Our latest webinar that highlights the progress and technology behind accurate job matching campaigns. Some great resources for the HR department looking to take Talent Acquisition to the next level.
Job matching correctly is critical to getting the right salary data. After all, you need to be looking at the right position to get the right information.
Our Job Matching team has benchmarked it all, from Aquatic Animal Husbandry Specialist to Zone Store Managers. Join them for a discussion on best practices and tips for using PayScale tools.
This webinar covers:
Best practices for matching your organization’s roles
A hands-on walkthrough of PayScale tools
How to leverage PayScale for accurate salary matches
How to define experience levels
How to match hybrid jobs
Job matching by skill for those tricky titles
Live Question & Answer segment
The document discusses best practices for communicating compensation information to employees. It recommends that organizations be transparent about their compensation philosophy and processes. It also provides templates for job and employee reports that include market data, wage trends, and an employee's position within their pay range to facilitate discussions between managers and employees. The goal is to have meaningful conversations about compensation to increase understanding and engagement.
Webinar-Comp Foundations-Be an Analytics HeroPayScale, Inc.
You have a comp issue to address. And you have access to many reports through PayScale Insight’s Analytics Launchpad. Which one will give you the answer you need?
This webinar will show you how to use PayScale reporting and analytics to back up comp decisions. You’ll look like an analytics super hero without having to get a degree in data science.
Comp Foundations: Comp Strategy for Multiple LocationsLaura Reigel
This document discusses how to handle employees across multiple locations using PayScale Insight. It provides tips on adding new locations, moving employees between locations, generating reports to analyze pay differences between locations, and considering factors like commute times and workforce mobility when managing a multi-location company. The document recommends starting with 1-3 competitive labor markets per location and using data to inform pay decisions for each area while also applying knowledge of each local market.
Compensation Foundations: Gender Pay EquityPayScale, Inc.
This document discusses gender earnings comparisons and pay equity. It provides an overview of PayScale's salary database and gender pay equity tools. Key points include:
- PayScale has a database of over 54 million salary profiles covering 350 industries, 15,000 job titles, and 2,300 skills.
- Most states have some version of a pay equity law and companies are increasingly transparent about diversity data.
- PayScale's tools allow users to compare earnings by gender both overall and by specific job to identify and evaluate any pay discrepancies.
- Multiple factors beyond job role can influence the gender pay gap, including job type, level, family status, and unconscious bias.
The document discusses getting executive buy-in for compensation strategies and programs. It provides tips for communicating effectively with executives, such as framing discussions around business metrics, presenting data-backed problems and solutions, and regularly updating executives on the impact of compensation changes. The document also outlines some of the costs organizations can face when compensation is not properly aligned with the market, and stresses that keeping employees motivated and engaged through compensation is important for organizational success.
This document provides tips for recruiting top talent in a highly competitive talent market. It discusses determining an appropriate hiring range based on market data and the job requirements. The hiring range should be a subset of the full pay range for the role. When making an offer, consider both the candidate's skills and experience as well as where their pay would fall within the existing range. It's important to communicate the full offer, including compensation, benefits, culture and opportunities when recruiting candidates.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The document summarizes a presentation about tailoring compensation to attract and retain different generations in the workforce. It discusses defining generations based on characteristics like communication preferences, career mindsets, and average job tenures. It also provides tips on using a mix of pay including bonuses, flexible benefits, and advancement opportunities. The presentation emphasizes the importance of communication transparency regarding compensation and addressing any skills gaps.
Job matching correctly is critical to getting the right salary data. After all, you need to be looking at the right position to get the right information.
Our Job Matching team has benchmarked it all, from Aquatic Animal Husbandry Specialist to Zone Store Managers. Join them for a discussion on best practices and tips for using PayScale tools.
This webinar covers:
Best practices for matching your organization’s roles
A hands-on walkthrough of PayScale tools
How to leverage PayScale for accurate salary matches
How to define experience levels
How to match hybrid jobs
Job matching by skill for those tricky titles
Live Question & Answer segment
The document discusses best practices for communicating compensation information to employees. It recommends that organizations be transparent about their compensation philosophy and processes. It also provides templates for job and employee reports that include market data, wage trends, and an employee's position within their pay range to facilitate discussions between managers and employees. The goal is to have meaningful conversations about compensation to increase understanding and engagement.
Webinar-Comp Foundations-Be an Analytics HeroPayScale, Inc.
You have a comp issue to address. And you have access to many reports through PayScale Insight’s Analytics Launchpad. Which one will give you the answer you need?
This webinar will show you how to use PayScale reporting and analytics to back up comp decisions. You’ll look like an analytics super hero without having to get a degree in data science.
Comp Foundations: Comp Strategy for Multiple LocationsLaura Reigel
This document discusses how to handle employees across multiple locations using PayScale Insight. It provides tips on adding new locations, moving employees between locations, generating reports to analyze pay differences between locations, and considering factors like commute times and workforce mobility when managing a multi-location company. The document recommends starting with 1-3 competitive labor markets per location and using data to inform pay decisions for each area while also applying knowledge of each local market.
Compensation Foundations: Gender Pay EquityPayScale, Inc.
This document discusses gender earnings comparisons and pay equity. It provides an overview of PayScale's salary database and gender pay equity tools. Key points include:
- PayScale has a database of over 54 million salary profiles covering 350 industries, 15,000 job titles, and 2,300 skills.
- Most states have some version of a pay equity law and companies are increasingly transparent about diversity data.
- PayScale's tools allow users to compare earnings by gender both overall and by specific job to identify and evaluate any pay discrepancies.
- Multiple factors beyond job role can influence the gender pay gap, including job type, level, family status, and unconscious bias.
The document discusses getting executive buy-in for compensation strategies and programs. It provides tips for communicating effectively with executives, such as framing discussions around business metrics, presenting data-backed problems and solutions, and regularly updating executives on the impact of compensation changes. The document also outlines some of the costs organizations can face when compensation is not properly aligned with the market, and stresses that keeping employees motivated and engaged through compensation is important for organizational success.
This document provides tips for recruiting top talent in a highly competitive talent market. It discusses determining an appropriate hiring range based on market data and the job requirements. The hiring range should be a subset of the full pay range for the role. When making an offer, consider both the candidate's skills and experience as well as where their pay would fall within the existing range. It's important to communicate the full offer, including compensation, benefits, culture and opportunities when recruiting candidates.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The document summarizes a presentation about tailoring compensation to attract and retain different generations in the workforce. It discusses defining generations based on characteristics like communication preferences, career mindsets, and average job tenures. It also provides tips on using a mix of pay including bonuses, flexible benefits, and advancement opportunities. The presentation emphasizes the importance of communication transparency regarding compensation and addressing any skills gaps.
Now that Spring is here it’s a great time to review your comp plan. Whether you are updating an existing plan or have something more informal in place, this will be an excellent webinar to attend.
We’ll walk you through some basics such as evaluating your compensation philosophy and strategy, keeping up on critical jobs in the market, and ensuring basic compliance.
PayScale Comp Foundation Series: Labor MarketsPayScale, Inc.
This document discusses setting up labor markets for compensation planning and strategy. It defines a labor market as a set of parameters that define where an organization competes for talent, noting that a company's labor market may include different locations, organization types, industries, and organization sizes. The document outlines that determining labor markets involves both science, by analyzing where current employees come from, and art, through considering a company's compensation philosophy, competitiveness goals for different roles, growth outlook, and ability to attract and retain talent. It provides tips for executing a labor market strategy, such as setting no more than 2-3 labor markets per location to avoid overanalysis, paying more where needed but budgeting elsewhere, focusing on role value over individual incumbent
Getting started in Comp can feel overwhelming, but it doesn’t have to be.
We all want to compare our workforce to market. But how do you outline your workforce and define which market you’re competing in? This webinar will walk you through the basic concepts of compensation and explain how they relate to your real-world challenges. You’ll learn more about the choices that you can make to evaluate your workforce.
Comp 101 covers:
-How jobs are benchmarked
-When to use different Labor Markets for different roles
-Best practices for outlining your Labor Market
-Understanding Market Data
-How paying at the 10th/50th/90th percentiles impacts your strategy
-Live Question & Answer segment
Webinar-Comp Foundations-Overpayment/UnderpaymentPayScale, Inc.
Just discovered that a large portion of your workforce is overpaid or underpaid? Not sure what to do?
Join us for a walkthrough on how to discover and manage over/underpayment.
This webinar covers:
- What to do with a new minimum wage
- Payment relative to market
- Employees who are paid out of range
- Communicating pay adjustments
- To freeze or not to freeze pay?
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
When it comes to communicating compensation, managers play an important role in supporting and administering the company compensation plan.
Attend this webinar and learn how to enable managers to be better prepared, and ultimately have greater participation in compensation across the organization.
You'll learn:
-How to better engage managers in compensation
-Ways to gain manager and executive buy-in for your compensation strategy
-Tips for identifying and leveraging internal champions and early adopters of your comp plan
It's time to start thinking about your 2017 compensation budget. Getting pay right is critical to keeping, attracting, and motivating your best people, but how can you make compensation a priority for next year’s budget? Join PayScale as we discuss:
-Checking for market movement
-Identifying and resolving pay inequities
-Selling the need for a decent compensation budget
Webinar-How to Elevate Your Talent Analysis with Multiple Data SourcesPayScale, Inc.
The landscape of compensation data has changed. HR teams and compensation specialists have more choice than ever in what sources they can use in their analysis, and candidates and employees alike are more informed of their value in the marketplace. For some, this has been a shift towards more positive conversations with employees, but it can be a scary prospect without the right data to back you up.
Join Michael Diaz, Compensation and Benefits Analyst at Sungevity, and PayScale’s Mykkah Herner as they discuss:
- Current market trends impacting compensation
- The growing data market and factors to consider when selecting sources
- How to integrate new data sources into your mix
- The business impact of quicker, more accurate matches
Using PayScale To Get The Compensation Data You Needechereck
PayScale collects compensation data directly from employees to determine appropriate market prices for jobs. It collects detailed data on job skills, responsibilities, and other compensable factors. PayScale uses this information to match employees and jobs, rather than grouping them into broad categories. This allows it to find closer matches than traditional surveys and better establish the market price for a given unique job. PayScale reports include information on the matched market data and how different compensable factors influence compensation.
Now that you've got Comp basics down, and it's time to level up! Taking the foundational skills of 101 into consideration, 201 builds on the concepts of creating a structure by digging deeper into each necessary piece needed in order to understand how to build and maintain a compensation structure.
-Ranges & Grades – what are they and which is the best scenario for you? Geo differentials–best practices, managing grade schedules
-Midpoints & widths – what does this mean and what does it determine?
-Structure Scenario – using a common customer scenario, we will build a structure live on the call
-Job levels/Job familiars – how to make adjustments to alignment and slot jobs
How SaaStr Built an Energized Community of Evangelists From Scratchsaastr
SaaStr built a large community of enterprise software professionals organically over time by starting with a blog, growing their annual conference, and leveraging data and community feedback. They have grown from 500 subscribers and 2,000 followers in 2014 to 30,000 subscribers and 500,000 followers in 2016. Their annual conference grew from 2,000 attendees in 2015 to 5,000 attendees in 2016. They measure everything, use data to inform decisions, and gather qualitative feedback to continually improve the community and conference experience. They aim to further diversify, refine processes, and expand their offerings through initiatives like SaaStr Academy and SaaStr Fund.
10 Practical Tips for early-stage SaaS Entrepreneurslouiscop
Workshop at HEC Paris, Seed Conference, April 2017
0. Quick intro, SaaS?
I. 3 Tips for SaaS Entrepreneurs during the ideation phase
1. Pick a problem you are REALLY passionate about
2. How will you finance the business? VC or not VC?
3. Don't underestimate TECH
II. 3 Tips for SaaS Entrepreneurs in their first 6 months
4. Don't re-invent the wheel
5. Choose your first customers well
6. Pricing
III. 3 Tips for SaaS Entrepreneurs who start scaling
7. Don't waste your money on paid marketing
8. Don't end up in the SaaS graveyard
9. Focus on the right metrics
Sometimes you have to experiment to discover what works. Join Indeed VP of Client Services Sondra Lavin as she shares creative testing tactics from real-world campaigns and the optimizations that brought clients success. Learn how segmentation, keywords and Indeed's Featured Employer product can enhance your campaign performance. From fine-tuning budgets to tweaking job titles, you’ll leave with an arsenal of strategies for creating effective campaigns.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Fact is: virtually all large organizations use ATS. 75% of CVs are never seen by a recruiter*. Landing a job via a job ad (with ATS) has worked for 18% of our clients – experienced managers & executives! 5 years ago that number was 0%!
Having a CV that is legible by programs is crucial. Is your CV “ATS-compliant”? Find out! It’s often the difference between getting an interview or not.
Send us your CV for a free review and you’ll receive an “ATS CV Compliance Report”.
Email: Bichl.Sandra (at) CareerAngels.eu
Subject: ATS Report
*acc. to TopResume
Hireology provides dealerships with tools to streamline and improve their hiring process. This includes an applicant tracking system, customized interview guides, reference and background checks, and reporting on hiring metrics. Using Hireology's structured process can reduce dealer turnover by 50% by helping them identify the right candidates more effectively. Testimonials from dealerships highlight how Hireology has enhanced their ability to hire quality applicants more efficiently.
This document summarizes key points from a seminar for senior women in engineering and geoscience on negotiating salaries. It finds that women are typically underpaid compared to men with similar experience and qualifications. It provides statistics showing gaps in earnings between men and women in various fields. It advises women to research typical salaries for their role and experience level to negotiate effectively and avoid underselling themselves.
This is a unique new survey (launched back in 2005) run by a team of professionals that all have solid C&B Corporate experiences. The survey is specifically designed to cover Senior Executive Management Compensation having Area, Regional, Headquarter or Corporate responsibilities based in Europe.
Corporate profile of Hay Group - A global managment consulting firm which provides several advisory services to turn an organisation\'s strategy into reality. Compensation and benefits studies is one of our core services. Our core competence is our Hay methodology used for job mapping and job evaluation. We have expertise in several industries such as Oil & Gas, Chemicals, Retail, Transportation, IT, ITES etc.
Now that Spring is here it’s a great time to review your comp plan. Whether you are updating an existing plan or have something more informal in place, this will be an excellent webinar to attend.
We’ll walk you through some basics such as evaluating your compensation philosophy and strategy, keeping up on critical jobs in the market, and ensuring basic compliance.
PayScale Comp Foundation Series: Labor MarketsPayScale, Inc.
This document discusses setting up labor markets for compensation planning and strategy. It defines a labor market as a set of parameters that define where an organization competes for talent, noting that a company's labor market may include different locations, organization types, industries, and organization sizes. The document outlines that determining labor markets involves both science, by analyzing where current employees come from, and art, through considering a company's compensation philosophy, competitiveness goals for different roles, growth outlook, and ability to attract and retain talent. It provides tips for executing a labor market strategy, such as setting no more than 2-3 labor markets per location to avoid overanalysis, paying more where needed but budgeting elsewhere, focusing on role value over individual incumbent
Getting started in Comp can feel overwhelming, but it doesn’t have to be.
We all want to compare our workforce to market. But how do you outline your workforce and define which market you’re competing in? This webinar will walk you through the basic concepts of compensation and explain how they relate to your real-world challenges. You’ll learn more about the choices that you can make to evaluate your workforce.
Comp 101 covers:
-How jobs are benchmarked
-When to use different Labor Markets for different roles
-Best practices for outlining your Labor Market
-Understanding Market Data
-How paying at the 10th/50th/90th percentiles impacts your strategy
-Live Question & Answer segment
Webinar-Comp Foundations-Overpayment/UnderpaymentPayScale, Inc.
Just discovered that a large portion of your workforce is overpaid or underpaid? Not sure what to do?
Join us for a walkthrough on how to discover and manage over/underpayment.
This webinar covers:
- What to do with a new minimum wage
- Payment relative to market
- Employees who are paid out of range
- Communicating pay adjustments
- To freeze or not to freeze pay?
Webinar-Compensation Best Practices for 2017PayScale, Inc.
Compensation is a reflection of your culture. There is evidence that some organizations have internalized and acted on this and, as a result, are thriving. But, for most, there's still a serious disconnect between how employers think their employees feel about pay and how employees actually feel. Results from PayScale’s 2017 Compensation Best Practices Report support this disconnect: 44 percent of employers believe their employees are paid fairly, but only 20 percent of employees agree.
Join PayScale as we discuss more interesting findings from the 2017 Compensation Best Practices Report. We’ll also discuss how organizations use modern compensation practices to get positive business results.
Register for this webinar and you’ll learn:
-What trends exist in pay transparency
-Why the standard 3 percent raise might be on its way out
-Why you should consider paying more for competitive jobs
-How to align variable pay to business goals
Pay Transparency remains a hot topic among compensation and HR professionals. However, it is still somewhat controversial to discuss pay strategy openly with employees. In this webinar we will introduce PayScale’s pay transparency spectrum, and share ideas on how it can work to help enhance engagement in your organization.
Join PayScale as we discuss:
-Why pay transparency?
-The 5 levels of the pay transparency spectrum
-Tips for increasing pay transparency in your organization
-How to avoid the pitfalls of transparency
When it comes to communicating compensation, managers play an important role in supporting and administering the company compensation plan.
Attend this webinar and learn how to enable managers to be better prepared, and ultimately have greater participation in compensation across the organization.
You'll learn:
-How to better engage managers in compensation
-Ways to gain manager and executive buy-in for your compensation strategy
-Tips for identifying and leveraging internal champions and early adopters of your comp plan
It's time to start thinking about your 2017 compensation budget. Getting pay right is critical to keeping, attracting, and motivating your best people, but how can you make compensation a priority for next year’s budget? Join PayScale as we discuss:
-Checking for market movement
-Identifying and resolving pay inequities
-Selling the need for a decent compensation budget
Webinar-How to Elevate Your Talent Analysis with Multiple Data SourcesPayScale, Inc.
The landscape of compensation data has changed. HR teams and compensation specialists have more choice than ever in what sources they can use in their analysis, and candidates and employees alike are more informed of their value in the marketplace. For some, this has been a shift towards more positive conversations with employees, but it can be a scary prospect without the right data to back you up.
Join Michael Diaz, Compensation and Benefits Analyst at Sungevity, and PayScale’s Mykkah Herner as they discuss:
- Current market trends impacting compensation
- The growing data market and factors to consider when selecting sources
- How to integrate new data sources into your mix
- The business impact of quicker, more accurate matches
Using PayScale To Get The Compensation Data You Needechereck
PayScale collects compensation data directly from employees to determine appropriate market prices for jobs. It collects detailed data on job skills, responsibilities, and other compensable factors. PayScale uses this information to match employees and jobs, rather than grouping them into broad categories. This allows it to find closer matches than traditional surveys and better establish the market price for a given unique job. PayScale reports include information on the matched market data and how different compensable factors influence compensation.
Now that you've got Comp basics down, and it's time to level up! Taking the foundational skills of 101 into consideration, 201 builds on the concepts of creating a structure by digging deeper into each necessary piece needed in order to understand how to build and maintain a compensation structure.
-Ranges & Grades – what are they and which is the best scenario for you? Geo differentials–best practices, managing grade schedules
-Midpoints & widths – what does this mean and what does it determine?
-Structure Scenario – using a common customer scenario, we will build a structure live on the call
-Job levels/Job familiars – how to make adjustments to alignment and slot jobs
How SaaStr Built an Energized Community of Evangelists From Scratchsaastr
SaaStr built a large community of enterprise software professionals organically over time by starting with a blog, growing their annual conference, and leveraging data and community feedback. They have grown from 500 subscribers and 2,000 followers in 2014 to 30,000 subscribers and 500,000 followers in 2016. Their annual conference grew from 2,000 attendees in 2015 to 5,000 attendees in 2016. They measure everything, use data to inform decisions, and gather qualitative feedback to continually improve the community and conference experience. They aim to further diversify, refine processes, and expand their offerings through initiatives like SaaStr Academy and SaaStr Fund.
10 Practical Tips for early-stage SaaS Entrepreneurslouiscop
Workshop at HEC Paris, Seed Conference, April 2017
0. Quick intro, SaaS?
I. 3 Tips for SaaS Entrepreneurs during the ideation phase
1. Pick a problem you are REALLY passionate about
2. How will you finance the business? VC or not VC?
3. Don't underestimate TECH
II. 3 Tips for SaaS Entrepreneurs in their first 6 months
4. Don't re-invent the wheel
5. Choose your first customers well
6. Pricing
III. 3 Tips for SaaS Entrepreneurs who start scaling
7. Don't waste your money on paid marketing
8. Don't end up in the SaaS graveyard
9. Focus on the right metrics
Sometimes you have to experiment to discover what works. Join Indeed VP of Client Services Sondra Lavin as she shares creative testing tactics from real-world campaigns and the optimizations that brought clients success. Learn how segmentation, keywords and Indeed's Featured Employer product can enhance your campaign performance. From fine-tuning budgets to tweaking job titles, you’ll leave with an arsenal of strategies for creating effective campaigns.
More people find jobs on Indeed than anywhere else. Indeed is the #1 job site in the world and allows job seekers to search millions of jobs on the web or mobile in over 60 countries and 28 languages. 180 million people each month search for jobs, post resumes and research companies on Indeed, and Indeed is the #1 source of external hires for thousands of companies. (sources: SilkRoad & iCIMS).
For more information about how Indeed can help you hire, visit indeed.com/hire.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
Fact is: virtually all large organizations use ATS. 75% of CVs are never seen by a recruiter*. Landing a job via a job ad (with ATS) has worked for 18% of our clients – experienced managers & executives! 5 years ago that number was 0%!
Having a CV that is legible by programs is crucial. Is your CV “ATS-compliant”? Find out! It’s often the difference between getting an interview or not.
Send us your CV for a free review and you’ll receive an “ATS CV Compliance Report”.
Email: Bichl.Sandra (at) CareerAngels.eu
Subject: ATS Report
*acc. to TopResume
Hireology provides dealerships with tools to streamline and improve their hiring process. This includes an applicant tracking system, customized interview guides, reference and background checks, and reporting on hiring metrics. Using Hireology's structured process can reduce dealer turnover by 50% by helping them identify the right candidates more effectively. Testimonials from dealerships highlight how Hireology has enhanced their ability to hire quality applicants more efficiently.
This document summarizes key points from a seminar for senior women in engineering and geoscience on negotiating salaries. It finds that women are typically underpaid compared to men with similar experience and qualifications. It provides statistics showing gaps in earnings between men and women in various fields. It advises women to research typical salaries for their role and experience level to negotiate effectively and avoid underselling themselves.
This is a unique new survey (launched back in 2005) run by a team of professionals that all have solid C&B Corporate experiences. The survey is specifically designed to cover Senior Executive Management Compensation having Area, Regional, Headquarter or Corporate responsibilities based in Europe.
Corporate profile of Hay Group - A global managment consulting firm which provides several advisory services to turn an organisation\'s strategy into reality. Compensation and benefits studies is one of our core services. Our core competence is our Hay methodology used for job mapping and job evaluation. We have expertise in several industries such as Oil & Gas, Chemicals, Retail, Transportation, IT, ITES etc.
The document outlines an agenda for a reward planning workshop, including introductions, a headline trends update on the 2012 economic environment and its impact on HR and reward programs, and breakout sessions on new pay strategies, the role of line managers, and improving relations with senior leadership. Key topics to be discussed are the modest salary increase projections for 2012, pressure on costs influencing HR policies, top performing and underperforming HR activities, changes being made to variable pay and benefits programs, and the top 10 HR priorities for organizations for 2012-2014.
This document summarizes a presentation by Aon Hewitt on employee remuneration trends in 2011/12. It discusses Aon Hewitt's survey methodology, key economic indicators, salary increase budgets and trends across different levels and industries. It also covers bonus awards, long-term incentives, employee benefits, and the 2012 reward outlook. Slides include data on salary increases, total cash compensation mixes, long-term incentive prevalence, benefits programs, and Aon Hewitt's 2012 survey calendar.
New compensation models for maximising sales performance ron burke, towers ...Sales Institute Ireland
Sales compensation plans should be designed to reinforce business strategy, reflect different sales roles, and maximize motivational impact. An effective plan attracts and retains top talent by offering competitive total compensation. It considers factors like role requirements, company pay philosophy, market practices, and the appropriate mix of base salary and incentives. The goal is to deliver target total cash compensation between the 50th to 75th percentiles compared to market peers.
The document discusses ways to boost creativity and intrapreneurship in organizations. It provides examples of how companies like Apple, Google, Motorola, Cisco, GE, and 3M encourage innovation from within. Some strategies discussed include recruiting creatively, allowing employees to move ideas between departments, providing funding for projects, and rewarding risk-taking and successful new ideas. The document also outlines how developing a suggestion system, communication, and rewarding creativity rather than ideas can foster innovation in the workplace.
Leading and managing an organization begins with selecting the right talent. That is best accomplished by matching a job candidate's skills to the skills required of the position for superior performance. Making the right choices means a better opportunities for success in the future, for both the candidate and the organization.
Internal Communication Ideas - 10 Simple Secrets to Totally Rock Your Interna...Axero Solutions
A good internal communication strategy makes good business sense.
If your employees are communicating effectively, you’ll have a highly-committed and well-performing workforce. Effective communication also creates a can-do culture and leads to a learning organization.
If you want to totally rock how your management team and employees communicate, here are 10 internal communication ideas to get you started.
We’ve come up with a list of common business communication questions and how their solutions will fit into your internal communication strategy.
The document discusses compensation surveys, which are used by organizations to determine prevailing market rates and design competitive compensation strategies. It outlines the importance of compensation and benefits in motivating employees and reinforcing organizational culture. It then describes the objectives and types of compensation surveys, including standard and customized surveys. Steps for conducting an effective salary survey are also provided, such as determining an appropriate sample, comparing data accurately, and evaluating a survey's validity.
Simply having an ATS isn't enough to convert passive, often more qualified, job seekers. Utilizing talent communities, mobile short forms, and job matching campaigns are quickly becoming the go-to technology for recruiting and talent acquisition teams. This webinar provides some great examples!
The State of Recruitment Marketing in 2016AppVault
A brief introduction to the current state of recruitment marketing in 2016. Trends, workforce data, candidate experience and the overall hiring process needs to be a great one!
The document provides results and analysis from AIESEC in Poland's March 2015 Future Leaders recruitment campaign. It summarizes that they recruited 889 new members, achieving 98.5% of their recruitment plan. The majority of applicants and new members were business, culture, and language students aged 19-20 who heard about the opportunity from friends in AIESEC or AIESEC's Facebook page. The document analyzes conversion rates and effectiveness of different recruitment channels and customer profiles to identify areas for improvement in future campaigns.
The document provides results and analysis from AIESEC in Poland's March 2015 Future Leaders recruitment campaign. It summarizes that they recruited 889 new members, exceeding their 98.5% recruitment goal. Most applicants heard about the opportunity from friends in AIESEC or other online channels like Facebook. Analysis of the results shows which channels and profiles were most effective at recruiting and converting applicants. It also examines differences in performance across local committees. The report aims to identify best practices and areas for improvement for future recruitment campaigns.
This document summarizes research from a multi-year study analyzing 500,000 applications on various applicant tracking systems across different industries and platforms. The key findings are that shorter application lengths, mobile-friendliness, and time spent applying have significant impacts on conversion rates. Specifically, applications with 1-5 questions see conversion rates up to 10.6% while those over 50 questions see only 5.68%. Mobile applications see conversion rates around 13% compared to only 2% for non-mobile friendly applications. Applications taking 1-5 minutes to complete have a 12.47% conversion rate while those over 15 minutes only 3.61%. Adopting strategies to optimize these structural factors can lower costs per hire by improving the application funnel.
How CDW connected the dots with a Recruitment Marketing Platform by @TroyHein...SmashFly Technologies
As seen at the 2014 OHUG Global Conference, Troy Heinritz, Manager of HR Technology Projects at CDW shared how CDW leverages a single Recruitment Marketing Platform to centrally manage and execute their diverse recruitment strategies. Troy provides insights from their evaluation process and the technical obstacles and considerations they went through to create a better, more comprehensive recruitment strategy.
Key insights from this video include:
- How CDW uses a centralized system to execute and measure their recruitment marketing and sourcing strategy
- 4 essential Taleo Integrations that can optimize recruitment marketing efforts
- Improving the mobile candidate experience through the career site and application
Presented and recorded on September 10, 2014 via the OHUG community. Intro by Chris Brablc
Recruitment Marketing Measurement and Analytics AppVault
Recruitment Marketing and Advertising is a great way to gain exposure to your employment opportunities. How do you measure the effectiveness? Is it clicks? Impressions? Our webinar will demonstrate the most important measurements in Recruiting. Check it out and contact me if you have questions!
Customer experience measurement in the utilities industry – closing the loopCourse5i
Though utilities enjoy the relative comfort of a semi-monopolistic market, they do need to address the challenges around deregulation pressures and the continued to need to maintain profitability with a commodity product that only makes its presence felt when it is absent. In addition, environment consciousness, sensitivity to climate change, and demand for clean energy is at unprecedented levels – creating competitive pressures that utilities have never experienced before. Satisfied customers raise the competitive threshold and hence assure predictable and steady revenue streams.
Effectively managing customer engagement at every touch point to ensure a positive, memorable experience is key to retaining customers and enhancing customer life time value. Dynamically aligning the organization to changing customer preferences and expectations is key to creating and retaining a competitive edge in the markets.This requires a good understanding of the customer’s collective and segmented usage patterns, attitudes, preferences, dislikes, concerns, habits, behaviors and budgets. To successfully manage customer experience, there is also the need for an ability to quantify all of these characteristics and track them over a period of time to understand the gradual evolution in these.
This webinar will summarize the need for customer experience measurement in the utilities industry and the evolving challenges associated with measuring customer satisfaction. During this knowledge sharing session, we will be sharing a holistic approach towards customer experience measurement – especially with respect to harnessing the plethora of information sources available today. We will present the latest thinking on what drives customer experience in the utilities sector. We will end the session with an outlining of the key information areas that utilities need to monitor, the types of analytics and tools to consider, and the approaches that are likely to yield the best returns on your Customer Experience Measurement (CEM).
Talk the Talk and Walk the Walk: Building CMO Credibility with CEO-Worthy Met...Marketo
This document discusses the importance of marketing using metrics that demonstrate return on investment and business impact. It argues that effective metrics show how marketing contributes to revenue and profits, not just costs and activities. Examples of strong metrics include the marketing revenue cycle, program-level ROI, and multi-touch attribution. These metrics allow marketing to demonstrate the financial contribution of programs and justify budgets in the language of business. The document also cautions against "vanity metrics" that prioritize activities and spending over results. It advocates testing programs to continuously improve marketing's return on investment.
Businesses should implement service automation (SA) to effectively process and analyze large amounts of customer data, improve customer experience, and increase customer retention. SA enhances service effectiveness and efficiency by automating routine tasks, integrating customer touchpoints, and routing requests to appropriate agents. It also improves employee work experience and productivity by providing tools and equal workload distribution. Overall, SA strengthens customer relationships through personalized service, feedback, and engagement across multiple digital platforms.
Using Predictive Analytics Every Stage Of The Buyer's JourneyG3 Communications
This document summarizes a webinar about using predictive analytics at every stage of a buyer's journey. It discusses how predictive analytics can be used to find the most sales-ready leads, identify customers most likely to buy more or churn, and discover new prospects. Various companies explain how predictive analytics has helped them increase win rates, improve lead volumes and conversions, reduce costs per opportunity, and boost sales by focusing on high-value accounts and lead segments. The webinar highlights how predictive analytics is becoming widely adopted in marketing as more data becomes available and organizations look to dramatically improve performance.
This document discusses using a Customer Relationship Management (CRM) system for outreach teams. It outlines the key features and benefits of an outreach CRM, including ease of access to centralized information, data analytics and reporting capabilities, and tools to track goals and measure outcomes. The presentation provides examples of how a CRM can help teams manage accounts, contacts, programs, surveys and other data in one place. It suggests a CRM could help teams work more efficiently by reducing time spent on manual data entry, report preparation and spreadsheet maintenance. Analytics from a CRM may also help target outreach efforts and measure impacts like single occupancy vehicle reduction.
Talent Acquisition : Candidate Experience and its Impact on Business Strategy. Shine Raghavan
Do you face Challenges in attracting top talents...?
High Candidate Drop-offs and no-shows..?
Disengaged recruitment teams..?
Are you certain that your recruitment team is doing it right..?
Maybe its the time to streamline your talent acquisition strategy before it become too late...
ROB'S JOBS
FREE JOB PORTAL AND APP
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Mastering Lead Gen Forms for Higher EducationLinkedIn
Lead Gen Forms are one of the most impactful performance marketing products for universities looking to drive quality students on LinkedIn. To make sure you’re getting the most out of your campaigns, we’ve developed valuable best practices after working with successful universities on our platform.
This presentation explores the main issues that help to optimize media campaigns. Case studies and conclusions.
- What frequency is the most efficient for a campaign, creative?
- What is the duration of media effect?
- Which creative or site gives more results?
- How to choose effective sites?
The advertising materials analyzed in this presentation:
10 slide: http://newage.com.ua/rabota_video/rabota.html
http://newage.com.ua/rabota_b1/rabota_smart.html
http://newage.com.ua/rabota_b2/rabota_HRs.html
11 slide: http://newage.com.ua/MOYO/moyo.html
Talent Communities: Converting Visitors into Applicants with AutomationAppVault
During our recent webinar we discussed 3 critical components to leveraging Talent Communities for hiring now and in the future. Learn how automation in Talent Acquisition can do the heavy lifting and help recruiters work better leads.
How to Get CNIC Information System with Paksim Ga.pptxdanishmna97
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024Neo4j
Neha Bajwa, Vice President of Product Marketing, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
Unlock the Future of Search with MongoDB Atlas_ Vector Search Unleashed.pdfMalak Abu Hammad
Discover how MongoDB Atlas and vector search technology can revolutionize your application's search capabilities. This comprehensive presentation covers:
* What is Vector Search?
* Importance and benefits of vector search
* Practical use cases across various industries
* Step-by-step implementation guide
* Live demos with code snippets
* Enhancing LLM capabilities with vector search
* Best practices and optimization strategies
Perfect for developers, AI enthusiasts, and tech leaders. Learn how to leverage MongoDB Atlas to deliver highly relevant, context-aware search results, transforming your data retrieval process. Stay ahead in tech innovation and maximize the potential of your applications.
#MongoDB #VectorSearch #AI #SemanticSearch #TechInnovation #DataScience #LLM #MachineLearning #SearchTechnology
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!SOFTTECHHUB
As the digital landscape continually evolves, operating systems play a critical role in shaping user experiences and productivity. The launch of Nitrux Linux 3.5.0 marks a significant milestone, offering a robust alternative to traditional systems such as Windows 11. This article delves into the essence of Nitrux Linux 3.5.0, exploring its unique features, advantages, and how it stands as a compelling choice for both casual users and tech enthusiasts.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Why You Should Replace Windows 11 with Nitrux Linux 3.5.0 for enhanced perfor...SOFTTECHHUB
The choice of an operating system plays a pivotal role in shaping our computing experience. For decades, Microsoft's Windows has dominated the market, offering a familiar and widely adopted platform for personal and professional use. However, as technological advancements continue to push the boundaries of innovation, alternative operating systems have emerged, challenging the status quo and offering users a fresh perspective on computing.
One such alternative that has garnered significant attention and acclaim is Nitrux Linux 3.5.0, a sleek, powerful, and user-friendly Linux distribution that promises to redefine the way we interact with our devices. With its focus on performance, security, and customization, Nitrux Linux presents a compelling case for those seeking to break free from the constraints of proprietary software and embrace the freedom and flexibility of open-source computing.
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
Full-RAG: A modern architecture for hyper-personalizationZilliz
Mike Del Balso, CEO & Co-Founder at Tecton, presents "Full RAG," a novel approach to AI recommendation systems, aiming to push beyond the limitations of traditional models through a deep integration of contextual insights and real-time data, leveraging the Retrieval-Augmented Generation architecture. This talk will outline Full RAG's potential to significantly enhance personalization, address engineering challenges such as data management and model training, and introduce data enrichment with reranking as a key solution. Attendees will gain crucial insights into the importance of hyperpersonalization in AI, the capabilities of Full RAG for advanced personalization, and strategies for managing complex data integrations for deploying cutting-edge AI solutions.
Introducing Milvus Lite: Easy-to-Install, Easy-to-Use vector database for you...Zilliz
Join us to introduce Milvus Lite, a vector database that can run on notebooks and laptops, share the same API with Milvus, and integrate with every popular GenAI framework. This webinar is perfect for developers seeking easy-to-use, well-integrated vector databases for their GenAI apps.
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
2. • Application vs. Skill Profile
• Examples of Job Matching
• Average ROI for Job Matching Campaigns
3 Ways Data Drives Successful Job Matching
J O B M AT C H I N G W E B I N A R
3. J O B S E E K E R E N G A G E M E N T C H A N N E L S
Place
Print AD
SMS
Texting
Digital
Media
Mobile
Platform
CRM/Talent
Communities
Organic
Search
“The Shift Has Occurred” -Engage Jobseekers 24/7 On Their Terms
4. E N G A G E V I A L A N D I N G P A G E S , C A R E E R S I T E , T A L E N T C O M M U N I T Y
“On Their Terms” – Convert Active/Passive Jobseekers Into Hires
Reach/Attract Via Recruitment Marketing
Job Seeker
Cultivate Suite
ATS
Hires
92%
6. IT STARTS HERE……. ALL ABOUT THE PROFILE
• Quick and easy engagement
• Easy process from all devices
• Baseline for quality experience for both seekers and recruiters
• Leads to best overall ROI
7. J O B M AT C H I N G … “ P R O F I L E ”
Application Profile
8. J O B M AT C H I N G … “ P I P E L I N E ”
“Sourceable”
13. J O B M AT C H I N G W E B I N A R
ROI Case Studies
14. Client Total
Sent
Unique Opens % Unique Opens Unique Clicks % Unique Clicks
Client A 123,794 1,266 1.02% 199 15.72%
Client B 57,729 777 1.35% 125 16.09%
Client C 7,198 78 1.08% 11 14.10%
Summary 188,721
Total
2,121
Total
1.15%
Average
337 Total 15.30%
Average
May 2015 - Feb 2016
Client Total Sent Unique Opens % Unique Open
Unique
Clicks % Unique Clicks
Client A 90,292 20,968 23% 3,858 18%
Client B 50,217 13,076 26% 3,037 23%
Client C 4,703 1,847 39% 749 41%
Summary 145,212 Total
35,891
Total
29%
Average
7,644
Total
27%
Average
Simplistic Job Matching Software
Robust Job Matching Software
J O B M AT C H I N G R E P O R T I N G M E T R I C S
15. J O B M AT C H I N G R E P O R T I N G M E T R I C S
Job Alerts Case Study - 9 Months Trending
151,027 Emails Sent
30,238 Opens
11,259 Clicks
561 Calls
522 Short Forms
168 Applications
32 Hires
20% Opens
37% Clicks
11%
Engagements
2.6%
Hires
16. Experience – Ongoing Recruitment Consultation
Strategy – Improve Candidate Experience & Employment Brand
Technology – Increase Engagements With Passive & Active Candidates
Efficiency - Automate Communications, Job Matching & Referrals
Communication – Client Success Manager / Dedicated Point Of Contact
ROI – Improve Budget, Reduce Media Spend & Maximize Current Investment
Why AppVault?