Jay Roberts, Bullhorn - But What About the Customer?
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This document discusses how technology can help companies become more customer-centric. It notes that Bullhorn has experienced significant growth, serving over 8,000 customers across 76 countries with over 800 employees. It advocates that companies focus on customer centricity by tailoring offerings to customer segments using unified customer data, focusing on lifetime customer value, providing multi-channel customer service, empowering employees to resolve customer issues, and building a brand with strong customer focus associations.
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Google for Jobs is launching in Australia and will impact how jobs are found and applications are submitted. It provides a centralized job search directly through Google search that aggregates postings from participating job boards and companies. For employers to have their jobs featured, they must include specific structured data on job posting pages which provides information like the hiring organization, job title, location, salary and more. Optimizing postings for Google for Jobs may increase organic traffic and ranking by using optimized titles, original content and completing all required fields. While major job boards are partnering with Google, individual company adoption remains low, so job boards are not likely to be replaced but will need to innovate to stay relevant.
Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business...
Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business Partner - Sydney Airport - Talent Acquisition
Greg barnier - Internal Consulting Group - Be Courageous: Co-create a positiv...
The document discusses lessons from the Royal Commission into misconduct in the banking industry regarding organizational culture and governance. It recommends that financial services regularly assess and address issues with their culture and governance. Contemporary approaches to culture aim to engage employees to achieve goals. The courageous HR leader must 'unlearn' past approaches and assess culture using tools like the 'cultural web' which examines an organization's symbols, stories, power structures, controls and assumptions. Regularly capturing data on culture indicators and broad board engagement is important. Culture can enable or inhibit business strategy.
simon bradberry
Simon Bradberry has experienced significant internal mobility within Deloitte, moving between roles in London, Singapore, and London again over 7 years. In 2018, over 360 people experienced internal mobility moves within Resource Solutions, with 13 moving internationally. The document discusses statistics showing benefits to organizations that promote internal mobility such as increased employee satisfaction and retention. It also outlines the significant financial costs of employee turnover. Finally, it provides an overview of Resource Solutions' internal mobility programs and results for their top clients.
Andy Hallett - Sthree - Recruitment A Game Of Thrones
SThree's recruitment business faces disruption from new competitors using different business models like online job boards, freelancing platforms, and automation. However, not all disruption is equal and the "wars will be about UX and brand". SThree has invested approximately 1% of gross profit in SThree Ventures to develop new revenue streams and stay ahead of changes through innovation. Examples include building a video platform and messaging bot. The presentation emphasizes continuously scanning the competitive landscape and supporting innovation from the top to future-proof the business long-term.
Joanna Abeyie - JA Consultancy - Diversity in Recruitment
The document discusses diversity and inclusion in the workplace. It asks business leaders from Accenture, Nike, and Apple what these terms mean to them and what they plan to do to make their workplaces more inclusive and empower their staff to solve inclusion challenges with customers. It also quotes Mauricio Macri saying that what unites us is more than what divides us and that diversity is the one thing we all have in common.
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
This document discusses attracting and retaining talent in the staffing industry. It notes high turnover rates for recruiters, especially at large firms, which is costly and hurts business. New recruits expect modern technology that enables them to do their jobs efficiently. The document advocates for investing in intuitive recruitment software rather than continually replacing lost employees. It provides examples of how innovative tools have helped other staffing firms by streamlining processes, improving engagement and filling roles faster.
Plamen Ivanoff - Iintro- "Redundant" How to future-proof your recruitment bus...
The document discusses how recruitment businesses can future-proof themselves against changes in the industry. It recommends adopting next generation hiring technologies like behavioral profiling, competency assessments, and collaborative recruitment platforms. It also stresses the importance of building trust with clients by acting as a trusted advisor and converting clients into advocates through effective engagement.
Neil Brodie - JobDiva - Talent Search & Diva Match
JobDiva is a SaaS talent management system built for recruitment agencies that provides an applicant tracking system, CRM tools, back office functionality like timesheets and invoicing, and job posting and candidate searching capabilities. It connects to vendor management systems, allows for emailing, video interviews and electronic signatures, and provides business reporting, dashboards, and integrates with payroll providers with an open API.
Jessica Kilkenny Roddy - Hinterview - Video Engagement - Just another Gimmick?
This document discusses the benefits of using video for engagement. It provides statistics showing that video is more engaging and memorable for viewers than text. People are more likely to click on links for videos and retain more information from videos compared to text. Using video in outreach, like with recruiting emails and LinkedIn messages, can increase response rates significantly. The document promotes a company called Hinterview that allows users to create and share video messages to boost engagement and recruitment efforts.
Vickie Collinge - Bluesky - Developing a communications strategy in turbulent...
The document discusses developing an effective communications strategy during turbulent times. It recommends setting clear objectives and identifying the intended targets and platforms to engage them. The strategy should be flexible to adapt to changes and have a plan to respond to different types of change. It is important to evaluate the strategy by tying metrics back to objectives and moving beyond "vanity metrics" to demonstrate the strategy's impact.
Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
The document discusses preparing for artificial intelligence and how to become AI ready. It defines key AI concepts like automation, digital transformation, machine learning, and the three waves of AI. The main barriers to adopting AI are a lack of normalized and overwhelming data. The document provides tips for standardizing processes, making technology user-friendly, and incentivizing staff to properly manage systems and data to overcome these barriers and leverage AI.
Ben Wardleworth - Engage - How Collaboration can Win Big!
Collaboration through contingent workforce solutions can provide significant business benefits. A case study outlines challenges a large UK-based client faced with inconsistent rates, terms, and visibility across their 20 suppliers for temporary workers. Engage Technology Partners provided a solution to give real-time visibility and control of all temporary workers' details and costs. It established best practices, transparency, and accountability in the hiring and invoicing processes. This preserved relationships with recruitment agencies while creating fair trading. It resulted in reduced operating costs and improved supply for the client at no cost to them.
Neil Brodie - JobDiva - Talent Search & Diva Match
JobDiva is a SaaS talent management system for recruitment agencies that provides an applicant tracking system, CRM tools, back office functionality like timesheets and invoicing, and electronic signatures. It connects to vendor management systems, allows for job posting, resume database searching and talent matching, email merging and video interviewing. The system also offers business reporting, business intelligence, user dashboards, payroll integration, an open API, and click-to-run downloadable reporting and refreshable user dashboards for drilling into raw data.
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
The document discusses challenges in talent acquisition and recruitment. It notes that in September 2018, original job ads were down 28% year-over-year and certain occupations saw declines in postings. The decline in job ads was seen across all sectors. The ratio of original postings to actual vacancies suggests attraction challenges. Regions like the South East and Yorkshire saw larger decreases in postings compared to the national average despite steady employment levels. Both candidates and employers face uncertainties from issues like Brexit and changing workforce expectations around flexibility and compensation.
Mike Ames - Flair Business Coaching - More growth with less involvement. Is ...
Mike Ames of The Flair Revenue Factory presents a method for businesses to scale up in a controlled manner through four pillars: de-skilling processes, using data to direct operations, continually evolving through new ideas and feedback, and empowering teams. A connection campaign example shows ignoring unreceptive prospects, maintaining future contact with interested ones, setting discovery meetings with engaged prospects, and arranging pitch meetings with ready prospects. The Revenue Factory approach aims to establish and manage high-value client relationships at an industrial scale through client feedback, high performance teams, value communication, research, and new client and revenue production lines.
Howard Greenwood - Larson Group - Gain the Competitive Edge
This document discusses the importance of change for businesses to gain a competitive edge. It argues that companies must change their products, operations, and positioning relative to competitors in order to remain profitable and avoid obsolescence. The author advocates that businesses differentiate their offerings, add value for customers and employees, improve efficiency, and establish themselves as a key influencer in their market through strategic changes to when, where, and what they offer. Failure to change can lead companies to lose market share and die out as competitors and customer needs evolve over time. The imperative for change has grown stronger with recent economic, regulatory, and technological shifts. Bold leadership is needed to drive necessary evolutionary or revolutionary changes within organizations.
Alex Moyle - Elevated Recruiting - Building a Business Development Culture
This document discusses building a business development culture beyond just the sales team. It emphasizes that everyone in a company should be engaged in helping to grow sales by focusing on customer goals and needs rather than just making sales. It also stresses using the right language that focuses on helping customers rather than pressuring them, and ensuring employee and customer goals are aligned with company goals to build a sustainable business.
Mark Kieve - PIXID - Levellig the Competitive Landscape
The document discusses how virtual management systems (VMS) can help level the competitive landscape for small and medium enterprises (SMEs) in the recruitment industry. It notes that almost half the permanent workforce in the UK is employed by SMEs. A VMS can provide SMEs with efficiencies, cost savings, and capabilities to better compete with larger companies. The document advocates that a VMS with features like ease of use, affordability, and robust compliance can help SMEs improve margins, acquire more business, and enhance their service offerings.
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Stephen Abbott - Peoplescout - Assessing your current and future state positi...
Stephen Abbott - Peoplescout - Assessing your current and future state positi...
Carolyn Wass - Randstad - Google for Jobs is coming to Australia
Carolyn Wass - Randstad - Google for Jobs is coming to Australia
Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business...
Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business...
Greg barnier - Internal Consulting Group - Be Courageous: Co-create a positiv...
Greg barnier - Internal Consulting Group - Be Courageous: Co-create a positiv...
Andy Hallett - Sthree - Recruitment A Game Of Thrones
Andy Hallett - Sthree - Recruitment A Game Of Thrones
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Joanna Abeyie - JA Consultancy - Diversity in Recruitment
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
Plamen Ivanoff - Iintro- "Redundant" How to future-proof your recruitment bus...
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Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
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Ben Wardleworth - Engage - How Collaboration can Win Big!
Neil Brodie - JobDiva - Talent Search & Diva Match
Neil Brodie - JobDiva - Talent Search & Diva Match
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Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
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Mike Ames - Flair Business Coaching - More growth with less involvement. Is ...
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Howard Greenwood - Larson Group - Gain the Competitive Edge
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Market Signals – Global Job Market Trends – May 2024 summarized!
How did the job market change in May 2024? Selected aspects: Europe (38 countries): +1.23% = 17 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 270 data points
- received over 500 insights from Executives & HR Directors
- published 107 monthly reports, 870 daily updates & 13 special reports
- tracked 80 countries around the world for 48 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
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一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
原版一模一样【微信：741003700 】【(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
一比一原版(coventry毕业证书)考文垂大学毕业证如何办理
原版一模一样【微信：741003700 】【(coventry毕业证书)考文垂大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
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HRMantra: AI-Powered HR Automation for the Modern Workplace
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
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Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
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Market Signals – Global Job Market Trends – May 2024 summarized!
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Jay Roberts, Bullhorn - But What About the Customer?
- 1. But what about the customer? Leveraging Technology for Greater Customer Centricity Jay Roberts jay.roberts@bullhorn.com
- 8. Bullhorn Growth Rate and Scale Bullhorn Customer Experience Index New Since 2015 Offices $0 $50 $100 $150 $200 $250 $30+M YoY R&D Reinv estment 76 different countries 800+ employees 96% customer satisfaction 85% first call resolution 76 different countries 8,000+ customers200+ support employees
- 9. PROCESS tailored offerings based on discrete customer segments vs “one size” fits all approach. Focus on flexible offerings to suit customer needs TECHNOLOGY unified vision for customer data vs legacy system with data trapped in silos. Focus on data being managed as a company asset and customer facing tech is embraced CULTURE lifetime value is key metric vs new business volume or market share. Focus on meeting needs of profitable customer segments across their whole lifecycle SERVICE delivery via value adding customer contact vs transactional and reactive approach. Focus multiple contact channels and self service tools PEOPLE customer-centric culture pervasive at all levels vs no ownership and no authority. Focus on empowerment to own and resolve issues BRAND high recognition and strong positive associations vs known but not valued. Focus on real evidence of being customer focused
- 11. Focus on Customer Centricity Culture, People & Technology Platform, Automated & Digitised Experiences Summary