creating standardized checklists to regularly measure recruiting funnel stats, job description effectiveness through A/B testing, and metrics tailored to managers and executives. She advocates using tools to inform decisions and drive actionable results, emphasizing that data-driven insights should be put into practice without delay.
We’re living in a golden age of recruiting. Technology has transformed the way recruiters work. The field has become specialized, with new disciplines that didn't exist five years ago. Recruiting is now creative, data-driven, and analytical like never before. The challenge for most recruiters? How to keep up and ensure your skill set keeps pace with these changes. This session will examine some of the new “open source” approaches to learning and innovation in the field that are designed to help equip recruiting leaders to future-proof their careers, and their organizations.
Jobvite Summit'15 Chicago: Breakout Session - Making Top Talent Come to YouJobvite
Jobvite Summit'15 Chicago - breakout session presented by Jobvite Andre Boulais and Megan Anderson of Schneider Electric - May 21, 2015. Making Top Talent Come to You. Sourcing Campaigns. #JobviteSummit
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Jobvite Summit'15 Chicago: Breakout Session - Building a "Best Place to Work"...Jobvite
Jobvite Summit'15 Chicago - breakout session presented by Carlos Teran, Sr, Director of Product Management - May 21, 2015. Bulding a "Best Place to Work" Organization - The Recruiters Equation #JobviteSummit
We all face challenges in our roles as recruiting practitioners. Keeping pace with innovation and shifting priorities and expectations is a constant challenge. If you don’t have access to pricey training/resources, how do you overcome them? This interactive workshop, co-moderated by HR Open Source Founders, will demonstrate the power of harnessing the collaborative intellect of your peers to solve problems. Bring your problems. We’ll workshop them together in this live peer problem-solving workshop.
Building an EVP from scratch, in-house, super fast, for free, based on real d...LinkedIn Talent Solutions
Andrew Levy, Uber
Researching and defining an Employer Value Proposition (EVP) is one of the most important undertakings an organization can do. After all, EVP is how your employees feel about work and how candidates evaluate you as a potential employer. When done right, a good EVP helps you effectively, efficiently recruit and retain the best talent for your specific culture. Without EVP, your recruiters and employees may not be telling a consistent, truthful story about work.
For most organizations, EVP is a terrifying task -- it requires a significant investment of time and money -- often paid to a consulting firm. I'm here to tell you a different story of constructing an EVP. At Uber, we turned this process on it's head and decided to build EVP quickly and lightly, for free, in house, using tons of data points. Here's how we did it...
Session highlights:
-You and your recruitment team are likely telling/selling the wrong story to candidates about your company without even knowing it. Years of reporting structures, cascading goals, and executive speeches have conditioned us to repeat messaging form the top even if it doesn't match the reality in the ranks.
-Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools.
-The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Intersection of talent & marketing: Crafting a story people want to be a part...LinkedIn Talent Solutions
Lippincott is known for advising leading businesses on both brand & culture. As companies lean further into internal & external branding, Marketing and HR departments are more entwined than ever. For the past year, Heather Stern has stood at the intersection as both CMO & Chief Talent Officer. Having seen firsthand how internal & external perceptions advance overall business strategy, Heather shares practical insights on telling a cohesive story that resonates with your employees & the world.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
• Inspire, inform and engage your future hires
• Exploring the black hole of pre and onboarding
Hyper-growth: Airbnb's recruitment transformation journey by Jill Riopelle, Global Head of Recruiting, Airbnb
When Jill Riopelle joined Airbnb in 2012, the candidate experience was far from perfect. She herself had to wait weeks to get her offer letter after the phone call came with the good news of her new job. Her first mission upon joining: partner with the founding team to overhaul the candidate experience in a company experiencing hyper-growth. In an engaging, informal style, Jill recounts how Airbnb’s talent acquisition team drew a roadmap of their ideal candidate experience via story-boarding, invested in better recruiter communication, and took extra steps to foster a more candidate-centric culture.
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized RecruitingGreenhouseSoftware
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
John Jersin, LinkedIn
Candidates are signaling their interest in new opportunities every day - and Recruiter can help you leverage these insights to recruit the right person faster. Join LinkedIn product leader John Jersin for a look at what makes the next generation of Recruiter such a powerful jumping-off point for the future of proactive recruiting, and get a sneak peek at where the product is headed next.
Session highlights:
Ways that talent professionals are using the next generation of Recruiter to save 30% more time when searching for candidates.
New data-driven techniques that can guide your search - and don’t require Boolean.
Learn how can you uncover qualified applicants who are open to hearing from you.
Leverage your ATS and other Talent Solutions products more effectively in Recruiter.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Getting in & getting out: Discover (new) LinkedIn Recruiter features to becom...LinkedIn Talent Solutions
Uncover (new) hidden gems to help you work smarter and save time in LinkedIn Recruiter. Learn about exciting Recruiter features (new and upcoming) to find your top talent efficiently and effectively.
Koinonia Employment Collaborative provides diversity recruitment and training services to connect employers with qualified job candidates from diverse backgrounds. Jason Weppelman presented on Koinonia's history of serving individuals with disabilities through employment. He discussed the benefits of diversity hiring, including increased productivity, retention and attendance. The Employment Collaborative of Cuyahoga County connects employers to pre-screened candidates through various member organizations. Weppelman promoted an upcoming hiring event on March 31st and encouraged employers to utilize Koinonia's no-cost recruitment and retention services.
Presence Health partnered with i.c.stars, a non-profit that trains underserved youth for technical careers. Through this partnership, Presence Health hired two i.c.stars interns, Gabriel Sanabria and Alejandro Fuerte, to assist with implementing a new project management tool. The interns were given meaningful work and responsibilities. They excelled in their roles, gaining valuable experience. Presence Health was so pleased with the results that they recommend other organizations partner with i.c.stars.
This document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and that over 80% of CEOs say they could grow faster if applicants had the needed skills. The document proposes getting students 4 encounters with employers per year and 140 hours of work experience to improve employability. It describes the Workfinder app that connects students to work experiences at local, growing companies and allows them to apply online. The document calls on educators, businesses, governments, parents and media to take actions that will provide more student-employer encounters and work experiences to help close the skills gap.
The document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and the pace of change is increasing. There is a major skills gap according to CEOs and growing companies, which is expected to get larger. It promotes getting students encounters with employers through programs like Founders4Schools to improve employability, attainment, and earnings. Call to actions are provided for educators, businesses, corporations, local governments, parents, and media to get involved in student-employer encounters and work experiences.
EA Intern is a platform that connects students seeking internships with companies. It aims to provide companies with qualified interns from around the world in a cost-effective manner. Companies can create profiles, post internship opportunities for free, and directly contact interns. EA Intern handles the initial screening and ensures interns' information is accurate and up-to-date. The platform also connects companies to recruitment agencies to enhance their intern hiring process.
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
The Future of Recruitment and Recruitment Marketing: InboundJames Ellis
The document discusses how companies can attract and engage talent through an inbound marketing approach. It argues that an inbound strategy focused on creating compelling content that tells a company's authentic story is more effective for recruiting than traditional outbound tactics like job boards and ads. An inbound mindset allows companies to establish relationships with potential candidates before job openings exist and attract those who are the best fit for the company's culture and mission. The document recommends that companies audit their current social media and content strategies and work with an inbound marketing agency to develop custom content that activates their employer brand across key social channels.
This annual report from the San Diego Workforce Partnership summarizes its activities and accomplishments from 2015-2016. It discusses expanding partnerships across the region to provide more opportunities for individuals and connect them to careers. It is focused on improving customer experience and finding pathways for opportunity youth. The report provides statistics on clients served and outcomes through its adult and young adult workforce programs.
This document summarizes the key findings of a diversity research report by Kier Group. The main points are:
1) Kier aims to increase diversity within its workforce to better reflect society and attract top talent. It has launched various initiatives like a career campaign and employee networks focused on women, LGBT+, and ethnic minorities.
2) A survey of over 1,000 employees found that feeling valued was the top factor for success at work, regardless of gender. Flexible working was also very popular.
3) Retaining diverse employees requires supportive managers, strong policies, and a positive culture. Managers must role model inclusive practices and understand different employee needs and experiences.
4) Developing diverse talent
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to employers' budgets. The company was founded in 2015 and is part of the Forum International Group of Companies based in Dubai with additional offices in Egypt and Bahrain.
We all face challenges in our roles as recruiting practitioners. Keeping pace with innovation and shifting priorities and expectations is a constant challenge. If you don’t have access to pricey training/resources, how do you overcome them? This interactive workshop, co-moderated by HR Open Source Founders, will demonstrate the power of harnessing the collaborative intellect of your peers to solve problems. Bring your problems. We’ll workshop them together in this live peer problem-solving workshop.
Building an EVP from scratch, in-house, super fast, for free, based on real d...LinkedIn Talent Solutions
Andrew Levy, Uber
Researching and defining an Employer Value Proposition (EVP) is one of the most important undertakings an organization can do. After all, EVP is how your employees feel about work and how candidates evaluate you as a potential employer. When done right, a good EVP helps you effectively, efficiently recruit and retain the best talent for your specific culture. Without EVP, your recruiters and employees may not be telling a consistent, truthful story about work.
For most organizations, EVP is a terrifying task -- it requires a significant investment of time and money -- often paid to a consulting firm. I'm here to tell you a different story of constructing an EVP. At Uber, we turned this process on it's head and decided to build EVP quickly and lightly, for free, in house, using tons of data points. Here's how we did it...
Session highlights:
-You and your recruitment team are likely telling/selling the wrong story to candidates about your company without even knowing it. Years of reporting structures, cascading goals, and executive speeches have conditioned us to repeat messaging form the top even if it doesn't match the reality in the ranks.
-Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools.
-The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Intersection of talent & marketing: Crafting a story people want to be a part...LinkedIn Talent Solutions
Lippincott is known for advising leading businesses on both brand & culture. As companies lean further into internal & external branding, Marketing and HR departments are more entwined than ever. For the past year, Heather Stern has stood at the intersection as both CMO & Chief Talent Officer. Having seen firsthand how internal & external perceptions advance overall business strategy, Heather shares practical insights on telling a cohesive story that resonates with your employees & the world.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
• Inspire, inform and engage your future hires
• Exploring the black hole of pre and onboarding
Hyper-growth: Airbnb's recruitment transformation journey by Jill Riopelle, Global Head of Recruiting, Airbnb
When Jill Riopelle joined Airbnb in 2012, the candidate experience was far from perfect. She herself had to wait weeks to get her offer letter after the phone call came with the good news of her new job. Her first mission upon joining: partner with the founding team to overhaul the candidate experience in a company experiencing hyper-growth. In an engaging, informal style, Jill recounts how Airbnb’s talent acquisition team drew a roadmap of their ideal candidate experience via story-boarding, invested in better recruiter communication, and took extra steps to foster a more candidate-centric culture.
Hiring Hacks: Under Armour’s Formula for Data-Centric & Personalized RecruitingGreenhouseSoftware
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
John Jersin, LinkedIn
Candidates are signaling their interest in new opportunities every day - and Recruiter can help you leverage these insights to recruit the right person faster. Join LinkedIn product leader John Jersin for a look at what makes the next generation of Recruiter such a powerful jumping-off point for the future of proactive recruiting, and get a sneak peek at where the product is headed next.
Session highlights:
Ways that talent professionals are using the next generation of Recruiter to save 30% more time when searching for candidates.
New data-driven techniques that can guide your search - and don’t require Boolean.
Learn how can you uncover qualified applicants who are open to hearing from you.
Leverage your ATS and other Talent Solutions products more effectively in Recruiter.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Getting in & getting out: Discover (new) LinkedIn Recruiter features to becom...LinkedIn Talent Solutions
Uncover (new) hidden gems to help you work smarter and save time in LinkedIn Recruiter. Learn about exciting Recruiter features (new and upcoming) to find your top talent efficiently and effectively.
Koinonia Employment Collaborative provides diversity recruitment and training services to connect employers with qualified job candidates from diverse backgrounds. Jason Weppelman presented on Koinonia's history of serving individuals with disabilities through employment. He discussed the benefits of diversity hiring, including increased productivity, retention and attendance. The Employment Collaborative of Cuyahoga County connects employers to pre-screened candidates through various member organizations. Weppelman promoted an upcoming hiring event on March 31st and encouraged employers to utilize Koinonia's no-cost recruitment and retention services.
Presence Health partnered with i.c.stars, a non-profit that trains underserved youth for technical careers. Through this partnership, Presence Health hired two i.c.stars interns, Gabriel Sanabria and Alejandro Fuerte, to assist with implementing a new project management tool. The interns were given meaningful work and responsibilities. They excelled in their roles, gaining valuable experience. Presence Health was so pleased with the results that they recommend other organizations partner with i.c.stars.
This document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and that over 80% of CEOs say they could grow faster if applicants had the needed skills. The document proposes getting students 4 encounters with employers per year and 140 hours of work experience to improve employability. It describes the Workfinder app that connects students to work experiences at local, growing companies and allows them to apply online. The document calls on educators, businesses, governments, parents and media to take actions that will provide more student-employer encounters and work experiences to help close the skills gap.
The document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and the pace of change is increasing. There is a major skills gap according to CEOs and growing companies, which is expected to get larger. It promotes getting students encounters with employers through programs like Founders4Schools to improve employability, attainment, and earnings. Call to actions are provided for educators, businesses, corporations, local governments, parents, and media to get involved in student-employer encounters and work experiences.
EA Intern is a platform that connects students seeking internships with companies. It aims to provide companies with qualified interns from around the world in a cost-effective manner. Companies can create profiles, post internship opportunities for free, and directly contact interns. EA Intern handles the initial screening and ensures interns' information is accurate and up-to-date. The platform also connects companies to recruitment agencies to enhance their intern hiring process.
O.C. Tanner presents the Coolest Companies award to appreciate companies with standout cultures that recognize all the great work done by employees. We look back at the seven cities highlighted during 2014.
The Future of Recruitment and Recruitment Marketing: InboundJames Ellis
The document discusses how companies can attract and engage talent through an inbound marketing approach. It argues that an inbound strategy focused on creating compelling content that tells a company's authentic story is more effective for recruiting than traditional outbound tactics like job boards and ads. An inbound mindset allows companies to establish relationships with potential candidates before job openings exist and attract those who are the best fit for the company's culture and mission. The document recommends that companies audit their current social media and content strategies and work with an inbound marketing agency to develop custom content that activates their employer brand across key social channels.
This annual report from the San Diego Workforce Partnership summarizes its activities and accomplishments from 2015-2016. It discusses expanding partnerships across the region to provide more opportunities for individuals and connect them to careers. It is focused on improving customer experience and finding pathways for opportunity youth. The report provides statistics on clients served and outcomes through its adult and young adult workforce programs.
This document summarizes the key findings of a diversity research report by Kier Group. The main points are:
1) Kier aims to increase diversity within its workforce to better reflect society and attract top talent. It has launched various initiatives like a career campaign and employee networks focused on women, LGBT+, and ethnic minorities.
2) A survey of over 1,000 employees found that feeling valued was the top factor for success at work, regardless of gender. Flexible working was also very popular.
3) Retaining diverse employees requires supportive managers, strong policies, and a positive culture. Managers must role model inclusive practices and understand different employee needs and experiences.
4) Developing diverse talent
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to employers' budgets. The company was founded in 2015 and is part of the Forum International Group of Companies based in Dubai with additional offices in Egypt and Bahrain.
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to budgets and recruitment needs. The company was founded in 2015 and has offices in Dubai, Egypt, and Bahrain.
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to budgets and recruitment needs. The company was founded in 2015 and has offices in Dubai, Egypt, and Bahrain, aiming to connect professionals globally through an online platform.
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to budgets and recruitment needs. The company was founded in 2015 and has offices in Dubai, Egypt, and Bahrain.
Linked Talents is a social professional network connecting over 200,000 members from employers, employees, and business partners. The network allows users to search resumes, post job vacancies, and connect with potential candidates and clients. Linked Talents offers different packages for job postings and resume searches that are tailored to employers' budgets. The company was founded in 2015 and is part of the Forum International Group of Companies based in Dubai with additional offices in Egypt and Bahrain.
The campaign report outlines SEEK's objectives to raise awareness of their profile function and increase profile acquisitions. Research found profiles benefit candidates by keeping them considered for roles. The target audience are professionals open to opportunities. Objectives include generating awareness, motivating profile creations, and changing perceptions. The campaign's big idea is "Employees' Market" to represent how SEEK empowers employees. It will include a video on social media, digital billboard ads, and escalator ads to promote profile sign-ups. Success will be measured by awareness, engagement, and new profiles.
This campaign report summarizes SEEK's objectives to raise awareness of and drive acquisition of SEEK Profiles. Research found many professionals are satisfied but open to opportunities, and SEEK Profiles allow candidates to be considered for jobs even when not actively looking. The target audience are ages 25-45 who believe in self-improvement. The campaign's big idea is an "Employees' Market" where employers look for candidates through SEEK Profiles. A video, digital ads, and ambient escalator ads will feature candidates happily receiving job offers to encourage profile creation.
This document discusses the importance of human connection in the workplace. It highlights research showing that employees who have strong social relationships at work, including having a "best friend" at work, are more engaged, loyal and committed. Building connections during the recruitment process is important for attracting and retaining top talent. The document provides ideas for how companies can foster a sense of community from the start of the hiring process to help create more socially fulfilling workplaces.
Mencap aims to create a world where people with learning disabilities are valued and included. They have adopted an inclusive recruitment framework to attract candidates who share their values and will champion their vision. This framework uses values-based and person-centered recruitment at all stages from attracting candidates to their first day. The success of their campaigns is measured by the quality of candidates, not just quantity. They have begun redesigning job descriptions to reflect their values and focus less on entry requirements. Their biggest challenge has been attracting and retaining the right staff. Adopting this new framework has produced better hiring outcomes and improved staff retention.
Similar to Hire KC Connectors - a network for good (20)
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
2. "I WAS ABLE TO MORE CLEARLY
IMAGINE MYSELF WITHIN A
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LIKE."
Hire KC Intern
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PROFESSIONAL NETWORK I WAS
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Hire KC Intern
8. total dollars invested
$510,000
More than
Employer partners
191
2018 OUTCOMES
Applicants with resumes
525
Total dollars saved by Non-Profits
Wages earned by interns
$125,800
$30,800256
Interns Placed
10. T A K E A S E L F I E !
Post and tag Hire KC & Friends
#HireKC #AlwaysConnecting #HireKCconnector
@HireKCYouth
@HireKCYouth
/company/hire-kc/
11. A Kansas City where all young people are ready for and
connected to a bright future.
To support opportunity and equity, and illuminate career
pathways so that all youth can learn and grow into promising
futures.
OUR MISSION
OUR VISION
12. "MY INTERN WAS A POSITIVE
ADDITION TO OUR OFFICE. HE WAS
INQUISITIVE, COURTEOUS AND
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MEMBER OF OUR STAFF."
Internship Provider
14. "SHE ADAPTED VERY WELL TO OUR
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Internship Provider
16. THE HIRE KC TEAM
KC Social Innovation Center
William Dowdell
Hire KC Program Director
KCSIC
@1wDowdell
Kaylee Peile
Portfolio Catalyst
KCSIC
@KPeile
Kari Keefe
Executive Director
KCSIC
@karikeefe
17. WHAT WE DO
Hire KC connects high school and college students to
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jobs of the future.
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Hire KC seeks to make opportunity more equitable, illuminate
pathways to career sustainability, expand workforce diversity,
improve school-to-work transitions, improve employer capacity
to provide work-based experiences with equity for all of the
Kansas City metropolitan area.
20. HOW WE RECRUIT
Work with high school and college Career Readiness
staff
Work directly with youth development organizations
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Direct community recruitment through churches and
community centers
26. 71%
29%
Hire KC interns expect to achieve a
graduate degree71%
Hire KC interns will explore a new interest
based on things they learned in their
summer internship
86%
14%
86%
*Intern survey, August 2018
30. 70%
30%
95%
5%
Employers say they would hire their
Hire KC intern again
95%
Employers say their Hire KC
experience exceeded their
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70%
*Employer survey, August 2018
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32. "ACTIVE VOLUNTEERS IN
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Source: "Poverty and social networks evidence review," A Report for the Joseph Rowntree
Foundation Anti-Poverty Programme
35. Join the
Hire KC Connectors Group
on LinkedIn
#HireKC #AlwaysConnecting #HireKCconnector
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What is a Connector?