Take the guess work and risk out of hiring. Make hiring right the first time your competitive advantage. Making a bad hire decision is avoidable if you add PXT Select data to your due diligence. The secret behind hiring quicker and smarter is better and more data. Typically employers lack about one third the information they need to make an informed hiring decision. They don't know if the person really likes the work, if they will mesh with their team, the culture and above all else see eye to eye with their manager. Hire great talent is one thing keeping it is another and that's where the PXT Select suite of reports kick in.
Coaching, career planning, teamwork, employee/manager communications, leadership development create a win for the employee, manager, team, and the organization.
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
How to hire a perfect PPC Specialist for your organisationHireQuotient
1.Craft a compelling job description
Crafting a compelling job description is paramount in the recruitment process as it serves as the initial touchpoint between a company and potential candidates.
2.Candidate discovery
Discovering relevant candidates is pivotal in the recruitment process. EasySource's talent discovery model uses advanced algorithms to identify candidates whose skills match job requirements
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds PPC specialist with relevant skills, profiles, and work experience.
4.Assess candidates
Assessing candidates' skills is crucial for identifying the right fit. EasyInterview's skill assessment tool evaluates candidates based on job-specific competencies.
5.Interview candidates
Automated video interviews offer insights beyond resumes. EasyInterview enables recruiters to assess candidates comprehensively, whether hiring for one position or at scale. Moreover, involving hiring managers expedites decision-making in the recruitment process.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
Once you have shortlisted the candidates, verify their work history and performance in previous roles. This step is essential in ensuring the authenticity of their claims and understanding their strengths and areas for development.
8.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits. It must include the start date, the probationary period (if any), and the signature of the employer.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/ppc-specialist
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
How to hire the perfect VP of Marketing for your organizationHireQuotient
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Use of psychometric assessments through universally accepted tests such as Workplace Big Five contribute huge value to various HRM processes such as competency based recruitment/ selection, performance and potential appraisal, competency mapping, assessment and development centres, training and development etc. The data obtained through such provides profound picture of the innate behavioral qualities of our human resources and help us make profitable people decisions.
Whether you are looking for a predictive way to select new hires, or to evaluate current talent for succession planning purposes, Predictor can help your business.
Whether you are looking for a predictive solution to select new hires or to evaluate existing talent for succession planning purposes, Predictor can help. Check out how...
Nucleus - Creating a structured interview processJon Surman
You have set outreach templates and steps in place to source the best candidates. The onboarding process always follows a strict system to ensure new hires feel connected and confident as they settle into their roles
How can you tell your employees are disengaged? How can you help them achieve their full potential? What can leaders, managers, and individual team members do to create a culture that promotes engagement? We explore your options in the article below.
Download Today! State of Hiring White Paper
Did you know that 65% of managers guide their hiring decisions based on instinct rather than data?*
With organizations facing a struggle for talent and feeling pressured to fill positions quickly, speed becomes the predominant criteria in the selection process. The result? Hiring managers are left susceptible to unconscious bias and may unknowingly make decisions and choices that exclude certain individuals based on a single characteristic or trait.
Choosing this route could have a long-term effect on an organization’s ability to attract and retain quality talent.
But there is good news! Organizations can address unconscious bias, and in turn gain access to qualified candidates and a diverse and equitable workplace environment.
Download Today!
From building organization-wide awareness to committing to Diversity and Inclusion Initiatives, learn more about the steps your organization can take to combat unconscious bias by downloading State of Hiring, our new exclusive PXT Select™ white paper.
How to hire a perfect PPC Specialist for your organisationHireQuotient
1.Craft a compelling job description
Crafting a compelling job description is paramount in the recruitment process as it serves as the initial touchpoint between a company and potential candidates.
2.Candidate discovery
Discovering relevant candidates is pivotal in the recruitment process. EasySource's talent discovery model uses advanced algorithms to identify candidates whose skills match job requirements
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds PPC specialist with relevant skills, profiles, and work experience.
4.Assess candidates
Assessing candidates' skills is crucial for identifying the right fit. EasyInterview's skill assessment tool evaluates candidates based on job-specific competencies.
5.Interview candidates
Automated video interviews offer insights beyond resumes. EasyInterview enables recruiters to assess candidates comprehensively, whether hiring for one position or at scale. Moreover, involving hiring managers expedites decision-making in the recruitment process.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
Once you have shortlisted the candidates, verify their work history and performance in previous roles. This step is essential in ensuring the authenticity of their claims and understanding their strengths and areas for development.
8.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits. It must include the start date, the probationary period (if any), and the signature of the employer.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/ppc-specialist
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
How to hire the perfect VP of Marketing for your organizationHireQuotient
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Use of psychometric assessments through universally accepted tests such as Workplace Big Five contribute huge value to various HRM processes such as competency based recruitment/ selection, performance and potential appraisal, competency mapping, assessment and development centres, training and development etc. The data obtained through such provides profound picture of the innate behavioral qualities of our human resources and help us make profitable people decisions.
Whether you are looking for a predictive way to select new hires, or to evaluate current talent for succession planning purposes, Predictor can help your business.
Whether you are looking for a predictive solution to select new hires or to evaluate existing talent for succession planning purposes, Predictor can help. Check out how...
Nucleus - Creating a structured interview processJon Surman
You have set outreach templates and steps in place to source the best candidates. The onboarding process always follows a strict system to ensure new hires feel connected and confident as they settle into their roles
How can you tell your employees are disengaged? How can you help them achieve their full potential? What can leaders, managers, and individual team members do to create a culture that promotes engagement? We explore your options in the article below.
Download Today! State of Hiring White Paper
Did you know that 65% of managers guide their hiring decisions based on instinct rather than data?*
With organizations facing a struggle for talent and feeling pressured to fill positions quickly, speed becomes the predominant criteria in the selection process. The result? Hiring managers are left susceptible to unconscious bias and may unknowingly make decisions and choices that exclude certain individuals based on a single characteristic or trait.
Choosing this route could have a long-term effect on an organization’s ability to attract and retain quality talent.
But there is good news! Organizations can address unconscious bias, and in turn gain access to qualified candidates and a diverse and equitable workplace environment.
Download Today!
From building organization-wide awareness to committing to Diversity and Inclusion Initiatives, learn more about the steps your organization can take to combat unconscious bias by downloading State of Hiring, our new exclusive PXT Select™ white paper.
Resumes, interviews, and recommendations provide a solid starting point for gaining a basic sense of who a person is. But talent management assessments go a few steps further to collect additional information that organizations can use to better predict whether an individual will find success in a position and perform to their full potential. To select the right person for a specific role and nurture them for continued success, you need to cast even more light on the right information—information that might otherwise remain hidden in the shadows if your organization relied solely on resumes and recommendations.
That’s where talent assessments shine.
How can organizations promote individual engagement to meet the extreme challenges and uncertainty of the times? And what can PXT Select™ do to help?
We explore the answers to these questions in Managing Rapid Change Through Employee Engagement.
With 70 percent of US workers disengaged from their jobs, the American workplace has some work to do, especially during this time of economic uncertainty. The simple truth is employee disengagement costs money—serious money. In fact, disengaged employees cost the US economy up to $605 billion per year—not exactly pocket change. Now more than ever, companies need engaged employees to keep their businesses afloat, save money, and discover the solutions needed to navigate our current crisis.
So, what can organizations do to boost engagement during challenging times?
Whether we’re fans of it or not, working from home has become a reality that’s here to stay—with or without a crisis. While some personalities lend themselves well to working from home, others have a more difficult time adjusting to remote conditions.
Knowing how we function in our natural state can help us see our obstacles before they become significant challenges or problems. Sharing this insight with our colleagues and teammates can help us make it through good times and challenging times with a greater sense of self and community.
The PXT Select can help the members of your organization work effectively from home
Coronavirus changed how we work and do business in ways we don’t even know yet. But for all the change going on, one thing hasn’t changed—the need for engaged employees. If anything, organizations require engaged employees now more than ever. Before the virus, employee disengagement levels among American workers reached as high as 70 percent—costing the US economy between $450 and $550 billion per year.
In an environment of economic volatility, today’s organizations cannot afford to ignore employee engagement. Besides saving money, high employee engagement gives organizations the edge they need to not only survive but to thrive in today’s market of uncertainty.
But to create a culture of engagement, leadership needs to play a direct role in developing and implementing an engagement strategy and in finding the right tools to get the job done. That’s where PXT Select™ can help organizational leaders create the CHANGE needed to build high-performing cultures that drive results.
Selecting and developing capable and confident leaders has become more critical today than ever before.
Discover 4 proven strategies to guide you through today's white water leadership challenge.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Assessments aren't created equal. Utilizing assessment technology during the hiring and selection cycles is increasing. This is what you need to know about our technology. To learn more contact me to get your questions answered.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
What are the main advantages of using HR recruiter services.pdf
Hire Simpler and Smarter
1. Hire Simpler and Smarter
You know who your top employees are.
Beyond their technical skills your best
employees most likely have good
communication skills, a positive outlook
and they enjoy their work and fit well
with their job, the culture, their teams
and above all else they get on well with
their manager. You would like to hire
2. candidates that have similar
characteristics which is perhaps why so
many employers have turned to
marathon interviews because they lack
a valid and reliable measurement tool to
identify the right candidate.
It's easy to screen for hard skills, but how
do you assess for empathy, or a positive
outlook? It's worth noting that it's the soft
skills that can be most crucial to a
candidate's post-hire performance.
3. Job postings with a string of soft skills
does nothing to ensure the candidate
actually has the level of soft skills you
are looking for. The operative word here
is LEVEL!
All candidates share some level of
"attention to detail" or “multi-tasking”
but my level is going to be different than
yours and mine may not meet the level of
focus and quick pace required by the
4. job, while your aptitudes may have a
better fit. There lies the rub. How does an
interviewer, recruiter, or hiring manager
independently determine which of us has
the right behavioral level without using a
special tool?
It's important to note that we all share
varying degrees of basic human
behaviors; and all jobs requirement
varying levels of behavioral skills and
aptitudes levels. Matching the right
person to the job based solely on an
interview and resume is fraught with
uncertainty.
The Good Old Bell Curve
For those of you who skipped the bell
curve lecture in Psych 101 here's a little
refresher. Psychometric research (the
5. design and interpretation of tests that
measure psychological values) collects
the data from tens of thousands of test
takers and charts the results on a 1 to 10
scale.
Let's look at Self-Starter as an example,
or one's preference for independence,
multi-tasking, and assertiveness often
associated with sales.
On the low end of the continuum 1, 2, or
3 we can surmise that a person with this
6. score works best in a structured highly
focused, repetitious and exacting
position perhaps a Data Entry Clerk, or
Loan Processor.
At the high end of the continuum 8,9,10
we can surmise that a person with this
score works best in a fast paced, multi-
tasking, less constrained role such as
sales. Neither score is bad or good. The
value of the score is relevant to the job
requirement.
The outliers have behaviors that few
others possess. If I'm hiring a Sales-rep
I'm looking for Self-Starter scores in the
8,9,10 range and if hiring for a Data-
7. entry-clerk, or Laboratory technician I
will give preference to candidates
scoring in the 1,2,3 range.
Without the right tool, finding the right
people for the job is filled with risk and
intuition. Résumés and interviews are
unreliable often leaving the interviewer
with more doubts than a sense of
confidence.
8. Do they have the aptitude to get the job
done? How will they behave in difficult
situations? How will they work with their
manager or on their team? Will the job
motivate and inspire them to stay for
the long haul? These doubts are
dispelled if using the right pre-hire
assessment.
That’s why it makes sense to choose PXT
Select™ Job Fit assessment and Insights
9. For Performance to provide our free
service to oversee the administration of
the PXT Select assessment. Our reliable
and proven assessment service helps
organizations make smarter hiring
decisions.
With PXT Select, and IFP you’ll be able to
plan earlier, interview better and faster,
hire smarter, and retain longer.
Many hiring managers start the selection
process without knowing what their
10. ideal candidate looks like. Whether
you’re seeking a senior executive, a mid-
level manager, an individual contributor,
or a salesperson, PXT Select™ coupled
with our two decades of experience will
help you build a custom performance
model using a five-minute Job Analysis
Survey to fine tune traits and behaviors
required for success in a specific role.
11. The PXT Select™ coupled with IFP’s free
administrative services helps hiring
managers and recruiters align early in
the hiring and selection process by
defining performance targets across
cognitive traits, behavioral traits, and
occupational interests that are critical to
success.
12. The performance model taken from our
extensive Performance Model Library is
based on others in the same or similar
role from your industry, who have been
successful in that role and the model can
be downloaded from the Performance
Model Library where it can be
customized collaborating with your IFP
support representative.
The performance model may also be
derived through a Concurrent Study
The scores of three or more of your top
performing individuals who have taken
the PXT Select are used to build a
custom performance model using our
proprietary AI.
13. The system's algorithm builds a
performance model based on the
aggregate scores of your organization's
top performers.
These targets, also known as
Performance Models, determine the
range of scores typical for success in the
position you are trying to fill.
14. IFP helps fine tune the model with you
to create a clear profile of the ideal
candidate.
Transition from subjective impression
driven interviews and decisions to
efficient data driven interviews and
hiring decisions. Spend less interview
time uncovering challenge areas and
strengths and more time exploring them
with personalized behavioral questions.
Move your candidates forward faster
and with confidence. The Multiple
Candidate Report prioritizes
interviewing top candidates first,
reduces time to fill and mitigates
reliance on multiple interviews.
15. Knowing who to put through the
interviewing process can be daunting.
Resumes and references may look great,
but how do you know what’s below the
surface? And let’s be honest—
interviewing, even when done right, is
not an easy task.
It takes time to prepare job related
questions for the interview, and a lot of
experience to know what to ask, and the
process can be intimidating if you’re not
an expert interviewer. Asking insightful
16. questions is just one piece. Remaining
objective and knowing what to listen for
is every bit as important. But don’t
worry, we can help. The PXT Select
Comprehensive Selection Report with
tailored interview question will have you
interviewing every candidate with
objective, bias free, insightful behavioral
questions.
17. IFP is with you every step of the way. Our
experienced team manages every step of the
assessment process for you and there is no cost
for our services.
The PXT Select™ assessment asks
candidates to respond to a set of
questions to determine their fit to the
position. The higher the overall Job Fit
result, the better the fit to the role.
Hiring managers can reach out to the
most qualified candidates and advance
them to the interviewing process.
Assessment results include personalized
interviewing questions to probe for how
candidates might respond in different
18. situations, especially in areas where the
person doesn’t quite fit the model. This
can provide insight that will help hiring
managers better assess the fit with the
team and organization.
Hiring the wrong person can be
expensive. We help you objectively
compare candidates against your chosen
benchmark to understand if and how
they fit the requirements of the job. You
can also compare multiple candidates to
see who might be a better fit.
19. Is your organization committed to
unbiased hiring and promotions?
Make "job fit" a strategic approach to
an inclusive and diverse culture. As with
any assessment it should account for no
more than one third of the talent
decision.
See Discrimination Lawsuits on the Rise
Gathering information from the résumé
and the interview is a great start, but
20. how do you know you’re choosing the
right person? Or maybe you have two
great candidates, but aren’t sure who
might be the ideal match?
Choosing a candidate is a huge
responsibility. If you make the right
choice, it’s a win. If you don’t make the
right choice, it can cost your
organization thousands of dollars—not
to mention the extra time and effort of
recruiting someone new and fixing any
damage the “bad” hire left behind.
The PXT Select™ assessment compares
candidate results to the job
21. requirements and provides an overall
Job Fit result. The closer the result to the
target, the better the fit. With our
unique Job Fit feature, PXT Select
measures the overall fit to the role
measuring across 20 different variables
that span Cognitive Thinking and
Problem Solving, Behavioral Traits, and
Occupational Interests. This provides
unbiased insight across all candidates in
the selection process. And you aren't
alone on this quest. IFP is with you every
step of the way to guide and assist at no
additional cost.
22. It takes effort to hire the right people;
keeping them requires even more.
Our inclusive full suite of reports helps
managers ramp up new employees
quickly and effectively. Develop bench
23. strength by getting a full picture of how
employees might fit future job
assignments and opportunities with a
Multiple Positions Report.
Managers are empowered to lead their
team at the level of one using the
multiple reports to coach, avoid conflict,
improve team work, build leadership
skills and more.
The PXT Select™ assessment is fair and
unbiased and complies with the U.S.
Department of Labor’s Fairness and
Adverse Impact guidelines and is free of
discrimination to the selection process