Career and Job Search Trends for Millennials and Gen X-ersAlexandra Levit
Based on two major research studies by DeVry University's Career Advisory Board, this presentation identifies where candidates are rocking the job search, and where they're coming up short.
This will be my inaugural speaking gig. I'm speaking over Millennials in the Workplace at the 2015 SHRM Annual Conference.
See: https://annual.shrm.org/sessionplanner/session/8667
Alexander Crepin HR Bridging Today & Tomorrow SuccessfullyTalentspotter
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To make the step to the new Era requires a strong HR team with a clear mission & vision.
A skilled committed workforce and an agile organisation are the other main areas of attention for HR.
Alexander Crepin can help you to design the journey and make the transition happpen. Bridging Today & Tomorrow .....
Slides for a short lecture I'll be giving at 'The Design Village' for a seminar on 'Design Education & Pedagogy in India'. I begin with reference to a 2006 lecture, and then add my subsequently gained wisdom and insight into design practice and pedagogy.
A Survival Guide for Leaders by Ronald A. Heifetz and Marty Linsky is an article that lines under Top 10 Change Management HBR articles.
Go through to know more about this article.
Career and Job Search Trends for Millennials and Gen X-ersAlexandra Levit
Based on two major research studies by DeVry University's Career Advisory Board, this presentation identifies where candidates are rocking the job search, and where they're coming up short.
This will be my inaugural speaking gig. I'm speaking over Millennials in the Workplace at the 2015 SHRM Annual Conference.
See: https://annual.shrm.org/sessionplanner/session/8667
Alexander Crepin HR Bridging Today & Tomorrow SuccessfullyTalentspotter
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To make the step to the new Era requires a strong HR team with a clear mission & vision.
A skilled committed workforce and an agile organisation are the other main areas of attention for HR.
Alexander Crepin can help you to design the journey and make the transition happpen. Bridging Today & Tomorrow .....
Slides for a short lecture I'll be giving at 'The Design Village' for a seminar on 'Design Education & Pedagogy in India'. I begin with reference to a 2006 lecture, and then add my subsequently gained wisdom and insight into design practice and pedagogy.
A Survival Guide for Leaders by Ronald A. Heifetz and Marty Linsky is an article that lines under Top 10 Change Management HBR articles.
Go through to know more about this article.
After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'
Introduction to Wisr Liberal Arts Leadership SummitWisr
Wisr was excited to host the inaugural Liberal Arts Leadership Summit. Led by three industry thought leaders, the summit provided insight and advice on how to connect alumni and students to foster a stronger culture of advising, career planning, and alumni relations on liberal arts campuses.
Running an agency is hard work. Figuring out how to profitably run a fast growing agency is even harder. Element Three was Hubspot's Agency of the Year in their first year as a VAR and became a Platinum partner shortly after. In this session, Tiffany will share some of the big wins and battle scars from her journey of growing from 8 employees to nearly 40. We will talk about how to find the right talent, prioritize certain hires over others and build a team thats allows great work for clients. We will review some of the tools used for managing capacity and strategically staffing for growth.
In addition we will outline processes for setting vision, maintaining alignment through the continual evolution that occurs with grown and communication throughout the organization. Most importantly, we will talk about the only thing that really matters - how to build culture and and a vision others can see and believe. P: Tiffany will be sure to leave plenty of time for Q&A so your most pressing questions can be asked - and hopefully answered - as you chart the course for your agency's growth.
MEASURING COMPLEX THINGS: STEPS TO “DATAFYING” ORGANIZATIONAL CULTUREHuman Capital Media
In a tight labor market, a distinct culture can distinguish two otherwise equal organizations when both are offering competitive pay and benefits, career growth, office perks, etc. However, defining what your culture is and measuring how it impacts key outcomes – such as attrition and retention – has long seemed like mission impossible.
During this webinar, people analytics expert Lecayle Hubert will share how a data-driven process enables you to establish a definition of culture that fits your organization and brings to light the employee experience that resonates most with your workforce. You’ll come away with practical ways for you to start measuring and making meaning of the culture of your business.
Learn how to:
Define what culture is, why it matters, and how it can impact business costs
Explore key metrics related to measuring culture
Acquire some tools to make your data work for you, wherever you’re starting from
Join this webinar to uncover the driving factors of organizational culture and delve into ideas on how to connect your culture to business impact.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Toronto Agile Tour - Timeless LeadershipJason Little
In 2001, Agile started as a simple set of 4 values and 12 principles designed to be a guide for delivering solutions to customers. Since then, countless frameworks, tools, certifications, and methods have emerged, with many promising to have the one right approach to make Agile work.
We need servant leadership...no wait, we need emergent leadership...no wait, we need agile management and agile leadership...no wait...
It's no wonder today's leaders and managers are confused about how to lead an agile organization. In this session, we'll explore how to look at your organization through 3 different lenses and apply 4 timeless leadership capabilities used by great leaders from organizations like IDEO, Ford, and Ikea.
Attendees will walk away with a profile that describes their individual leadership style, along with how to know how to balance each of the 4 leadership capabilities that are timeless, tried-and-true, and not rooted in agile buzzwords.
Deloitte Predictions for the Technology, Media and Telecoms (TMT) sectors is in its fifteenth year. I’ve attended some of the big events they hold... which in recent times have been migrated to video.
As a #GirlGeek and previously an IT Director, I’ve watched with interest the different technologies which we have morphed from and to.
Brick-sized mobiles with antenna you could dry your undies on, LinkedIn being banned in my first recruitment firm as it was not as good as the CRM (!), Blackberries being Purple with a dial on the side (and desirable!)
In the fifteenth edition of the Predictions, one element really caught my eye – Women in Technology.
(See more at: http://www.barclayjones.com/blog/recruitment/no-women-in-tech-what-the-heck!/)
Crash course - managing software people and teams (engineering leadership sig...Ron Lichty
Crash Course: Managing Software People and Teams (Engineering Leadership SIG of SVForum, 11.12), a talk by Ron Lichty, co-author of Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
After six months of implementation, this is a reflection and lessons learned on the power of working and learning in 'circles' or the new management concept of 'holacracy'
Introduction to Wisr Liberal Arts Leadership SummitWisr
Wisr was excited to host the inaugural Liberal Arts Leadership Summit. Led by three industry thought leaders, the summit provided insight and advice on how to connect alumni and students to foster a stronger culture of advising, career planning, and alumni relations on liberal arts campuses.
Running an agency is hard work. Figuring out how to profitably run a fast growing agency is even harder. Element Three was Hubspot's Agency of the Year in their first year as a VAR and became a Platinum partner shortly after. In this session, Tiffany will share some of the big wins and battle scars from her journey of growing from 8 employees to nearly 40. We will talk about how to find the right talent, prioritize certain hires over others and build a team thats allows great work for clients. We will review some of the tools used for managing capacity and strategically staffing for growth.
In addition we will outline processes for setting vision, maintaining alignment through the continual evolution that occurs with grown and communication throughout the organization. Most importantly, we will talk about the only thing that really matters - how to build culture and and a vision others can see and believe. P: Tiffany will be sure to leave plenty of time for Q&A so your most pressing questions can be asked - and hopefully answered - as you chart the course for your agency's growth.
MEASURING COMPLEX THINGS: STEPS TO “DATAFYING” ORGANIZATIONAL CULTUREHuman Capital Media
In a tight labor market, a distinct culture can distinguish two otherwise equal organizations when both are offering competitive pay and benefits, career growth, office perks, etc. However, defining what your culture is and measuring how it impacts key outcomes – such as attrition and retention – has long seemed like mission impossible.
During this webinar, people analytics expert Lecayle Hubert will share how a data-driven process enables you to establish a definition of culture that fits your organization and brings to light the employee experience that resonates most with your workforce. You’ll come away with practical ways for you to start measuring and making meaning of the culture of your business.
Learn how to:
Define what culture is, why it matters, and how it can impact business costs
Explore key metrics related to measuring culture
Acquire some tools to make your data work for you, wherever you’re starting from
Join this webinar to uncover the driving factors of organizational culture and delve into ideas on how to connect your culture to business impact.
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Toronto Agile Tour - Timeless LeadershipJason Little
In 2001, Agile started as a simple set of 4 values and 12 principles designed to be a guide for delivering solutions to customers. Since then, countless frameworks, tools, certifications, and methods have emerged, with many promising to have the one right approach to make Agile work.
We need servant leadership...no wait, we need emergent leadership...no wait, we need agile management and agile leadership...no wait...
It's no wonder today's leaders and managers are confused about how to lead an agile organization. In this session, we'll explore how to look at your organization through 3 different lenses and apply 4 timeless leadership capabilities used by great leaders from organizations like IDEO, Ford, and Ikea.
Attendees will walk away with a profile that describes their individual leadership style, along with how to know how to balance each of the 4 leadership capabilities that are timeless, tried-and-true, and not rooted in agile buzzwords.
Deloitte Predictions for the Technology, Media and Telecoms (TMT) sectors is in its fifteenth year. I’ve attended some of the big events they hold... which in recent times have been migrated to video.
As a #GirlGeek and previously an IT Director, I’ve watched with interest the different technologies which we have morphed from and to.
Brick-sized mobiles with antenna you could dry your undies on, LinkedIn being banned in my first recruitment firm as it was not as good as the CRM (!), Blackberries being Purple with a dial on the side (and desirable!)
In the fifteenth edition of the Predictions, one element really caught my eye – Women in Technology.
(See more at: http://www.barclayjones.com/blog/recruitment/no-women-in-tech-what-the-heck!/)
Crash course - managing software people and teams (engineering leadership sig...Ron Lichty
Crash Course: Managing Software People and Teams (Engineering Leadership SIG of SVForum, 11.12), a talk by Ron Lichty, co-author of Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams.
"We'd like you to manage the team now." That's about as much introduction - and training - as many of us get before our first day managing. Often preceded only by, "You're a great programmer and you've got some people skills." But while programming cred and facility with people are helpful qualifications, what do you really need to know to manage well? What makes a manager great? What are the qualities that meld teams and deliver great software? Those are among the questions that led Ron Lichty and his co-author Mickey W. Mantle to write "Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams" (Addison-Wesley, September), now available for pre-order online. In this interactive session, we'll examine the great managers each of us has experienced, and the qualities, skills, finesse and gifts of greatness that made them stand out. We'll talk about "the rest of the job": managing up, managing out, and other aspects of being a seasoned manager that reports mostly don't see. And you'll take away a few best practices that take most managers years to discover.
Transformation vs adoption agile india 2014 :How to use the Culture ModelEbin John Poovathany
This presentation is about getting to know about the culture models and the impact of that in the agile transformation and adoption. You will get some easy to use and handy tools which can be used to turn around your transformation and Adoption.
This is the presentation that I gave at Agile India 2014 in Bangalore on integrating Lean UX process in to capital markets clients during 2013. Here for historical purposes, and the lessons apply still.
SMAC: The Key to Getting Traction with DevOpsDevOps Ltd.
A classic tl:dr for DevOps is the acronym CAMS: Culture, Automation, Measurement, Sharing. I argue this oversimplification is hurting adoption of and causing confusion around DevOps. My presentation is focused around presenting SMAC as acronym for both describing what DevOps is and the recipe for progression from mere familiarity to ingrained practice and change. I'll also introduce the lasting effect of implementation in my experience as a final C - Confidence - the real impact on the bottom line. Starting with culture is a non-starter, starting with sharing just works. The concepts presented align with stories I've seen such as The Phoenix Project and other case studies from HP and Etsy, and summarize personal experience with my own enterprise clients.
Presentatie 31-5-2016 PizzasessieXL Apeldoorn
Agile software developent is born because of the missing need for speed of IT. F1 racing gives a clear view on racing, commitment and winning.
5 Steps for a High-Performing DevOps CultureJumpCloud
As DevOps practitioners, we must strive to build an organization that is fast, safe, resilient, and continuously improving to best serve our customers. The results of this ensure quality, create competitive advantage, empower an energized and committed workforce, and uncover the truth.
Here are five steps you can implement for a high-performing DevOps Culture.
Adopting Devops , Stories from the trenchesKris Buytaert
As presented at Baltic Devops in Talllinn ,
Starting with devops is either the most trivial, or the hardest thing to do.
This talk will teach you a number of tricks on how to make life easier for your team. How to work together with your management and how to convince them devops is a relevant thing
In this talk I explain that DevOps is a mindset and thus a cultural thing. My elevator pith for explaining what DevOps is: "the tool is you!".
I gave this talk on the 06.12.2011 6.12 at the ITSM Camp in Kassel, Germany.
Culture at arago
We know we need a new kind of people in tech and this is why at arago, we have spent a great deal of time listening to our best and learning from the industry. Here is a description of the culture we are aiming for every day.
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
UCT Upstarts 2015: Week 14: Life lessons in Business with Saul Kornik from Af...UCT Upstarts
UCT Upstarts 2015: Week 14: Life lessons in Business with Saul Kornik from Africa health placements
UCT Upstarts is the Vice-Chancellor’s Social Innovation Challenge. It’s a joint-initiative between UCT, the Bertha Centre for Social Innovation & Entrepreneurship and Super Stage. UCT Upstarts is igniting a ‘Student Start-up Nation’ by creating a parallel university experience – one that produces a generation of both graduates and social entrepreneurs - who solve real-world problems from campus, and launch start-up realities beyond it. UCT Upstarts is building a ‘Social Innovation Culture’ that literally does make Africa work better and is helping to create an ‘Innovation Economy’ that actually does create jobs – starting from campus!
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
Why non-profit "marketing" no longer just means "messaging". Non-profits must use their brand to drive innovation across the organization. Presentation from American Marketing Association (AMA) Non Profit conference on July 11, 2017.
Without an active innovation culture, organizations fall into stagnation and lose to more innovative competitors. You know this all too well if you work for a corporate business that strives to compete with the likes of Tesla, Airbnb, or Uber. Every industry has startups like these, and they’re on a roll. The services and products they provide are not too different from those you offer — but why do they outperform established corporations?
Innovation culture has long been one of the most challenging, and oft-discussed, topics in our conversations with business and innovation leaders.
Given the extraordinary importance of innovation for businesses, and society in general, and the fact that culture has been shown to be one of the biggest barriers for innovation performance, it’s not much of a surprise.
Because most large companies we talk to want to create a more innovative company culture, we thought we’d create this extensive guide to help understand what really makes a culture innovative, as well as how to actually shape an existing culture towards innovation.
Do you dream of building a better organization?
* Where core values run through every part of the organization?
* Where people feel energized and inspired by work, and seek to solve challenges and own the results?
* Where innovation emerges organically from customer and stakeholder engagement?
* Where human beings are not just numbers on a balance sheet but the driving force of your success?
You need a live culture.
The Lean Startup Basics and Intro for BeginnersBlaz Kos
The presentation focuses on providing an overview, fundamentals and history of the concept of the lean startup companies.
The presentation very clearly shows why business plans are not that much important anymore, what is waste in business and how to reduce it and why every start-up must be a learning organization.
The Best Culture Wins is a case study on how HR and management worked together to build the best culture in a competitive industry. Not only did their culture produce financial results in the top 1% for comparable companies, but they transformed the idea of how leaders define, measure and improve company culture. www.ourthreads.com
Today’s top recruiters embrace data to employ a forward-thinking and data-driven approach to recruiting and hiring. What sets today’s top recruiters apart is their ability to leverage technology and data to develop insights that then inform their recruiting tactics.
So how can you use technology to build reports that yield meaningful insights to improve your hiring process?
Join Jon Stross, Co-Founder and President at Greenhouse and Liz Zenz, Recruiting Operations Manager at R/GA to learn how to win at reporting. You’ll walk away knowing:
- Reporting best practices from forward-thinking companies like yours
- How to drive consistent improvement by engaging your stakeholders in a thoughtful report cadence
- How successful hiring teams use data proactively to change behavior
The future of work comes as you fast. When you blink, it’s here. As a recruiter, it’s crucial we keep pace with all the things happening around us that can impact our ability to identify, engage, and attract candidates. This webinar, hosted by recruiting veteran Lars Schmidt, will explore the impact of coming trends on recruiting, and provide actionable tips and recommendations on how to stay on top of what’s now and what’s next.
Employer Branding vs. Recruitment Marketing (And How to Use Them Together)GreenhouseSoftware
There’s a big difference between employer branding and recruitment marketing.
They’re both a key part of building a successful hiring strategy, but many HR and talent acquisition professionals use them synonymously (or even get them confused). If you want to attract the best-fit talent for your team, it’s crucial to understand how the two concepts are unique—and how they can complement each other.
In this deck, Abigail Horne, Senior Talent Acquisition Manager at Bettercloud will break down the key differences between employer branding and recruitment marketing, and how to use them together to boost your recruiting efforts.
You’ve worked hard to get your business to the point it’s at today and it’s exciting to see your customer base and revenues grow. But structuring your organization to scale while ensuring your Talent and People teams have the strategies and support they need to scale your internal team isn’t something you’ve accounted for.
Experts, Kelli Dragovich, Senior Vice President of People at Hired and Will Blaze, Senior Technical Recruiter at Peloton join Ariana Moon, Senior Recruiter at Greenhouse to provide insights on growing responsibly.
Through this presentation you'll learn how to:
- Build a foundation for scalable growth
- Address hiring needs to match company growth
- Operationalize your core values
- Source and interview top talent at high volume to maintain growth
- Maintain company culture through culture add
Hire Top Talent: Using New Hire Performance Data to Improve HiringGreenhouseSoftware
As your organization grows and your recruiting team makes more and more hires, the ultimate measure of success is how those new hires perform. To get to a place where you can report on this data, you must focus your team on outcomes and build strong relationships with your hiring managers.
On Wednesday, June 13, 2018, Lauren Holzer, Director of Talent Acquisition at WeddingWire joins Greenhouse Customer Success Manager, Rosa Gandler to discuss how to improve your hiring process through team alignment and iterating on data.
In this webinar you’ll learn how to:
- Focus your team on outcomes
- Build hiring manager relationships and process alignment
- Leverage performance data to iterate on existing processes
As the end of the academic year rapidly approaches, forward-thinking companies are preparing campus recruiting events to increase visibility and source new college graduates. Among these new grads? The first wave of Generation Z.
Entrepreneurial, highly individual and true digital natives, Gen Z-ers have a unique perspective on work and their careers. They also have different sets of needs and interests. So what does it currently take to win at campus recruiting?
In this webinar, Red Ventures and Revature will discuss how campus recruiting helped them reach their hiring goals, the strategies they are evolving to reach this new wave of talent, and how getting your jobs in front of informed candidates can give your company a big advantage.
How Programmatic Technology, not AI, Will Impact the Recruiting IndustryGreenhouseSoftware
The recruiting industry is running on business models like Cost per Applicant, monthly subscriptions and Cost per Click - pricing models that have no notion of quality or fit. When you pay for clicks, you get clicks. Enter programmatic, a technology that has been transforming industries like Digital Advertising and E-commerce for over a decade with a simple notion - buyers deserve to know what they are buying. You would never buy a car without knowing exactly what it is, why would you buy an ad placement or a candidate without knowing anything about it?
In this webinar, you'll learn why programmatic, not AI, is the real technology driving transformation in recruiting. Learn how it is connecting recruiters, job seekers and job sites in a network of trade that will make all parties more successful. How it will make qualified talent available to you, anytime, on demand and cutting weeks from the hiring process. And it how will make the job search experience more human and rewarding, allowing candidates to quickly connect with interested potential employers.
Finally, you'll hear from a mutual Greenhouse and Uncommon customer how programmatic technology has improved their recruiting experience.
6 Recruiting & Onboarding Trends for Long-Lasting Employee RetentionGreenhouseSoftware
The average cost to hire per employee is at an all-time high—$4,129, which means recruiting the right talent and onboarding them effectively is more critical to companies’ bottom lines than ever. Because of this, Greenhouse and Quantum Workplace partnered to create an eBook filled with the research, trends, and advice you need to implement a strategy that works, using data from nearly 400 HR and business leaders.
Now, we’re bringing the eBook to life through a webinar. Recruiting and onboarding experts at Greenhouse and Quantum Workplace will offer their own personal experiences and perspectives on top recruiting and onboarding trends.
How Kabbage Defines their Ideal Candidate – A New Approach to a Standard Job ...GreenhouseSoftware
Even after going through the necessary steps to post a job description to your careers page, have you ever been left with curiosity around what the role is really about? In a competitive marketplace it’s essential that job descriptions are unique, to the point, and stand out among the rest.
But where do you begin to make that happen? And how can you ensure you have a compelling job description if your hiring manager repurposes old ones?
Kabbage, a financial technology also recognized as a 2017 Best Place to Work by Glassdoor has redesigned their entire job description process. They’ve pushed away the standard job description and incorporated a process that leaves the company and applicant knowing exactly what the ideal candidate looks like.
You’ll learn:
- How to create a strong partnership with your hiring manager (from job kick-off to new hire orientation)
- Critical thinking strategies to create an effective and appealing job description
- Tactics to bring in more qualified candidates in your recruiting pipeline and enhance the candidate experience
Hiring Hacks: Beyond the Buzzword – How to Improve your Candidate ExperienceGreenhouseSoftware
Are you curious what makes a great candidate experience?
Candidate experience may be a bit of a buzzword. We get it.
But did you know that a great candidate experience can improve your quality of hire by 70%?
It starts from the moment the candidate looks at the job on your careers page and continues through every step of the hiring process.
Join Checkr and Greenhouse to learn:
- Why candidate experience matters
- 3 key elements that drive a memorable candidate experience
- How new software tools are redefining what a modern candidate experience looks like
Hiring Hacks: What to look for when considering new technology to recruit & r...GreenhouseSoftware
Technology is not about streamlining your processes—although that’s an important piece.
What’s often challenging is during growth, it seems easier to stick with the old technology for the fear that the new technology will cause too much complexity.
Learning a new platform, migrating your data over, and educating the rest of the company takes time. Especially if you want to ensure you’re doing it correctly.
With these slides you'll learn:
- What to look for when considering new recruiting and onboarding technology
- How to ensure the software you purchase won’t slow you down
- Tips towards getting company buy-in
- How choosing the right technology can make you a more effective HR professional
Hiring Hacks: How to Foster a More Diverse and Inclusive WorkplaceGreenhouseSoftware
Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results.
But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds.
In this webinar, you’ll learn from two experts who will discuss:
- The value of diversity and why companies should care
- How to create specific diversity goals and metrics
- Tips for companies to prioritize their diversity and inclusion for 2017
- Tangible steps towards implementing a diversity plan company wide
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Hiring Hacks: How Stripe Creatively Finds Candidates and Builds a Recruiting ...GreenhouseSoftware
One of the biggest challenges all recruiters face is where to find the best candidates. And even if you’ve found a great source of top talent, how do you keep them interested and moving through your pipeline?
The Recruiting team at Stripe has faced these challenges head on and is excited to share their tips and tricks with you. They’ve built such a strong recruiting culture that around 40% of their hires were introduced through employee referrals! Join Katie Bishop, Recruiter, and Lizz Hounshell, Recruiting Operations Manager, to discuss creative methods for sourcing candidates and how to build a company-wide recruiting culture.
You'll learn:
- Stripe’s unique approach to prospecting and building a talent pipeline in Greenhouse
- Why Stripe has embraced referrals without bonuses—and why that tactic was so successful
- How Stripe uses Teamable to scale their referral program
Ways to prioritize both diversity and referrals to build an inclusive organization
- Tips for including recruiting and referral education in your onboarding program
Hiring Hacks: How to Supercharge your Talent Brand to Attract Technical Talent GreenhouseSoftware
As a recruiter, you are likely pursuing a number of avenues to try and effectively engage technical talent. But how big of an impact are you really making if you aren't capturing and sharing your employer brand?
And what's the best way to do it?
Tarek Pertew, Co-Founder & Chief Creative officer of Uncubed explains why video is fast becoming the most important tool for recruiters to build and strengthen their employer brand and hire technical talent.
You'll learn:
- Tips for capturing and articulating your employer brand.
- The undeniable statistics & trends that show video is THE format for millennial content consumption.
- How to build and maintain a compelling tech blog.
- What immersive employer branding is and how you can use it today.
Hiring Hacks: How Twitter’s Head of Talent Acquisition Approaches Inclusion a...GreenhouseSoftware
Everyone can recognize the importance of building a diverse company, yet achieving diversity is a challenge for many companies. But there really are concrete steps you can take to drive change.
In this Hiring Hacks webinar find out what Steve Wells, Head of Talent Acquisition at Twitter is doing with Twitter’s diversity and inclusion programs. Steve will share what changes he’s made from getting executive buy-in to iterating on the hiring process, including blind testing and pipeline analysis.
In this webinar, you’ll learn:
- Which strategies Twitter has put in place to achieve their diversity goals and the outcomes they’ve had so far
- How to measure your company’s candidate pipeline and hiring track record
- Specific strategies for working with executives to achieve diversity recruiting goals
- Tips on how to calculate the ROI of different tools and techniques
Everyone knows that hiring the right people is good for your business. But can you assign a dollar amount to the cost of a good hire? The answer is yes, you can, and taking the time to make this type of calculation can lead to some eye-opening insights into what your recruiting team is doing well… and poorly.
Lou Adler, CEO and founder of The Adler Group, is recognized as one of the best recruiters in the country. His highly acclaimed Performance-based Hiring methodology has been successfully adopted by numerous companies such as Lincoln Financial, The Medicines Company, Airbnb and PPG.
In this webinar, you’ll learn:
- How to calculate the ROI of hiring every member of your team
- Which aspects of your recruiting process lead to hiring under-performers and how to address them
- Tips for focusing your efforts on hiring top performers
- The basics of the Performance-based Hiring methodology
Hiring Hacks: How Formlabs Designed a Growth-Centered Internship ProgramGreenhouseSoftware
With great growth comes great responsibility.
Some companies add to their headcount at a blistering pace, only to have to let people go when the funding runs out.
But it doesn’t have to be this way. Boston-based 3D printing startup Formlabs found a way to grow their company from 10 to 140 people in 3 years. One of the keys to their success was a robust internship program.
The People Operations team at Formlabs consists of only three full-cycle recruiters, but everyone at the company is empowered to source, hire, and manage interns, making this a truly unique program.
In this Hiring Hacks, Virginia White, head of People Operations at Formlabs, shares how Formlabs built an internship program that converted to full-time employees at a rate of 50% during its first two years, increased employer brand awareness of Formlabs in the local community, and led to some of the most productive periods of achievement in the company’s history.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
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The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
20. SCH SF
G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o
21. • 97% of employees are proud to work at Quirky
• 94% of employees have or would work over
a weekend to complete a project
• 90% of employees often talk about Quirky
• 85% of employees are motivated by Quirky’s
culture
• 31% reduced attrition
T H E R E S U LT S A R E I N …
22. Best Places to Work 2015
Employee’s Choice Award | Companies Under 1,000
#8
23. WE’RE ON A MISSION TO CONTINUE
MAKING INVENTION ACCESSIBLE.
31. CULTURE
ANSWERS THESE
QUESTIONS
• What is our mission / What are
we passionate about?
• How will we serve our clients
and customers?
• How will we work together as a
team?
• How will I contribute as an
individual?
• How do we communicate
internally and externally?
• What do we celebrate / How do
we celebrate?
• How do we overcome
obstacles and conflict?
• How do we move forward?
• What types of policies should
we implement?
• What does our office
environment look like?
37. BUILDING
CULTURE
DO
• Understand what your current
culture is
• Define what you want your culture
to be
• Make sure your mission, vision,
and values honestly reflect what
you want your culture to be
• Clearly communicate what you
want your culture to be throughout
• Make sure it’s believed and practiced
from the top down
• Measure the state of your culture
• Hold everyone accountable to being
a culture fit (Recruitment, performance
management, etc.)
38. BUILDING
CULTURE
DON’T
• Ignore it!
• Hire employees who aren’t
a culture fit
• Create bad managers
• Forget about learning and
development opportunities
44. RULES OF HUMAN
INTERACTION
DO DON’T
• Attend team
meetings
• Weekly 1 on 1 with
HM
• Encourage a process
with HM/Team
interaction
• Run and hide
• Rely on e-mail
• Assume things
• Over promise
48. “The right interaction, technology
and analytics will help you become
a recruitment strategic business
partner”
49. REMEMBER!
• There is always a culture
• Everything affects culture
• Start thinking about your Culture Brand
• Building a culture of engagement makes good business
sense
• Be a strategic business partner
• Human interaction, Analytics and Technology
51. References
1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth.
http://www.gallup.com/businessjournal/163130/employee-engagement-drives-
growth.aspx
2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How
to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is-
Why-it-Matters-How-to-Define-It.aspx