How to attract, develop and retain your millennial talent! | Talent Connect 2016
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Frans Mahieu, Kimberly-Clark Raymond Steward, American National In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent. Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers. American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent. Frans will show you how to catch them; Raymond will show you how to keep them. Key highlights: How to differentiate your company from the competition. Turning strategy into an execution that delivers. Rallying the troops from collaboration to execution. How to create a competitive edge by creating competitive VALUE. Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Leading your talent acquisition team through change | Talent Connect 2016
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
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The unified brand: Aligning your consumer, corporate, and employer brands | T...
The unified brand: Aligning your consumer, corporate, and employer brands | T...LinkedIn Talent Solutions
Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn
Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.
Key highlights:
Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
Your employees are your best brand ambassadors. LinkedIn can help to empower them.
A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeThree insights that will define your recruiting strategy in 2017 | Talent Con...
Three insights that will define your recruiting strategy in 2017 | Talent Con...LinkedIn Talent Solutions
Harry Dhebar, LinkedIn
Reuben Obaidullah, LinkedIn
Allison Schnidman, LinkedIn
Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeStand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeCreate an internal brand for your talent acquisition team | Talent Connect 2016
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeGrowth from within: Recruit internally to grow your company | Talent Connect ...
Growth from within: Recruit internally to grow your company | Talent Connect ...LinkedIn Talent Solutions
What if you could complete any project without looking to recruit externally? And all you had to do was give people a chance to put their hands up to do the work they're passionate about and you would see exponential results? Think this sounds impossible? You can make this happen! This session will teach you to reimagine your internal hiring practices, reinvent the talent development proposition & rethink what’s possible if you get out of the way of your most valuable asset-your team members.Game-changing campus strategy that works across TA | Talent Connect 2016
Tey Scott, LinkedIn
Doris Tong, LinkedIn
Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you!
Key highlights:
Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this.
Even the playing field: What processes and tools we use to help create equal opportunity.
Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Design thinking workshop: How personas and journey maps can improve the candi...
Design thinking workshop: How personas and journey maps can improve the candi...LinkedIn Talent Solutions
Anton Artemenkov, Sutherland Labs
Anna Fullerton-Batten, Sutherland Global Services
We all want a never ending pipeline of highly qualified talent and innovative solutions to make recruiting easy. However, the reality is that the war for talent is getting harder. So to enable smarter talent acquisition, new approaches need to be explored. In this session we tell the story of how, with limited time and budget, we experimented with new ways of approaching existing challenges by applying Design Thinking principles. Find out how we used immersive research, ‘walking in candidates shoes’, to understand the candidate journey throughout the recruitment process, created behavioural personas and journey maps and how we used the insights learnt to create better candidate experience.
Session highlights:
Top tips for personas and journey maps creation.
Learn how we applied this in our Bulgaria geography (one of the world’s hotbeds for multilingual IT and customer support talent).
Insights on how to enable leadership buy-in.
This workshop will have practical exercises and share tips of how they can start doing this themselves.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeSwap out your hiring manager headache for a true business partnership | Talen...
Swap out your hiring manager headache for a true business partnership | Talen...LinkedIn Talent Solutions
Cailin McDuff, LinkedIn
Rebecca Vertucci, LinkedIn
Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.
Session highlights:
Setting the stage.
Powerful intake meetings.
Talent pool data is your friend.
Open communication throughout the process.
Turning hiring managers into recruiters.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeHow to create a compelling employer value proposition | Talent Connect 2016
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeCandidate behavior has changed - has your hiring? | Talent Connect 2016
Vidya Chandra, LinkedIn
Monica Lewis, LinkedIn
There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.
Session highlights:
How the talent of today finds their next career move, and what it means for you.
Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Establishing an efficient in-house recruiting team in a larger region | Talen...
Establishing an efficient in-house recruiting team in a larger region | Talen...LinkedIn Talent Solutions
Sharon Tan, Singtel
Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.
No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.
This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.
Key highlights:
How to drive change and transform the recruitment model in your organisation.
How to centralize the TA function in a larger region.
Driving your team to refocus on your Employer Brand and strengthen through social media.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeBuilding an EVP from scratch, in-house, super fast, for free, based on real d...
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/2e5ojNeHelp wanted: Bringing the old one-size-fits all job description into the mode...
Help wanted: Bringing the old one-size-fits all job description into the mode...LinkedIn Talent Solutions
Chris Mulhall, PointClickCare
Yasemin Alev, LinkedIn
Lauren Sehy, LinkedIn
Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.
Session highlights:
Understanding and addressing each job’s target audience and their motivators.
The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeBuilding a 2015 Recruiting Plan for Small to Medium Businesses | Webcast
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
How Eventbrite leverages marketing to scale recruitment & fills tough positio...
How Eventbrite leverages marketing to scale recruitment & fills tough positio...LinkedIn Talent Solutions
The document discusses how Eventbrite leverages marketing strategies over traditional sourcing to scale recruitment and fill positions more quickly. It emphasizes using storytelling to build awareness, attention, and affinity to attract the right candidates. Eventbrite shares stories about why their culture and opportunities are interesting on various channels to generate interest at candidates' own pace. This approach increased sourced response rates by 20% and applicants by 100% while decreasing time to fill openings by 25%. Recruiting for the future: How top firms hire individuals with game-changer ...
Recruiting for the future: How top firms hire individuals with game-changer ...LinkedIn Talent Solutions
This highly interactive leading-edge session will include:
• Making the business case for hiring high value and steep career trajectory individuals.
• How to forecast a candidate’s career and retention trajectory.
• Understanding the key strategic skills that differentiate high-value candidates from the average hire.
• How to identify and assess a candidate’s strategic capabilities including learning ability and innovativeness.From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...LinkedIn Talent Solutions
Building an engaged employee base helps you retain the great talent you already have and attract new, qualified people to come work for your organization. But how exactly do you do that?
On average, a company’s employees have 10 times as many connections as a company has followers. So what better way to amplify your talent brand message than through your own employees?
This presentation will teach you how to turn your employees into advocates for your talent brand and the impact it can have on your organization. You will learn about promoting your brand internally, boosting referrals, social media advocacy, facilitating employee created content, and more.Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
How to Measure & Improve Quality of Hire [Webcast]
Trends show that SMB companies are focusing on quality of hire as a way to invest in building a successful 2016.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more: http://bit.ly/1WQLkTi
Surge hiring: A programmatic approach to high volume recruiting | Talent Con...
Surge hiring: A programmatic approach to high volume recruiting | Talent Con...LinkedIn Talent Solutions
At LinkedIn, we hire next years new sales people in q4 of the current year. Historically we have achieved this by sheer force of will with mixed results. This past year we applied a programmatic approach, determining TA resourcing, creating internal hiring deadlines, exception processes, reporting, etc. before launch. We used regular comms to keep the business informed and TA engaged. Further we created a scalable and repeatable template for success that can be applied for years to come.What's hot (20)
The unified brand: Aligning your consumer, corporate, and employer brands | T...
The unified brand: Aligning your consumer, corporate, and employer brands | T...
Three insights that will define your recruiting strategy in 2017 | Talent Con...
Three insights that will define your recruiting strategy in 2017 | Talent Con...
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...
Create an internal brand for your talent acquisition team | Talent Connect 2016
Create an internal brand for your talent acquisition team | Talent Connect 2016
Growth from within: Recruit internally to grow your company | Talent Connect ...
Growth from within: Recruit internally to grow your company | Talent Connect ...
Game-changing campus strategy that works across TA | Talent Connect 2016
Game-changing campus strategy that works across TA | Talent Connect 2016
Design thinking workshop: How personas and journey maps can improve the candi...
Design thinking workshop: How personas and journey maps can improve the candi...
Swap out your hiring manager headache for a true business partnership | Talen...
Swap out your hiring manager headache for a true business partnership | Talen...
How to create a compelling employer value proposition | Talent Connect 2016
How to create a compelling employer value proposition | Talent Connect 2016
Candidate behavior has changed - has your hiring? | Talent Connect 2016
Candidate behavior has changed - has your hiring? | Talent Connect 2016
Establishing an efficient in-house recruiting team in a larger region | Talen...
Establishing an efficient in-house recruiting team in a larger region | Talen...
Building an EVP from scratch, in-house, super fast, for free, based on real d...
Building an EVP from scratch, in-house, super fast, for free, based on real d...
Help wanted: Bringing the old one-size-fits all job description into the mode...
Help wanted: Bringing the old one-size-fits all job description into the mode...
Building a 2015 Recruiting Plan for Small to Medium Businesses | Webcast
Building a 2015 Recruiting Plan for Small to Medium Businesses | Webcast
How Eventbrite leverages marketing to scale recruitment & fills tough positio...
How Eventbrite leverages marketing to scale recruitment & fills tough positio...
Recruiting for the future: How top firms hire individuals with game-changer ...
Recruiting for the future: How top firms hire individuals with game-changer ...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
From Employee to Advocate: Amplify Your Talent Brand Through Employee Engagem...
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
Managing the Quality of Managerial Hires -- Alghanim at ConnectIn Dubai
How to Measure & Improve Quality of Hire [Webcast]
How to Measure & Improve Quality of Hire [Webcast]
Surge hiring: A programmatic approach to high volume recruiting | Talent Con...
Surge hiring: A programmatic approach to high volume recruiting | Talent Con...
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Social Recruiting with LinkedIn Talent Solutions | Webcast
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Leading your talent acquisition team through change | Talent Connect 2016
Will Leahy, LinkedIn
Nick Stannard, LinkedIn
This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.
Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.
Session highlights:
Change Management Frameworks.
Ways to build the case for change within the TA organization.
Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
PWC Millennials At Work 2011
The millennial generation, now entering into employment, will reshape the world of work. Are you ready?
How to rock the workplace as a millenial
Are you a millennial? Think you are different and you shouldn't work for every company? you gotta read this. iroopon's presentation on millennial at workplace.
Back to School: The ABCs of Campus Recruiting Metrics
The document provides an overview of a webinar on using metrics to build an effective campus recruiting program. It discusses how to set recruiting goals aligned with overall talent strategy, measure success competitively, and analyze results to drive excellence. The webinar guest speaker has 20+ years of recruiting experience, including leading university programs. Key takeaways include how to establish strategic goals and tie them to measurable metrics to evaluate performance and ensure the program is achieving its objectives. A variety of standard and innovative metrics are also presented that can provide insights into different aspects of the recruiting process and outcomes.
Best Practices for Campus Recruitment: A Case Study of Freddie Mac
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University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
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What matters most in metrics for sourcing talent on LinkedIn | Talent Connect...
What matters most in metrics for sourcing talent on LinkedIn | Talent Connect...LinkedIn Talent Solutions
Bill Fowles, ABB
Companies that value talent have invested in building and growing that talent through LinkedIn and internal recruiting departments. Budgets have been created to invest in these departments and ensure they are maximizing and getting the best ROI out of this investment, but how are they measuring this success? Is it just number of hires? Is it speed of the hires? How are they measuring the quality of the candidate pool? In my session, I will discuss key metrics that HR, recruiters and executives will understand and make sense of the investment and the ROI in building a strong talent team. Coming away from this session individuals will have an opportunity to look at our KPIs and metrics and incorporate those into their key metrics for their organization.
Key highlights:
Using LI Metrics to measure success and gain insights into the ROI of their tools-review of key data in LI, usage, inmails, searches and pipelines in LI on a weekly, monthly and quarterly basis.
Key Sourcing Metrics we use to measure our recruiters effectiveness and ability to maintain workloads-number of phone screens, submittals to interviews to hires and pipeline lead generation metrics used to measure their success.
Quality of Hire - I will share how we use our data to measure the quality of hire by each recruiter and how our hiring managers view our quality of candidates as a way to evaluate our talent team.
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By 2030, Millennials (ages 18-35) will make up 50% of the US workforce – a fact particularly important for employers and human resource leaders that know future success depends on their ability to attract and retain the best young talent. They are digitally connected, technologically savvy and excited to share their opinions, beliefs and dreams–but what does all that mean for their careers? And for the people who will hire them?
You Can't Manage Millennials
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
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Employee Hiring & Retention
This document provides information and guidance on employee retention and hiring. It discusses evaluating business needs, creating an effective job description, recruiting and interviewing candidates, and hiring and retaining top talent. The presenter, Tanya Reece, has over 10 years of experience in salon and spa management. She will cover evaluating business and staffing needs, developing job descriptions, recruiting through various sources, conducting interviews, hiring the right fit, and retaining employees to minimize costly turnover.
Bridging the Gap Between Sourcing & Recruiting
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
LinkedIn Presentation - 8 March Hong Kong Event
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The Secret Weapon for Sales Recruiting
Brad Wilkins, named the #1 Recruiter in the U.S. by TheLadders.com, is a sought after speaker in the talent and human resources world, and an expert at finding and building high performing sales teams. In the last decade, Brad has reviewed tens of thousands of job applicants and successfully placed hundreds of high performers in a broad range of roles.
To put it bluntly, if you’re looking to build a high performance sales team, Brad’s the guy who can find the right talent.How does he do it?
Brad has a secret weapon - RoundPegg.
Join Brad Wilkins and RoundPegg’s VP of Sales, David Lyon for “The Secret Weapon for Sales Recruiting” where you’ll learn firsthand how to:
- Quickly identify promising candidates when your inbox is slammed with resumes
- Cut through candidates’ sales pitches and uncover top sales talent
- Use a candidate’s values profile to ask the right interview questions
- Onboard new sales hires so they can ramp-up and produce revenue faster
All this and other tips and tricks that Brad uses to hire and retain top sales talent.
talent-trends-southafrica (1)
Three key insights about talent in South Africa from the document:
1. Talent in South Africa is more active than the global average, with 76% classifying themselves as passive versus the global average of 70%.
2. The top three most important factors for talent when accepting a new job are better compensation, more opportunities for advancement, and better work/life balance.
3. During the interview process, talent places most importance on meeting their prospective manager, having their business questions answered, and receiving post-interview follow-up.
Q3 2014 Newsletter vFinal
This newsletter provides HYPE (Healthcare Young Professional Exchange) members with updates on membership, events, and career advice. It announces that HYPE now has over 850 members after a successful membership drive. It highlights upcoming networking events and mentoring opportunities. It also features an article on career advice for young professionals and a question and answer section. The goal of the newsletter is to keep HYPE members informed about opportunities through the organization.
How to Understand the ROI of Investing in People - CMX Summit West 2016
CMX Summit is the world's largest gathering of those who are ready to harness the power of collaboration and community in the digital age. Maia Josebachvili reveals how to predict the value of employee engagement and how to pitch it to management.
Execute: Develop a Long-term Strategy for Experimentation | Optimizely ANZ We...
Shaun Rowland -- Director, Insights and Personalisation for AKQA, and Luke Corkin -- Corporate Account Executive for Optimizely with our latest webinar from the Experimentation Insights Tour.
View the webinar here: https://optimizely.wistia.com/medias/f49pqtsy98
DESCRIPTION: Why the “Test and Learn” culture is critical to your CRO success.
Go beyond just knowing the need for experimentation and build a strategy for ongoing success. Learn the top challenges involved in developing and ensuring a long-term experimentation vision.
You'll learn:
* What roles and personalities you need to recruit for the team
* How to establish test and learn guardrails that keep your program on track with your business strategy
* Prioritisation and valuation of experimentation pipeline
* The tools and process used to track the health of your programme
Springfield Chamber Membership Breakfast: Spring 2011
Presentation includes financial tips from Tom Draggoo of Siuslaw Bank and Workplace Culture & Productivity from Meri Justis.
Communicating Pay to Employees
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
Webinar - How to Communicate Compensation to Employees
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
View this webinar and learn:
-Why talking about pay with employees is so important
-How you can train your managers to have useful compensation conversations
-What typical situations you may encounter when it’s time to talk pay
In partnership with BambooHR
Communicating Pay to Employees
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
181120 HIØ What is inbound marketing.pptx
The document provides an introduction to inbound marketing. It defines inbound marketing as a holistic, data-driven approach to marketing that attracts individuals to a brand through valuable content and converts them into loyal customers. The document outlines the key steps of the inbound method as attracting strangers to digital channels through blogs and social media, converting visitors into leads through content offers and landing pages, turning leads into customers through nurturing workflows and blog notifications, and turning customers into ambassadors by making sharing easy and engaging on social media with smart content.
Introduction to entrepreneurial management
Research from Harvard Business School’s Shikhar Ghosh shows that 75% of all startup enterprises fail. What causes these failures and what can entrepreneurs do to mitigate the risk? Enter “Entrepreneurial Management.”
In Session 4 of Entrepreneurship 101, we discuss the research from Startup Genome’s report, define the 5-Dimensions of success and introduce entrepreneurial management practices that startups can use to reduce the risk of failure. Startups are not just small versions of big companies – they need special tools and methodology to manage uncertainty and find their place in the market. We aim to equip attendees with the tools to mitigate risk and enjoy the journey of building a great company.
Leveraging the power of Marketing Automation for Sales Funnels
Pitchdeck for the Inclusive Prosperity Financial Summit 2019 in Manila, the Philippines.
There’s an urgent need for a more sophisticated approach, in terms of marketing automation & lead generation funnels
7 steps for an increased sales-rate success:
1. Define target audience
2. Develop converting landing page
3. Promote your product/service
4. Retarget visitors
5. Drive conversions
6. Run through nurture streams
7. Close the deal
Need an extra hand with your sales/marketing efforts?
We are a Result-driven Digital Agency based in Hong Kong & Manila. We embrace the power of analytical methods & technologies to always deliver the best possible outcomes for all your digital marketing campaigns.
www.eoi.digital
Talent Trends Report - 2015
Three key insights about what high tech professionals in the US and Canada want from recruiters:
1. 65% of high tech professionals are passive candidates, meaning they are open to new opportunities but not actively job searching.
2. The top three factors that would entice high tech professionals to accept a new job are better compensation, improved work-life balance, and ability to make an impact.
3. When first contacted by recruiters, high tech professionals want to understand why the recruiter believes they are a good fit for the role.
SmashFly Transform: How PwC Changed Its Thinking to Better Attract Candidates
John May and Sondra Dryer of PwC explain how the company shifted its thinking from recruitment to recruitment marketing in order to attract, engage and nurture more quality candidates earlier on in the recruiting lifecycle.
2016 China Recruiting Trends Report
China's recruiting trends in 2016 emphasize quality of hire and relationships. Hiring manager satisfaction is a key quality of hire metric. Social networks and employee referrals are seen as essential trends, with referrals being a top talent source. Employer branding is a high priority, and social media is most effective. Retention is emerging as a concern, but internal hiring is not yet a priority. Overall, China sees opportunities to improve quality of hire measurement and internal mobility.
Performance Based Hiring
This document discusses strategies for performance-based hiring to attract top talent. It recommends defining jobs based on the work to be done rather than the person required. A four-zone model of career satisfaction is presented, showing those most satisfied who actively seek new opportunities. Networks and referrals are emphasized over passive searching as the best way to source candidates. Implementing a sourcing strategy with 50% from networks, 30% employee referrals, and 20% from other sources is advised. Throughout, the document stresses focusing on what candidates will do and become rather than what they will receive from a job.
Lou Adler's Talent Acquisition Strategies for the Fully-Employed | Webcast
If you’re seeking to hire high-demand, passive candidates, you already know it’s no easy feat. Luckily for you, Lou Adler shares insights from his latest white paper and giving you the knowledge you need to approach and recruit high-demand professionals.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
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How to Understand the ROI of Investing in People - CMX Summit West 2016
How to Understand the ROI of Investing in People - CMX Summit West 2016
Execute: Develop a Long-term Strategy for Experimentation | Optimizely ANZ We...
Execute: Develop a Long-term Strategy for Experimentation | Optimizely ANZ We...
Springfield Chamber Membership Breakfast: Spring 2011
Springfield Chamber Membership Breakfast: Spring 2011
Webinar - How to Communicate Compensation to Employees
Webinar - How to Communicate Compensation to Employees
Leveraging the power of Marketing Automation for Sales Funnels
Leveraging the power of Marketing Automation for Sales Funnels
SmashFly Transform: How PwC Changed Its Thinking to Better Attract Candidates
SmashFly Transform: How PwC Changed Its Thinking to Better Attract Candidates
Lou Adler's Talent Acquisition Strategies for the Fully-Employed | Webcast
Lou Adler's Talent Acquisition Strategies for the Fully-Employed | Webcast
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Driving Change: How to Create a More Equitable and Inclusive Workplace.
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Shaping Your 2021 Talent Strategy: Asia Pacific Event
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
The future of recruiting: How COVID-19 is transforming hiring
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
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• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Shaping Your 2021 Talent Strategy: North America Event
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
How to Build a Diverse Talent Pipeline
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin America
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry expertsMoving Forward Together: Insights on Talent Management from Asia Pacific
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Moving Forward Together: North American Insights on Talent Management
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Navigating the new world of work
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
Virtual Event: How to Lead a Remote Team
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Intro to LinkedIn Talent Hub
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
Future of Recruiting Webinar
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
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This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product EvangelistLinkedIn Talent Hub Webinar
LinkedIn Talent Hub brings LinkedIn Recruiter and Jobs together into a new ATS platform that lets you source, manage, and hire – all in one place.
Intro to LinkedIn Talent Hub
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Quarterly Product Release Webinar: Summer Edition
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Gender Insights Report: How Women and Men Find Jobs Differently
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
How the number of women of leadership can impact overall gender balance
Gender balance starts at the top
Quarterly Product Release Webinar: Spring Edition
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
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Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
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加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
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二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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How to attract, develop and retain your millennial talent! | Talent Connect 2016
- 2. Jeff Ruby Regional Sales Manager, LinkedIn How to Attract, Develop and Retain your millennial Talent!
- 4. Our speakers Frans Mahieu Global HR Marketing Director- Kimberly-Clark Raymond Steward Director of Talent Management- American National
- 5. Millennial talent is the largest, most diverse generation in the workforce
- 6. 55% Millennials that left their jobs because of the concern of advancement
- 7. 50+% Millennials found new jobs through online/social networks
- 8. Frans Mahieu Global Marketing Director HR, Kimberly-Clark Life is too short to bore your candidates!
- 9. “ Y o u c a n ’ t b o r e y o u r p e o p l e i n b u y i n g y o u r p r o d u c t ” B i l l S a m u e l s , F o u n d e r M a k e r ’ s M a r k
- 10. FIND YOUR VOICE BUILD IT INTO A COMPELLING, ENGAGING STORY E M P L O Y E R B R A N D I N G REPEAT
- 11. 1 4 4 Y E A R S O F O R I G I N A L T H I N K I N G
- 13. I N T E G R A T E D M A R K E T I N G P R O C E S S Marketing Idea Marketing Program & Engagement Brand Story Brand Foundation COMPANY INSIGHTSCOMPANY AND CANDIDATE INSIGHTS
- 14. R E A C H T O P M I L L E N N I A L T A L E N T Neenah, WI
- 15. O U R B R A N D S T O R Y
- 17. M A R K E T I N G I D E A
- 18. W H AT T Y P E O F O R I G I N A L T H I N K E R A R E Y O U ?
- 19. B L A H B L A H B L A H V S . E N G A G E M E N T V E H I C L E S
- 20. C O N T E N T H U B T O S H O W C A S E O R I G I N A L T H I N K E R S A N D T H E N E E N A H A R E A
- 22. W E L C O M E O R I G I N A L T H I N K E R S C A M PA I G N
- 23. CANDIDATE & RECRUITER ENGAGEMENT WEBSITE TRAFFIC WORKDAY ATS VISITORS FROM ORIGINAL THINKERS QUIZ +25% 20% R E S U L T S
- 24. Raymond Steward Director of Talent Management, American National You’re hired, now what?
- 25. The number of decisions we make about someone in the first 7 seconds of meeting them 11
- 27. Get off the nail.
- 28. Where I started • Overhaul & Streamlining of Onboarding • Review results of engagement survey & turnover for the last 3 years • Revamped College Recruiting • Put more structure around our internship program
- 29. Value • Clock is ticking • Connect the dots • Perks are great but Purpose is greater • What’s important to them? • Ask the tough questions
- 30. Engagement • Interactive & collaborative onboarding • New Employee Orientation • Assigning a mentor • Conversations around developmental plan and career progression • Leadership Courses • Rotational programs • Create an employee group for young professionals • Community involvement
- 31. Assessment / Analytics • Data will tell you everything you need to know • How do you assess? Ø New hire meet & greet Ø Review & share blog entries Ø Tracking hires & sources for common trends and practices that could be replicated Ø Build vs. Buy Ratio
- 32. Strategy
- 34. Value Engagement Assessment / Analytics Strategy Get off the Nail
- 35. Key Takeaways • Find your company’s differentiation • Create compelling ways to engage with your candidates and employees • Once your strategy is sound and proven, execute your plan • What happens in Vegas should not stay here. Bring Vegas home with you.
- 36. Q U E S T I O N S Frans Mahieu Global Marketing Director HR- Kimberly-Clark E-mail: Frans.Mahieu@kcc.com Twitter: @globalmahieu Raymond Steward Director of Talent Management- American National E-Mail: raymond.steward@americannational.com Twitter: @ r a y m o n d _ s t e w a r d