It's time recruiting teams start taking full advantage of the internet. This deck dives into the topic of inbound recruiting, and what it takes to attract, nurture, and convert candidates in today's digital era. Learn more at www.jibe.com.
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
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.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Winning the war for talent: A creative approach to employer branding in the t...LinkedIn Talent Solutions
Przemek Berendt, Luxoft
In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
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.
Get Proactive, Driving Change in Your Talent Organisation -- Customer Session...LinkedIn Talent Solutions
Customer session: Get proactive, driving change in your talent organisation. Christine Connor, Head of Talent Acquistion, Coles. Sharon Tan, SingTel Group, Head of Talent Acquisition, SingTel.
In this session you will learn how leaders from two large companies have effected change within their organisation. At Coles, Head of Talent Acquisition Christine Connor is in the midst of a three year journey of transformation, with the end goal of shifting recruitment from a reactive to more proactive model. Recently, this has included building out new internal hiring capabilities, partnering with a RPO, and now re-focusing on talent brand. For SingTel, acting Head of Talent Acquisition Sharon Tan is leading the building of a centralised operating structure, including a more efficient and reliant in-house recruitment team and a renewed focused on talent brand. If you’re looking to effect similar change within your company, this presentation is for you.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
How Atlassian transformed its candidate experience to out-care the competitio...LinkedIn Talent Solutions
Kristen Clemmer, Atlassian
Caitriona Staunton, Atlassian
Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.
3 questions to think about when you're planning your own candidate experience:
-Are you creating high touch experiences that make the candidate feel special?
-Does your candidate experience go beyond the individual to others impacted by a job decision?
-And what stages of your own candidate experience can be enhanced by embedding your company values?
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Winning the war for talent: A creative approach to employer branding in the t...LinkedIn Talent Solutions
Przemek Berendt, Luxoft
In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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.
The document discusses the candidate journey on LinkedIn, noting that there are over 467 million members with 2 new members joining every second. It outlines that 75% of candidates are passive, not actively looking for jobs, while 25% are active. It also discusses the different touchpoints candidates have with recruiters and companies through things like InMails, profile visits, and viewing job opportunities. Finally, it discusses optimizing the job posting and application process to focus on fit, edge, and culture to better engage both active and passive candidates.
Leveraging Data: LinkedIn Recruiter, Jobs, & Talent Pool AnalysisLinkedIn Europe
We held a recent webinar for our corporate customers which showed them:
- How to leverage LinkedIn Recruiter data to improve efficiency and workflow
- How to understand who is engaging with jobs and how to use this knowledge to maximise performance
- How to conduct a talent pool analysis
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
The document discusses the new normal of talent management in today's social media era. It emphasizes that companies must have a strong social media presence and brand to stay ahead of competition in recruiting top talent. Having an employee value proposition and engaging candidates on social networks allows companies to broadcast their culture, develop relationships with candidates, and build a talent pipeline to find the right people faster. The document presents talent management as consisting of workforce planning, talent acquisition, selection, onboarding, development and performance management. It stresses that HR professionals must now market their companies like brands to attract and engage talent online.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...LinkedIn Talent Solutions
Time to face it – the old recruiting playbook just doesn’t cut it. Ready to get disruptive? salesforce.com shares three how the company uses data, analytics, and culture to disrupt where, who, and how to recruit.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
By David F. Larcker, and Brian Tayan Core Concepts June 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance at Stanford University
Data & creativity: How marrying the two can inform your employer | Talent C...LinkedIn Talent Solutions
This document discusses how employers can use data and research to inform their employer branding strategies in three key ways:
1. Data from both internal and external sources can provide insights into the target audience for an employer brand, including their backgrounds, goals, and reasons to believe in the brand.
2. This audience research and analysis can then help identify the right employee value proposition, channels to reach the target group, and key messages to express through the employer brand.
3. Employers should establish metrics to measure the success of their employer branding strategy based on this data, such as career website traffic, brand awareness, social media engagement, quality of hires, and time to hire. Regular measurement allows employers to refine
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
A strong employer brand can be the key to making new hires. It gives candidates powerful insight into why your company is worth working for, where they might fit in, and how they can help further the corporate vision. Join Guillermo Echarte, LinkedIn Talent Brand Consultant, to learn about the importance of building your employer brand, and how social channels can enable your company to share information related to its culture, values, perks, benefits and mission.
Learn more about our solutions at http://bit.ly/2f7Cge8
Content marketing for search and staffing webcastLinkedIn Europe
This document summarizes a LinkedIn webinar about increasing content marketing effectiveness on LinkedIn. The webinar covered identifying the three core audiences for recruitment agencies - candidates, clients, and consultants. It discussed the types of content each audience wants, such as candidates wanting job opportunities and career tips, clients wanting industry expertise and thought leadership, and consultants wanting career development. The webinar also provided tips for creating engaging content, such as displaying industry expertise, sharing company culture, and curating or creating original content. Attendees were encouraged to participate in the discussion and share links that might interest their followers.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
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.
The document discusses the candidate journey on LinkedIn, noting that there are over 467 million members with 2 new members joining every second. It outlines that 75% of candidates are passive, not actively looking for jobs, while 25% are active. It also discusses the different touchpoints candidates have with recruiters and companies through things like InMails, profile visits, and viewing job opportunities. Finally, it discusses optimizing the job posting and application process to focus on fit, edge, and culture to better engage both active and passive candidates.
Leveraging Data: LinkedIn Recruiter, Jobs, & Talent Pool AnalysisLinkedIn Europe
We held a recent webinar for our corporate customers which showed them:
- How to leverage LinkedIn Recruiter data to improve efficiency and workflow
- How to understand who is engaging with jobs and how to use this knowledge to maximise performance
- How to conduct a talent pool analysis
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
The document discusses the new normal of talent management in today's social media era. It emphasizes that companies must have a strong social media presence and brand to stay ahead of competition in recruiting top talent. Having an employee value proposition and engaging candidates on social networks allows companies to broadcast their culture, develop relationships with candidates, and build a talent pipeline to find the right people faster. The document presents talent management as consisting of workforce planning, talent acquisition, selection, onboarding, development and performance management. It stresses that HR professionals must now market their companies like brands to attract and engage talent online.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...LinkedIn Talent Solutions
Time to face it – the old recruiting playbook just doesn’t cut it. Ready to get disruptive? salesforce.com shares three how the company uses data, analytics, and culture to disrupt where, who, and how to recruit.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
By David F. Larcker, and Brian Tayan Core Concepts June 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance at Stanford University
Data & creativity: How marrying the two can inform your employer | Talent C...LinkedIn Talent Solutions
This document discusses how employers can use data and research to inform their employer branding strategies in three key ways:
1. Data from both internal and external sources can provide insights into the target audience for an employer brand, including their backgrounds, goals, and reasons to believe in the brand.
2. This audience research and analysis can then help identify the right employee value proposition, channels to reach the target group, and key messages to express through the employer brand.
3. Employers should establish metrics to measure the success of their employer branding strategy based on this data, such as career website traffic, brand awareness, social media engagement, quality of hires, and time to hire. Regular measurement allows employers to refine
The document provides an overview of LinkedIn Talent Solutions' quarterly product updates. Key points include:
- Integrated search now allows searching candidates and building pipelines directly within projects for increased efficiency.
- Carousel ads were introduced, allowing multiple images/jobs/headlines in one ad unit for better engagement.
- Recruitment ads are now self-serve for easier reach and pipeline building.
- Career page analytics were enhanced to provide more visitor data and job seeker engagement metrics for improved talent strategies.
Developing a more strategic recruiting approach can help your institution overcome certain challenges, increase quality of hire, and save time and money.
Discover how Clemson University grew their passive candidate database, plus:
• Reduced the number of hiring steps by almost 50%
• Reduced require approvals from 11 to 2
• Reduced time to hire by 13 weeks
• Increased their social media following in one year by 68%
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and place top candidates. To learn more, visit us here: http://bit.ly/1SCcmY2
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
A strong employer brand can be the key to making new hires. It gives candidates powerful insight into why your company is worth working for, where they might fit in, and how they can help further the corporate vision. Join Guillermo Echarte, LinkedIn Talent Brand Consultant, to learn about the importance of building your employer brand, and how social channels can enable your company to share information related to its culture, values, perks, benefits and mission.
Learn more about our solutions at http://bit.ly/2f7Cge8
Content marketing for search and staffing webcastLinkedIn Europe
This document summarizes a LinkedIn webinar about increasing content marketing effectiveness on LinkedIn. The webinar covered identifying the three core audiences for recruitment agencies - candidates, clients, and consultants. It discussed the types of content each audience wants, such as candidates wanting job opportunities and career tips, clients wanting industry expertise and thought leadership, and consultants wanting career development. The webinar also provided tips for creating engaging content, such as displaying industry expertise, sharing company culture, and curating or creating original content. Attendees were encouraged to participate in the discussion and share links that might interest their followers.
Leela Srinivasan, Lever
Amanda Bell, Lever
For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.
Session highlights:
Why it's time to blow up your job descriptions.
Where to source candidates (beyond the obvious places).
How to make hiring a strategic priority internally.
And 10 other hacks!
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
JEE (Mains) and MH-CET Coaching Classes NagpurSomalwarAcadamy
Somalwar Academy of Professional Studies (SAPS) is the best training Classes in Nagpur , We have certainty in foreseeable progress . Educating is propelling sponsorship for a lone individual in getting change and achievement.saps coaching classes immediate enduring all through the these term courses Jee(mains) and MH-CET.
Webinar – Bringing Networks to Life
This webinar provides practical advice and tips for creating data visualization applications to increase user engagement. Using real-world examples, visualization expert, Nathanial Benson, outlines the tactics required to build interesting, intuitive and informative data visualizations.
Suitable for a technical and non-technical audience.
This document provides a summary of harmonized European standards for medical devices that have been published or updated in the Official Journal of the European Union. It lists the reference and title of each standard, its date of first publication, any standards it supersedes, and the date when conformity to superseded standards is presumed to cease. The standards cover a wide range of medical device types and technologies, including sterilization equipment, gloves, ventilators, syringes, and more.
This document discusses the risks of several common childhood vaccines:
1) Hepatitis B vaccine - It questions the need to vaccinate infants against this disease that is rarely contracted in childhood. It notes the vaccine's link to adverse effects like multiple sclerosis.
2) Hib vaccine - It argues the reduction in Hib disease may be due to replacement by other pathogens causing similar symptoms. It also cites the vaccine's link to diabetes and adverse effects reported to VAERS.
3) Polio vaccine - It discusses past issues with the oral polio vaccine potentially causing polio and shedding live virus. It raises concerns the early polio vaccines were contaminated with SV40, which may have contributed to increases in
El documento contiene información sobre tres personas: Luis Miguel Guevara Alférez, Andrés Felipe Jaime Pérez y el Colegio Nicolás Esguerra. También incluye los números 803 y las palabras soldar, interceptar y recorte.
The document provides tips for managing emails more effectively. It notes that people receive an average of 247 billion emails per day, with 80% being spam. It recommends using the GTD (Getting Things Done) method of only keeping emails in the inbox if they require action within 2 minutes, and filing or archiving others. It also recommends Inbox Zero, which involves deleting emails that are just FYI, delegating tasks, and putting other emails on a to-do list to get them out of the inbox quickly. Additional tips include considering if a reply is needed, turning off notifications, using email rules and folders, and taking creativity time away from emails.
This document contains a list of arch wires and accessories for orthodontic treatment. It includes different types of arch wires made of various materials like stainless steel, nickel titanium alloy, and nickel-free stainless steel. The arches are available in round and rectangular shapes in various standardized sizes. Each item listing includes a reference number, description of material and shape, and available package quantities. The document appears to be a product catalog or price list for an orthodontic supplies manufacturer or distributor.
ACCU16 "Let's Not Repeat the Mistakes of SOA: 'Micro' Services, Macro Organis...Daniel Bryant
The technology changes required when implementing a microservice-based application are only one part of the equation. The business and organisation will also most likely have to fundamentally change. In an ideal world, this shouldn’t be a problem - what with the rise of agile, lean and DevOps - but this is not always the situation Daniel encounters in his consulting travels. He would like to share with you some stories of successful (and not so successful) strategies and tactics he has used over the past four years when introducing service-oriented architecture into organisations.
Join Daniel for a whistle-stop tour of the business and people challenges that he has experienced first hand when implementing a greenfield microservice project, and also breaking down a monolith. You will discover ‘divided companies’ vs ‘connected companies’, determine the actual impact of conway’s law, briefly touch on the lean startup/enterprise mindset, dive into change management without the management double-speak, and look at the lightweight processes needed to ensure the technical success of a microservices implementation.
Through the lens of the Striving Styles, each of the Myers-Briggs Type Indicator® (MBTI®) 16 Types comes alive. Discover which quadrant of the brain the INTP prefers to use and the predominant, innate psychological need that drives the INTP's behavior as well as how an INTP can leverage their whole brain in order to develop and achieve their potential.
The SSPS shows that each of the four quadrants of the brain has their own role, or function, to play in our personality and our consciousness. Based on Jung's Theory of Psychological Type, we are hard-wired to prefer one function or quadrant over the others and we use each quadrant or function in either an inwardly or an outwardly way.
1) The document discusses the evolution of atomic theory from Thomson's model to Bohr's model. It describes key experiments such as cathode rays, X-rays, alpha and beta rays that contributed to scientific understanding of the atom.
2) Rutherford's gold foil experiment disproved Thomson's uniform sphere model of the atom and established that the atom has a small, dense nucleus at its center with electrons in orbit around it.
3) Later models such as Bohr's incorporated the concept of electron shells and energy levels to explain the arrangement of electrons in an atom.
This is a tried and true 7 keys to winning football games. A head football coach that designs his practice and workouts around these key factors will have a competitive football program.
1. The document provides tips for PhD students on developing a publishing strategy and getting published, including choosing the right journals.
2. It recommends students consider their audience, publishing timeline and goals to develop a strategic publishing agenda and shortlist of suitable journals.
3. Metrics like the Journal Citation Reports and SCImago Journal Rankings can help evaluate journal quality and impact when selecting where to publish. Following submission guidelines and addressing reviewer feedback can also help get published.
Dronacharya is one of engineering colleges in Delhi and AICTE approved,Top Engineering Colleges in Gurgoan, Bset Engineering College, Engineering College In Dlhi/Gurgaon.
The document describes the KH2 respiratory muscle training and assessment device. It includes several innovative features such as MIP and PIF test functions that allow practitioners to collect patient data in real-time using the portable KH2 device and Breathe-Link Medic software. The KH2 uses an electronically controlled valve and 'Auto Optimising' technology to adapt training resistance to the user's inspiratory muscle capabilities. Test and training data can be viewed and analyzed at three levels to monitor patient progress and assess respiratory conditions.
Key Career Development & Job Seeking Trends in 2024mattcraven14
This report highlights some of the key trends affecting job seekers and aims to provide a jumping-off point for professional bodies and membership organisations to better serve their members through enhanced career development resources.
1) A survey of over 90,000 job seekers found that candidates want employers to see them as individuals rather than just tick boxes. Choosing a job is a personal decision that can impact many years of their lives.
2) While some myths persist, such as believing job seekers only want traditional employment, the survey found most want stable jobs with good work-life balance. A negative recruitment experience would deter over half of candidates from an otherwise attractive offer.
3) The talent market remains hot, with 74% of candidates regularly approached about opportunities. Despite possible economic slowdown, employers will still face talent shortages, so they must understand what candidates want from the recruitment process.
How customers search for an insurance broker - Advisr Webinar - 2019.05.30Advisr
Connecting with customers is tough. Insurance Brokers need to stand out, differentiate themselves and go where their customers are. Get great tips on how customers review, find and ultimately select an insurance broker to partner with.
This ebook covers the following topics with regard to social selling across an enterprise.
1) Balancing Relationship-Based Culture and Performance
2) Social Selling Satisfies Revenue Demand and Buyers Needs
3) Driving Organizational Change in a Social World
4) Become a Trusted Advisor & Win More Deals
5) How LinkedIn and Other Leading Companies Drive a Relationship-Focused Sales Culture
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Career marketing-3.0-changing-the-way-career-services-representatives-market-...Robert Starks Jr
Career marketing has traditionally been the use of the resume, cover letter, and various other forms of outdated documents. The information (or knowledge) economy requires a new response to career marketing and career professionals must adapt to become digital marketers to best serve job seekers. This presentation examines the evolution of the economy and career marketing as a response to the need for greater differentiation in an increasingly competitive job market. It shows people the difference between traditional career marketing and career marketing 3.0 and challenges career professionals to think in a different paradigm about our concepts of career, job search and career marketing.
The document discusses how top sales teams leverage LinkedIn for social selling. It outlines an agenda for a breakfast event covering social selling with LinkedIn, a new sales navigator tool, and a customer story. It then discusses how the buying process has changed, with more people now involved in decisions and buyers relying on social media and relationships to choose vendors over cold outreach. It emphasizes that successful social selling requires focusing on the right people and companies, staying informed on accounts, and building trust with prospects.
Taboo Topics in Employer Brand: Afterthoughts and ImplicationsKyle Lagunas
When we – as an industry and as practitioners – talk about best practices for employer brand, we tend to dwell on the feel-good side of things: better candidate experience, more brand ambassadors, improved employee engagement. But what if the secret to improving your employer brand actually lies in the practices and processes that we try to avoid, because they feel taboo?
In this exclusive #SmartTalkHR webinar with Kyle Lagunas, Principal Analyst at Lighthouse Research & Advisory, we’ll discuss the implications of making the taboo an afterthought, including:
Organizational Transparency
Relocation Practices
Performance Expectations
Outplacement Resources
He’ll also discuss how you can take proactive steps to improve your employer brand around these processes and events, so make sure to reserve your seat.
The document provides an overview of hiring trends and salary expectations in 2021 for creative and marketing professionals in the United States and Canada, noting increased demand for digital skills as companies pivot more resources online and adopt hybrid remote/onsite models, while also discussing retention challenges and emerging jobs.
This document discusses how developing a strong talent brand can provide various benefits to companies, including speeding up hiring, improving quality of hires, and enhancing employee retention. It notes that companies with strong talent brands receive 3x more job applications, have a 56% higher acceptance rate from candidates, and experience 20% faster hiring. Additionally, these companies hire candidates with 32% more recommendations and have 28% lower turnover. The document advocates understanding a company's talent brand from multiple perspectives and provides discussion questions to audit internal and external perceptions of the brand. It also outlines a five-step approach to build a talent brand through gaining buy-in, listening to feedback, crafting a strategy, promoting the brand, and measuring results.
The presentations from LinkedIn Day Johannesburg which took place on the 16th of September 2014. Speakers included local HR professionals and LinkedIn presenters.
Global Business Challenge& Digital StrategyEthan McCarty
The document discusses IBM's digital strategy and challenges in meeting its aggressive 2015 roadmap goals. It notes that traditional marketing approaches will not scale to meet targets and that digital approaches are inherently scalable. Key challenges include delivering 5% revenue growth through initiatives like revenue mixing to higher growth segments and $20B in acquisitions. The communications revolution has changed effective customer interactions and IBM must change what it does by leveraging how people use digital media.
The document discusses trends in recruitment and provides strategies for recruiters in 2015. It notes that 93% of recruiters use or plan to use LinkedIn for recruiting. It identifies five principles for recruitment: 1) champion social enterprise where 57% of purchase decisions are made before contacting a supplier, 2) engage the 80% of passive and active job seekers, 3) educate to build trust and preference, 4) optimize for mobile as 33% of users access LinkedIn through mobile, and 5) embrace data to connect talent at massive scale.
This document discusses how predictive analytics and artificial intelligence can help companies succeed with account-based marketing (ABM). It provides examples of how companies like Masergy have used tools like Lattice Engines to more effectively target accounts, orchestrate multi-touch marketing and sales campaigns, and personalize outreach. Predictive models can identify ideal customer attributes, intent signals can help determine buyer stage, and integrated data enables hyper-targeted messaging across channels. When done effectively with the right vendor, ABM driven by predictive intelligence can significantly increase opportunity creation, funnel compression, and sales metrics.
Become an Employer of Choice by Investing in these 6 Key Employer Branding St...WilsonHCG
We’ve all heard about the global war for talent. But how do you win it? WilsonHCG’s Fortune 500 Top 100 Employment Brands Report defines the elements that make up a well-rounded employer brand and ranks companies based on their success in each category. These best-in-class companies provide a benchmark for effective employment branding tactics that you can incorporate into your organization.
In this one-hour webcast, “Become an employer of choice by investing in these 6 key employer branding strategies,” WilsonHCG’s CEO John Wilson, along with Glassdoor’s, Director of Client Services & Implementation Kelly Payne will reveal the six key traits of employment brands and the practices of highly ranked organizations that make them stand out. Join us to learn how to incorporate these best practices into your talent acquisition strategy and become an employer of choice.
Inbound Marketing has been around for 12 years now. What is the current state of this marketing strategy? How well has it been adopted? What are the current tactics and approaches that are working well in 2018?
Similar to Inbound recruiting: The Digital Transformation of Talent Acquisition (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
6. IT’S A CANDIDATE’S
MARKET IN MORE
WAYS THAN ONE
According to LinkedIn, 75% of
candidates are considered to
be passive—a.k.a not actively
looking for a job